The power of a spontaneous application

I have found this Swiss radio podcast very interesting so I have translated it into English for a broader audience. It exactly matches my experience as a manager of a mid sized pharma company.

A recent study on the Swiss labour market shows: More than half of the employers surveyed consider unsolicited applications when selecting employees. That's quite a lot. And such spontaneous or unsolicited applications, as they are also called, have even more advantages: An application in which the employee takes the reins himself indicates a high level of motivation. Also, you don't have to stand up to hundreds of competitors.

Furthermore, one has got oneself into the conversation. If there is currently no vacancy, many bosses put particularly exciting applications in a pool which they can fall back on if necessary. What is also possible: The application receiver knows someone, who looks for precisely such a coworker and passes the letter on.

The disadvantage: Spontaneous applications are time-consuming. Because they must attract the recipient's attention and therefore be individualized and tailored to the company.

That's how it works:

1. Think about exactly which job you want and why this particular company can offer it. Make a note of your strengths.
2. Find out about the company on the Internet or, if possible, about acquaintances who work there.
3. Based on this information, create a (fictitious) job profile. Imagine what a job advertisement for this job would look like. This will help with the letter of application.
4. Make a note of a few questions and call the company. Find out where to send your application. Talk to this person and ask your questions.
5. Send your letter of application including CV and references.
6. If you haven't heard anything after about ten days, call and check.

The particular challenge: The application letter

In this letter, you must sell yourself. The recipient must feel like reading on and getting to know you. General phrases such as "Herewith I apply as" have no place in an unsolicited application. It is best to answer the following questions:

1 Why me? Imagine yourself, write about your experiences and qualifications, highlight your strengths and achievements.

2. Why this company? Explain why you want to work in this company.

3. Why both of us? Write why you and your dream company fit so well together.

Don't forget to include the information you received during the telephone conversation in your letter. For example: "During yesterday's telephone conversation you told me that you were in the process of setting up a new quality assurance department. This fact motivated me, even more, to introduce myself to you. Because..."

Don't be shy and sell your strengths. Also, propose a meeting within about ten days.

The right time

The best is the end of the month. Because perhaps an employee in the company has resigned and a position becomes vacant. Unsolicited applications during holidays are less suitable. There is a great danger that the person responsible will be absent and not be aware of the application.

PS: The fine difference

The term spontaneous application is often used as a synonym for a blind application. This is not correct. Blind applications are actually applications on good luck, which are sent in masses and impersonally formulated. Spontaneous applications, on the other hand, are explicitly assigned to a contact person and are individually adapted to him or her. The latter are therefore much more likely to lead to success.

Credit: https://www.srf.ch/sendungen/ratgeber/richtig-gemachte-spontan-bewerbungen-sind-effizient