How employers save time and money with Get Back to Work Faster candidates

Readers of this blog know that I’m doing Get Back to Work Faster with Jill Konrath. Jill’s book will be out in soft cover in the Fall, but it’s been downloaded well over 4,000 times already. As a result, lots of people are knowledgeable in Get Back to Work Faster.

Why would employers like to talk to those job-seekers? That’s the point of this blog article.

Finding and hiring candidates in this market is not easy. Post a job and you’re flooded with resumes.

With way too many resumes, you can spend weeks combing through them or use scanning software to look for keywords — and possibly over-looking a great candidate. And the inteview process can take weeks and weeks.

Lots of time. Risk. And the chance of expensive mistakes. Those all come from the traditional job search process.

How’s a Get Back to Work Faster candidate different?

She’s not in the resume pile. Her approach is different.
She’ll contact you directly and sound like your peer. She will have done extensive research on your company.
You’ll discuss business challenges and possible solutions with her — not her resume.
Your conversation will cover business outcomes she can help deliver.

As you see, Get Back to Work Candidates are different. They approach you differently. They are results-oriented. They do their homework. They save you time and money.

How do you find Get Back to Work Faster candidates? When your phone rings and you talk to one — you’ll know instantly. Or ask me.

Jeff Ogden, the Fearless Competitor, is a sales and marketing expert and the President of Find New Customers. He helps ccmpanies find and acquire new customers using best practices in lead generation. Jeff can be reached at (516) 284-4930 or [email protected].

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2 responses to “How employers save time and money with Get Back to Work Faster candidates”

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Incredible ebook - such a great idea so thanks! The flip side of the coin is for employers to do the same thing and require the candidates to step outside the “resume zone”. For details on how one company has structured their hiring process around this philosophy, check out “A Bold New Take on Inside Sales Hiring” http://tinyurl.com/nmxb89. We live in different times so dare to be different - right?