Every time our team sees “hit the ground running” in a job posting, we want to ask: are you hiring for growth or are you hiring for failure?
The “Perfect Fit” Paradox
If you’re seeking candidates who can do the job with their eyes closed from day one, you’re essentially recruiting people with zero room to grow.
Sure, you might offer a salary bump. But if there’s no challenge, you’ve essentially invested in a highly compensated temporary employee who’ll likely be exploring new opportunities faster than you can complete their first performance review.
Our industry experience shows that companies experience significantly higher turnover when hiring for “exact experience matches” versus growth-oriented roles.
When you hire someone to replicate what they’re already doing elsewhere, you’re competing against your own retention objectives.
The 70% Rule
Here’s what we’ve found to work. Hire for 70% skills, 30% potential. Look for candidates who tick seven out of ten boxes, not all ten.
A recent Deloitte survey of Gen Z workers showed that when asked the strongest reasons they chose to work for their current employer, learning and development is in the top three. Forbes reports that Gen-Z will soon make up 30% of our workforce so eliminating growth opportunities essentially signals “Gen-Z need not apply.”
The ROI Reality Check
Food Processing magazine’s Manufacturing Survey shows that staff shortages remain a major concern across the industry. If you’re paying $90,000+ for a Director-level hire and they leave within a year because there’s no growth path, your real cost includes recruitment expenses (again), lost productivity, wasted training investment, and the emotional toll of explaining to your boss why your “sure thing” hire didn’t work out.
That “perfect” hire who can supposedly hit the ground running might actually be the most expensive mistake you make this year.
The Growth-Focused Approach
Smart food and beverage leaders are shifting from “buying” ready-made talent to “building” their next generation.
Ensure your interview processes evaluate attitude, adaptability, and ambition alongside experience requirements.
In a market where retention determines long-term success, hiring someone eager to grow consistently outperforms hiring someone who’s already reached their ceiling.
Contact The Sterling Choice for more information on our consumer goods recruitment.
