Post by Enemix

High-performing infrastructure organisations have started applying what some are calling the 70-30 rule in hiring: accept that candidates should meet around 70% of role requirements at the point of hire, with the remaining 30% developed through onboarding, mentoring and structured exposure. It sounds obvious. In practice, it is surprisingly hard to implement. Most role briefs in energy are written to describe the ideal candidate. The one who has done this exact job, in this exact sub-sector, at this exact scale. That person exists. They are also employed, and probably not actively looking. The 70-30 approach asks a different question: which 30% of this role can we develop in the right person? And which 70% is truly non-negotiable? For candidates: if you are 70% of a strong brief and can articulate what you would bring and what you would need to grow into, that is a credible application. Do not talk yourself out of roles you could genuinely do. For hiring managers: the cost of holding out for the 100% candidate in a tight market is usually a longer vacancy, a higher salary premium, and a delayed project. The maths rarely works in your favour. What's your experience with this? Does the 70-30 rule hold up in your sector? #Recruitment #EnergyHiring #CareerAdvice #HiringManagers #EnergyTransition