Many job seekers dream of landing a position or even an internship within a given company. The company may not have a vacant position at the time of the search. In this case, it would be possible to wait for an opportunity to arise in the future or to take the initiative by sending a speculative application. While this option does not guarantee employment, nothing ventured, nothing gained! Therefore, it is important to prepare an application that will appeal to the company in question, but how do you go about attracting a recruiter?

Why a spontaneous application?

Contrary to popular belief, many recruiters look at unsolicited applications. They believe they can unearth a rare gem among the talent pool they might need in the future. This allows the applicant to be added to the organization's database for a potential future job opportunity.

On the other hand, by choosing to apply spontaneously, the candidate eliminates the competition. Indeed, the applicant's CV will probably be the only one sent to the company. Unlike the case of an advertisement published in the job offers, which will result in ten or even a hundred applications received at once.

A spontaneous application also offers the advantage of making an impression on recruiters, who will appreciate the candidate's initiative. It's also a way to convince them of the applicant's desire to join their team, and above all, that it's not a pure coincidence but a strong desire to be part of the organization.

Tips for sending a speculative application

Sending a speculative application is a subtle exercise that shouldn't waste the recruiter's time. Therefore, you need to capture their attention, convince them of the profile, and even create a need. How can you do this?

-Choosing the right time and the right target: It is essential for the candidate to select a few companies that interest him to send his application. The choice of companies depends on the applicant's aspirations, particularly in terms of career advancement. He should therefore be content to send his CV to two or three companies, thus favoring quality over quantity. In terms of timing, it is important to remain attentive to the market and the information that the targeted companies disseminate. It is therefore necessary to pay attention to data relating to fundraising, acquisition operations and projects undertaken. These are indicators that promise upcoming recruitment openings. Therefore, it is necessary to anticipate and send his application before the publication of job offers.

-Response to the company's needs: the CV and cover letter must be attractive and personalized. They must reflect the candidate's potential and the added value to bring to the organization. To succeed in this approach, it is necessary to identify the company's objectives and its needs in order to be proactive and meet its expectations. It is necessary to demonstrate that you have understood the issues and that you can propose appropriate solutions.

-Selecting a relevant job title: Whether in the cover letter or in the contact email, it is important to clearly define the title of the desired position. This step is crucial to demonstrate that the candidate has clear ideas, that they know exactly what they want and that they know how to effectively contribute to the development of the company. Otherwise, the recruiter will think that the applicant is lost and uncertain. To determine the exact title, it would be possible to refer to the company's positions on LinkedIn, for example.

- Familiarization with the tasks and missions of the desired position: It is important to know how to contribute to the development of the structure through the desired position. To better meet the needs of the company, you must take the time to familiarize yourself with the tasks and missions of the desired position. The trick is to consult the profiles of employees occupying a similar position in the structure. This approach will be a source of inspiration for the design of the CV and the writing of the cover letter which can better serve the application.

-Consolidation of e-reputation: Many recruiters refer to the candidate's online profile on LinkedIn and other personal or professional social networks. Therefore, it is important to take good care of your e-reputation by creating a striking and attractive digital identity. The information must be clear, relevant and up-to-date. On the other hand, to support your application, it is advisable to seek recommendations and provide references where appropriate.