An unsolicited application has advantages
In contrast to a “normal” application, an unsolicited application is an application for a position that has not been explicitly advertised by a company. The advantage of this is that unsolicited applicants usually face less competition than when applying for an advertised position. In addition, positions can be reached that are not even advertised on the market or in the job exchanges, but are normally assigned internally or via Vitamin B. Furthermore, an unsolicited application to the HR manager can already emphasize positive character traits such as courage and initiative. If an unsolicited application does not work out immediately and you are not invited to an interview for this position, you are at least included in the pool of applicants. This can be advantageous if a position becomes vacant in the company at a later point in time – in this case HR managers can fall back on the pool of applicants. It is also possible that the company will hire the unsolicited applicant for another position for which he is also qualified.
Research and addressing the right contact person are essential
In the case of an unsolicited application, it is also important to address the cover letter to the right contact person. According tolern.net, “blind applications”, in which a cover letter begins with the sentence “Dear Sir or Madam” without prior research, often show a lower success rate than specifically addressed and individually prepared unsolicited applications. If an applicant does not know who to contact, they can call the company and ask who is responsible.
In addition, the company should be well researched when submitting an unsolicited application. In which market does the potential employer work? In which business area could there be vacancies? What is valued in the industry, i.e. which skills may be required? The applicant should find out as much information as possible about the company in order to be able to adapt his cover letter to the company and its requirements as best as possible. Suggestions can, for example, be obtained from the company’s other job advertisements, and anyone who needs industry-specific information can also obtain information from the job advertisements of other companies in the same industry.
When should an unsolicited application be sent?
In contrast to “normal” applications, there are no set periods in which you should apply for unsolicited applications. Whenever you feel like making a career change, you can create and send off your application. However, it can happen that an unsolicited application remains on the HR manager’s stack of papers for a little longer before it is processed, since it is possible that advertised job advertisements are processed first. An unsolicited applicant should therefore be prepared for a somewhat longer waiting time. If an applicant also needs a job relatively soon, he should not only rely on unsolicited applications, but also react to job advertisements, since the probability of being accepted there tends to be higher.
This should include an unsolicited application – motivation plays an important role
In contrast to a “normal” application, an unsolicited application is an application for a fictitious position, of which the applicant does not initially know whether it exists and, if so, whether this position is vacant at all. It is therefore important to make it very clear in the application which desired position you are applying for and to gear your application accordingly. Applicants should state very clearly what position they would like to work in and why they are qualified for it. In unsolicited applications, your own skills, motivations and personal benefits must be highlighted even more than usual. Because you consider that the company theoretically does not currently need the specialist and in some cases even has to create a new position in order to be able to hire the applicant. In the end, therefore, the HR manager must be convinced that the applicant represents added value and will advance the company. Because of this, on the one hand a lot of personality and motivation should be shown, on the other hand you have to convince with skills and your own competencies. Points can also be scored at this point for determination and initiative. In addition, the HR manager must have no doubts that the applicant is passionate about the job and the company and will pursue the work with enthusiasm and great passion – authenticity is also very important.
This is how an unsolicited application could be structured
In some cases, there is already a regulated procedure for unsolicited applications on company websites. The company usually specifies the form in which the applications should be submitted. The application can be made, for example, either in the classic way with a cover letter, CV and various proofs of work and references, or in the form of an online or short application. If the company does not specify anything, the unsolicited applicant can decide for himself how he would like to submit his application.
In principle, a cover letter should always contain the subject, the personal address, a short profile description, your own strengths and soft skills as well as the connection to the company. The CV contains the facts as proof of your professional career, as does the application photo. In the case of an unsolicited application, the cover letter can be designed in a similar way to a letter of motivation, i.e. your own ambitions, strengths and successes can be discussed there.
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