Qualified Vs Quantified

Qualified Vs Quantified: A Comparison

In the present day world, we have to face a series of choices that can be confusing and overwhelming. When it comes to hiring people, differentiating between candidates can be a daunting task. One of the biggest challenges that recruiters face during the selection process is the dilemma of choosing between qualified and quantified candidates. While both these types of candidates can make a significant contribution to the organization, it is important that recruiters understand the difference between the two to make an informed decision. This article provides a comparative analysis between these two types of candidates, along with a comprehensive FAQ section.

What is a Qualified Candidate?

A qualified candidate is defined as someone who possesses the necessary skills, education, and experience needed to perform a specific job role. Merriam-Webster defines qualified as “having the necessary skills, knowledge or experience to do something successfully.” A qualified candidate has a set of qualifications that meet the specified job requirements. They hold degrees, certifications, or have completed relevant training programs. They have honed their skills and expertise in their area of work and have a strong understanding of the industry they work in.

What is a Quantified Candidate?

A quantified candidate is someone who has the necessary skills and qualifications, but also has a proven track record of success in their previous roles. They bring quantitative results and accomplishments to the table, demonstrating their ability to perform and achieve organizational objectives. A quantified candidate can show statistics, metrics, and numerical data that demonstrate their accomplishments in their previous roles.

What Are The Differences Between Qualified and Quantified Candidates?

1. Skills and Education

While a qualified candidate may have the necessary education, certifications and experience required for the job, they may not have the same level of hands-on experience as a quantified candidate. On the other hand, a quantified candidate may have less education but may have proven their ability to perform in a similar role at a previous organization.

2. Relevant Experience

A qualified candidate may have experience, but it may not be relevant to the specific job that they are applying for. They may have the necessary education or certifications, but their experience may not have been garnered in a comparable job role. Quantified candidates usually have experience in similar roles to the one they are applying for and have evidence to prove that they have excelled in such roles.

3. Performance Metrics

Quantified candidates bring measurable performance metrics to the table, showcasing their achievements and accomplishments in their previous roles. They can provide data, figures and statistics illustrating their contribution to an organization’s success. Qualified candidates may not have any available metrics to showcase their performance in previous job roles.

4. Problem-solving and Decision-making Skills

Quantified candidates can demonstrate their problem-solving and decision-making skills through hard data and performance metrics. They can relay specific situations where they were faced with a challenge, and how they overcame it, using a data-driven approach. On the other hand, qualified candidates may not have data-driven examples, but can demonstrate how they would approach a problem in theory, using their experience and knowledge.


1. Which Candidate is Preferred – Qualified or Quantified?

There is no universal answer to this question. It largely depends on the job role and the culture of the organization. For some organization, a candidate with relevant degrees, experience, and certifications may be more valuable as long as they have a positive attitude and a willingness to learn, while for others, a candidate with a proven track record of accomplishments may be more desirable.

2. What Are Some Examples of Quantifiable Achievements?

Quantifiable achievements can be represented in concrete terms, such as numbers, percentages, or dollar amounts. For example, an improvement in sales, successful project completion within budget and time frame, employee retention rate, cost savings, and customer satisfaction rates.

3. Can a Qualified Candidate Also be Quantified?

Yes, a qualified candidate can be quantified. Most quantified candidates are qualified, but not all qualified candidates are quantified. A candidate who meets the required qualifications and has a track record of quantifiable achievements is considered the ideal candidate.


The distinction between a qualified and quantified candidate is essential, but not always straightforward. While both types of candidates bring valuable qualities to the table, it is essential to understand the differences between them to make informed choices. Ultimately the decision of which type of candidate is preferable depends on the job specifications, work culture and performance metrics of the organization. An organization can create an optimal hiring process for their specific needs and benefit the organization in the long run.