Filling a job opening is very costly. So is not filling it.
➔ There is a lot of data from a lot of studies that talks about the costs associated with hiring someone.
According to the Society of Human Resource Management, the cost to replace a $40,000 a year manager can range from $20-30,000. Even replacing a $10 an hour retail worker can cost an employer more than $3,000 says the Center for American Progress.
These are significant costs so the employer wants to be certain that they’re getting the right person for the job. In part, if they get it wrong, the cost to fill that one position is now compounded.
Are you in their best interest?
So it’s in the employer’s best interest to hire someone. Without that person, something doesn’t get manufactured; something doesn’t get sold; something doesn’t move through the company’s pipeline or the process the way it should. Something can be very expensive.
But why should they hire you?
Any number of people can get the job done. What’s your value proposition? Can you deliver to the employer value that exceeds the cost to keep you? One recruiter stated, “Would you pay someone $50,000 to solve a $50,000 problem?” That’s a break even for the employer. Without additional value, they might be better served to leave the job open.
What’s the cost of not hiring you? Will the product still be manufactured? “Yes, but I’ll do it faster and better.” Will the product still be sold to my customers? “Yes, but I’ll find you more customers so that we can sell more product and gain greater market share.” Will the product be shipped? “Yes, but I’ll make certain that it’s shipped on time.”
Will I get someone who will put in a full 8-hour day? “Not only will I give you eight hours, I guarantee that I’ll be here on time, everyday, and make more widgets during that shift than you were getting before.”
The bottom line is that if you can convince the interviewer that you can provide more value than you will be costing the company, they will leap at the chance to hire you.
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