HR Contact for My Company Polska: Hiring the Right Person Starts Before Recruitment

HR Contact for My Company Polska: Hiring the Right Person Starts Before Recruitment

Over the past year, we've been supporting HR Contact in building its media presence across both Polish and international markets, helping the team share practical insights on recruitment, global hiring and talent management. One of the latest examples was an expert commentary published by My Company Polska, exploring one of the most common hiring dilemmas faced by growing companies: should you hire a junior or an experienced professional?

The answer, according to HR Contact, is much less about seniority than most companies think.

The Wrong Question

When companies start hiring, they often ask the same question: should we hire a junior or a senior? According to HR Contact, this is rarely the right place to begin. The real question is not who you want to hire, but what your business actually needs. A startup building its first sales team will have completely different priorities than a scaleup entering new markets or an established company optimising mature processes. Hiring decisions become significantly easier once business needs, not job titles, drive the conversation.

Juniors Are an Investment, Not a Shortcut

Junior employees often come with lower salary expectations, fresh perspectives and strong motivation to learn. That makes them an attractive option, particularly for companies looking to grow their teams efficiently. However, lower hiring costs rarely mean lower overall costs. Successful onboarding requires structured processes, mentorship and management capacity. Without those foundations, even talented junior employees may struggle to develop, while experienced team members lose valuable time supporting them. For companies without mature internal processes, hiring junior talent may become more expensive than expected.

Experience Delivers Speed

Senior professionals bring something different. Beyond technical expertise, they offer independence, decision-making capability and the ability to improve existing processes from day one. In fast-growing companies where speed matters, that experience often justifies higher salaries. At the same time, experienced candidates are harder to attract and recruitment processes typically take longer. Finding the right senior employee requires both patience and a well-designed hiring strategy.

Recruitment Starts Before the Job Offer

One of the strongest messages from HR Contact is that successful recruitment begins long before publishing a vacancy. Companies should first define the actual responsibilities, expected level of independence and business objectives behind the role. Only then does it become possible to assess whether junior or senior experience is the better fit. In practice, many hiring mistakes happen because organizations recruit based on assumptions rather than clearly identified needs.

Hiring Is a Business Decision

The article also challenges another common misconception: focusing only on salary. The real cost of hiring includes onboarding, management time, training, productivity and long-term development. Looking at recruitment purely through compensation often leads companies to make expensive decisions that seem cheaper on paper. Like any business investment, hiring should be evaluated based on long-term value rather than short-term cost.

There Is No Universal Answer

Ultimately, HR Contact argues that there is no universally better candidate. Some organizations need immediate execution and experienced specialists. Others have the time, culture and processes to successfully develop junior talent internally. The most successful hiring strategies begin not with candidate profiles, but with understanding the company's actual stage of growth, available resources and long-term objectives.

Originally published by My Company Polska.

Read the full article here.