Why the ‘70% Rule’ is Key to Successful Hiring, According to Recruiter Ed Ewer

In a recent LinkedIn post, recruitment professional Ed Ewer proposes a practical heuristic for both employers and job seekers: the “70% rule.” Ewer, who claims to have made over 400 placements in his career, suggests that candidates meeting approximately 70% of a job specification are often the most suitable for a role and are likely to foster long-term, positive working relationships.

Ewer outlines his theory by contrasting different candidate profiles against job requirements. He begins by describing the “100%-er,” a candidate who perfectly matches every aspect of a job description. According to Ewer, such individuals, while seemingly ideal, can sometimes lead to less desirable outcomes.

“A perfect job fit. The employer knows it, the candidate knows it. Employer thinks they can bring the employee in, sit them down and leave them to fulfil the role. No further training, no hand-holding, they’re off to work to meet the needs of the business.”

Ewer argues that this perfect fit can paradoxically lead to boredom and a lack of engagement for the employee, potentially resulting in a short tenure. “Candidate comes in with a big ego, knows it all, probably does a half decent job but as there’s no learning curve likely gets a bit bored doing somethig that’s second nature. Leaves within a year or so,” he writes.

The Pitfalls of Over- or Under-Qualification

The recruitment expert then contrasts this with the “50%-er,” a candidate who meets only half of the job specification. Ewer explains that employers might offer a lower salary for such candidates, expecting to train them up. However, this often requires significant investment in time and effort.

“Employer takes a punt, offers a lower salary due to lack of experience, assumes they can train the individual up to be closer to the 100%. Finds that the candidate needs a lot more handholding, time and effort to reach the required.”

Ewer points out that this scenario can lead to a difficult probation period for both the employer and the candidate, often resulting in failure or the candidate leaving due to the overwhelming demands and lack of clear progress.

The Sweet Spot: The 70% Rule

Ewer’s central thesis, the “70% rule,” identifies a sweet spot that balances the needs of both the employer and the employee. He posits that candidates who meet around 70% of the criteria possess enough core competencies to be semi-autonomous, while still having ample room for learning and development.

This equilibrium, according to Ewer, is crucial for fostering engagement and career progression. “Just enough of the brief met to be semi-autonomous so for the employer theres still enough to teach and to mould, and for the candidate still enough for them to learn to engage them and give them career progression and promote longevity,” he explains.

The implication of Ewer’s framework is that both hiring managers and job seekers should evaluate candidates not just on what they currently possess, but also on their potential for growth and their ability to remain engaged within a role. He concludes his post by encouraging readers to consider their own position within this spectrum: “So next time your hiring or jobseeking, ask yourself, are you a 50, 70 or 100%er and what does this mean to you?” Ewer’s insights offer a nuanced perspective on the hiring process, emphasizing the value of potential and development over a perfect, static fit.