What is the 70/30 Hiring Rule? How to Apply in Recruitment

Hiring today isn’t easy. With so many skill gaps and fast-changing industries, it’s rare to find someone who matches every single requirement in a job ad.

Waiting too long for that “perfect” candidate can slow down your hiring process.

One practical approach is to hire candidates who meet around 70% of the role and focus on developing the remaining 30% through training and support.

This method shifts the focus from only hiring those who are fully ready to those who can grow into the role and bring long-term value to your team.

Let’s break down how this approach works and why more employers are starting to see its benefits.

What is The 70/30 Hiring Rule?

The 70-30 hiring rule is straightforward: hire candidates who meet 70% of the job requirements.

The remaining 30% consists of skills or traits that can be developed after hiring through onboarding, mentoring, or on-the-job training.

This approach stands in contrast to the traditional “perfect fit” method, where employers wait for a candidate who checks every single requirement, even if it takes weeks or months.

But in today’s market, especially in fast-changing industries like tech or customer service, hiring for potential makes more sense.

It means you fill roles faster. It gives you space to train people in your company's way of working. And it builds a workforce that’s motivated to grow.

Why Employers in Malaysia Should Use the 70/30 Rule

Hiring challenges in Malaysia aren’t new, but they’ve become more visible in recent years.

Whether it’s IT, manufacturing, retail, or logistics, many sectors are facing talent shortages and skill mismatches.

The rapid growth of digitalisation and remote work has only added to the complexity.

Rather than waiting for “ready-made” talent, hiring someone with 70% of the skillset and the right attitude gives your company a head start.

It also supports Malaysia’s broader push for upskilling and reskilling, seen in national initiatives like HRD Corp's training programmes.

At the same time, this hiring model supports diversity.

By being open to candidates with transferable skills or non-traditional backgrounds, you give chances to those who might otherwise be overlooked, such as career switchers, women returning to work, or fresh grads.

How to Implement the 70/30 Rule in Your Recruitment Process

Many employers like the idea of the 70-30 rule but aren't sure how to apply it in real situations.

The good news is, it doesn’t require a full reset of your recruitment process.

With a few thoughtful changes, you can start finding candidates who may not be a perfect match today, but can grow into strong performers tomorrow.

Separate “must-have” from “nice-to-have” skills

Start by reviewing your job descriptions. List down the non-negotiable skills required to do the job well.

Then, identify which parts can be taught later through onboarding or training. It will be easier to spot promising candidates even if they don’t check every box.

Write growth-friendly job ads

Avoid long lists that scare off capable applicants. Mention opportunities for training or development.

This encourages applications from those who are confident in their potential but may not have all the experience.

Adjust your interview questions

Use your interviews to test learning agility and adaptability. Ask about times they had to pick up something new quickly, or how they responded to unfamiliar challenges.

This gives insight into how fast they can close the 30% gap.

Prepare to support the 30%

Hiring is only half the job. The other half is helping the person succeed.

Make sure you already have a plan to train new hires through mentorship, hands-on learning, or digital courses, so they don’t feel lost.

Challenges and How to Overcome Them

No hiring method is without its challenges, and the 70-30 rule is no exception. But with the right mindset, these concerns can be managed.

Hiring managers may hesitate

Some may worry about performance delays or extra work. Ease this concern by showing how fast hires have ramped up in similar roles before.

Share real examples of successful “70% hires.”

Pressure for fast results

Not every team has time to wait. Help them manage expectations by setting clear timelines for learning.

For example, “By Week 4, the hire should be able to handle X with supervision.” This builds confidence in the process.

Benefits of Hiring Based on Potential

You don’t always need a perfect CV to find a great hire.

When you give someone a chance based on their potential, you’re investing in long-term value, not just short-term experience.

Hiring based on potential often brings surprising benefits that go beyond skills.

So, why do companies that embrace the 70-30 rule often see better results in the long run?

Higher retention and loyalty

People who feel trusted and invested in often stay longer. They remember who gave them a chance and repay it with loyalty.

Better culture fit and growth mindset

These hires are usually more adaptable. They’re open to feedback and eager to learn, which creates a positive team dynamic.

Shorter hiring cycles

Instead of endlessly searching for “perfect,” you fill roles faster. That saves time, cost, and keeps your operations running smoothly.

Industries Where the 70/30 Rule is Effective

The 70/30 rule is useful for companies that value adaptability, growth potential, and long-term development over just ticking off every skill requirement from the start.

What type of companies are they?

Startups and SMEs

Smaller teams need flexible employees who can learn quickly and wear many hats. Hiring for potential supports fast growth without overcomplicating recruitment.

Tech and digital roles

Because tech evolves rapidly, it’s more realistic to hire those who understand the basics and can pick up the rest with training.

Customer service, operations, and support

These roles benefit from attitude and adaptability more than a long list of prior experience. Training can fill any technical gaps.

How to Train for the Remaining 30%

Training doesn’t have to be expensive or formal. What matters is that it’s targeted, supportive, and part of their early journey with you. Here is what you can do.

Assign a mentor

Pair the new hire with someone who can guide them during the early months. This helps them feel supported and shortens the learning curve.

Create a structured onboarding

A clear training plan with timelines, checklists, and role expectations helps the hire stay focused and builds confidence.

Offer short-form learning tools

Use online learning platforms, quick workshops, or internal guides to help the new hire upskill without needing a full course.

Track progress together

Set simple milestones to review how the hire is improving over time. Check-ins help both the employee and the team stay aligned.

FAQs

Is the 70-30 rule suitable for all job levels?

It works best for entry to mid-level roles. Senior positions may still require closer alignment with all core requirements, but even then, openness to learning should still be considered.

What if a candidate lacks core technical skills?

If the missing skills are critical for safety or legal compliance, it’s better to keep them as non-negotiables. But for many roles, technical tools can be taught, especially if the candidate is a fast learner.

How long should it take to develop the 30%?

It depends on the role. Some may need just a few weeks, while others may take a few months. What matters is having a clear training plan and checking in regularly on progress.

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