Despite multiple sellers, in most cases, only a few of them get the chance to be noticed and interviewed, with a chance to be hired. Jobvite's 2019 Recruiting Benchmark Report found that in today’s job market, having 250 or more applicants for a single position is not a rare situation; on average, only four to six of them make it to the shortlist, and only one gets the job. This brings up a need for successful “sales” strategies.

The elements of an RDB strategy are:

R (Resonance): Be clear about the “product” that you are offering, namely what characteristics it has and what needs it satisfies. Many candidates who earn an interview fail because they have not done their homework to obtain sufficient information about the hiring company. Therefore, at this stage, your task is to thoroughly explore the industry in which you are going to work, resonating with the employer’s needs and showing competence in areas of their requirements. Operate with facts and specific details to make it clear how your presence will benefit the employer (e.g., how you increased sales and profits, formed an effective team, completed challenging projects, organized successful conferences, signed important contracts, etc. at your previous workplaces).

D (Differentiation): Convince the buyer to choose your product over others. At this point, you should show your unique selling proposition, namely, how you differ from everyone else and what extra advantages you possess. Today, to be a competitive candidate, your professional skills, while of course important, are not enough—many others have them, too. To stand out and be in a winning position, your task is to give the employer a good understanding of ​​what additional (soft) skills make you exceptional. According to a recent study by iCIMS, the top three soft skills that recruiters value most are problem-solving (62%), adaptability (49%) and time management (48%). The Global Talent Trends LinkedIn research also added creativity, persuasion and collaboration to this list. Your competitors will, of course, also claim that they possess these skills. Be able to prove it, with impressive examples. Make an effort to mention these skills in your résumé and interview, showing how they will add to the buyer’s growth.

B (Belief): Make the buyer trust the information about you in your résumé and in the interview. Don’t wait for inviting questions, but look for an opportunity to share your certificates, awards, statuses, reference letters, public media, etc. Of note, attaching reference letters will increase the probability that a company will respond to the job candidate by about 60%. If possible, add contacts of managers from previous jobs. Most likely, nobody will contact them; however, the impression will be that you left on good terms.

As in any marketing area, if the product presentation is not successful in the above-mentioned elements, the reasons for a buyer’s objections or lack of interest are:

• Not understanding why they should choose you over others, or

• Not being sure that you are worth the offered salary, or

• Not trusting your abilities to perform reliably.

The usefulness of the RDB model is clearly seen in the process of internal hiring. Hiring known internal candidates is considered six times more effective compared to external candidates. The main reason for such high results is that the employee already created a resonance and the employer differentiated the quality of the employer’s product due to proven, firsthand evidence-based beliefs about the candidate. For the same reason, a strong second source of successful hiring for an external candidate is referrals, which appear to be five times more effective than other sources of hiring.

Understanding the similarities between the job search process and other sales areas can help you to get hired. The RDB (resonance, differentiation, belief) model is one of the most effective strategies to make it happen! The practical aspect of this strategy will require an integrated approach—constantly enhancing your product for a successful sale in the job market and skillfully marketing its value.

Read the full report here