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Managing your professional career means, from time to time, knowing how to “sell yourself” and finding a new employer. The approach is known when it comes to looking for a job when the candidate is unemployed and uses the services of Pôle Emploi or specialized websites. It takes on a whole new dimension when the search is proactive, when the candidate is already on the job and will “find” their new position at the source, going directly to recruiters.

In such an approach, knowing who to send your application to and what position to target are fundamental prerequisites for successful spontaneous application.

Several aspects should therefore not be neglected. In the same way that it is necessary to know how to approach both companies and recruiters directly in order to submit a spontaneous application, all elements of this application must be the object of special attention, from the CV to the application email, through the letter of presentation.

Best practices for prospecting companies – and recruiters

How to approach companies

One of the advantages when a job change is decided by the employee is that it gives him more time to find a new job that more closely matches his expectations. This is therefore the perfect opportunity to multiply unsolicited applications. The steps to apply directly to companies are quite simple:

  • Much more than a response to an offer, the candidate must evaluate and refer companies to determine their needs and expectations and make the connection with their own professional project,

  • Company “career” websites exist for this, which feature all of the company’s functions and departments, as well as employee testimonials,

  • Often these “career” sites feature all the functions, and a spontaneous application form is often accessible there,

  • The “about” sections of the company’s website should not be overlooked, which give an idea of ​​what the corporate culture should look like.

  • In any case, do not hesitate to contact the company’s Human Resources directly, namely through social networks – the bigger the company, the more accustomed they will be to dealing with this type of request,

How to approach recruiters directly

But the best technique is always to find the most directly involved contact person possible at the operational level.

The development of professional social networks has the advantage of now making it quite easy to find The or The head of the target department or service:

– Investing in a premium subscription to certain personal social networks, allowing you to send direct messages to interested people, seems like a smart investment.

– If you managed to get the email or phone number of the intended interlocutor, go for it! Many professionals, especially among executives, are used to being asked in this way, and even when they send the application to the HR department, they do not do so without adding a brief comment for the candidates that interest them a priori. .

– Finally, it is also possible, and this opportunity is often overlooked, to send a spontaneous application to recruitment agencies that work with large companies. It’s less straightforward, but often more effective, as companies are perfectly aware of their customers’ needs and need to constantly manage a panel of available candidates for new offers.

How to succeed in spontaneous applications, from CV to application email

Segment the position and adapt the CV

An essential prerequisite for a spontaneous application, even more than for an application in response to a job offer, is to know the company:

  • It is then possible to adapt your CV according to the target company, its values ​​and its project.

  • Above all, spontaneous application does not mean random application: a specific vacancy must be targeted, and the CV adapted to this vacancy – and mention it.

  • Therefore, it is useful to know the exact title of the positions, the related responsibilities, the different departments, the professions, for example, on LinkedIn.

The CV must be customized according to the company, the position and what the recruiter is really looking for :

  • When preparing a competency-oriented CV,

  • That mentions from the beginning the most relevant professional experiences 2 for the intended position,

Succeed in your cover letter for a spontaneous application

The cover letter should also tend to show that the candidate knows the position and company, much like if they were responding to an ad:

  • A position, a department must be clearly identified,

  • Everything must show that the candidate has learned about the company’s corporate culture, its news, its projects, its successes…

  • Therefore, observing the profiles of the different employees of the company and identifying their common points in terms of education and hobbies is a good clue to determine some elements of this corporate culture.

Target and Reach the Right Recipient – Succeed in Your Signup Email

As companies are constantly looking for new talent, it is logical that professionals are always by their side looking for new opportunities and, in this situation, spontaneous application is the best key to open new doors.

Often, the operational director of the department in question is aware of a need before the HR department is responsible for carrying out the recruitment: therefore, it is advisable to target these operational managers, especially in the case of an unsolicited application.

Once this or these recipients are clearly identified, it is possible to prepare a truly personalized spontaneous application, indicating immediately, from the application submission email:

  • what interests the candidate in this company and not in another, and in the intended position,

  • why the applicant considers it relevant to use an unsolicited application,

  • and, of course, why he thinks he would be a good signing.

  • Naturally, the spontaneous application process itself sets an even more polite tone than for an application in response to a job offer. But there’s no need to apologize for the process: in all industries, professionals are used to receiving unsolicited applications, and sometimes even responding to them! The main thing is to CONVINCE!

Approaching recruiters directly is often the way to find the best position possible, as that position will match exactly what the candidate is looking for. It is true that it is better to be already in office to find yourself in a position of strength, but spontaneous candidatures are always an avenue to explore. The candidate can then focus on the segmentation of positions, companies, interlocutors and work on their ability to “sell themselves”.

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