Recently, one of our recruiting clients shared a story with us that got us thinking.
She had identified what she genuinely believed was an amazing opportunity for a candidate, yet, after going through the process, the candidate ultimately decided not to move forward because they were only 99% sure it was the right role.
We see this from time to time as well, and it always leads us back to the same question: Why do people sometimes turn down opportunities that appear to give them exactly what they’ve been looking for?
The easy answer is fear of change, but we think the reality is more nuanced than that.
One of the more interesting concepts in psychology is something called loss aversion. Researchers have found that people generally feel the pain of losing something more strongly than the satisfaction of gaining something of equal value. Applied to a career decision, that means a candidate may place more weight on what they could potentially lose by leaving than on everything they stand to gain by making a move.
Even if their current situation isn’t ideal, it’s familiar. They know the people, understand the expectations, and have learned how to succeed in that environment. The frustrations may be real, but they’re predictable.
A new opportunity, no matter how attractive, introduces uncertainty.
There’s also something psychologists refer to as status quo bias, which is our tendency to prefer the current state of affairs simply because it’s the current state of affairs. We often assume staying put is the safer choice, even when the facts suggest a change could be beneficial.
We think this helps explain why recruiters occasionally encounter situations where a candidate receives many of the things they’ve been asking for and still hesitates. At that point, the question is no longer whether the opportunity is good. The question becomes whether it’s good enough to justify stepping into the unknown.
Like most good recruiters, we spend time upfront understanding what’s most important to a candidate. What are the must-haves? What are the deal-breakers? What prompted them to consider a change in the first place?
At XPG Recruit, we place extra emphasis on defining those priorities early and revisiting them throughout the process. As opportunities are evaluated, we can continually compare them back to those original priorities.
What’s interesting is that many recruiters do this instinctively or are trained to do this without realizing there’s psychology behind it.
Researchers have found that people tend to make better decisions when they establish their decision criteria before emotions become involved. Psychologists sometimes refer to this concept as criteria anchoring. By identifying must-haves, deal-breakers, goals, and priorities upfront, you’re essentially anchoring the decision to the factors that mattered most before uncertainty entered the picture.
Once a candidate gets deep into an interview process, uncertainty, emotion, and fear can start to cloud the original reasons they wanted to make a change. Criteria anchoring helps bring the focus back to those original priorities.
Instead of asking, “How do I feel right now?” the question becomes, “Does this opportunity solve the problems that led me to explore a change in the first place?”
That’s an important distinction.
Sometimes the answer is no.
But sometimes the answer is clearly yes, and the only thing standing in the way is the discomfort that naturally accompanies change.
At the end of the day, our role isn’t to convince someone to take a job. It’s to help them evaluate opportunities through the lens of what they told us mattered most from the very beginning.
And while there will never be a way to remove all uncertainty from a career decision, there is value in recognizing that waiting for 100% certainty may be asking for something that doesn’t exist.
Most meaningful career moves require a degree of uncertainty. The professionals who make the biggest leaps aren’t necessarily the most fearless. They’re often the ones who have taken the time to understand what matters most to them, objectively evaluate the opportunity in front of them, and move forward when the facts support the decision, even if they still feel a little nervous about taking the leap.
Which raises an interesting question:
Have you ever passed on an opportunity that, looking back, may have been exactly what you were looking for?
Frequently Asked Questions
Why do candidates turn down good job opportunities?
Candidates don’t always decline opportunities because the role isn’t a good fit. Often, uncertainty, fear of change, and the comfort of a familiar environment outweigh the perceived benefits of making a move. This psychological tendency, known as loss aversion, can make staying put feel safer even when a new opportunity better aligns with long-term career goals.
How do you know if a new job is the right move?
The best way to evaluate a career opportunity is by defining your priorities before emotions enter the decision. Consider your must-haves, deal-breakers, long-term goals, leadership preferences, growth opportunities, and work-life expectations. Then evaluate each opportunity against those criteria rather than relying solely on how you feel in the moment.
Should you wait until you’re 100% sure before accepting a new job?
Probably not. Very few career decisions come with complete certainty. Most meaningful career moves involve some level of risk and uncertainty. Instead of waiting to feel 100% confident, focus on whether the opportunity aligns with the priorities that motivated you to consider a change in the first place.
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