Spontaneous application: is the role available?

Let’s say you can’t find anyone whose business role matches the one you want to apply to, there are 5 possibilities:

  1. The person is gone and they are trying to replace him.
  2. The person is gone but they are not currently trying to replace him.
  3. There is no function.
  4. The function is handled elsewhere.
  5. The person holding the function is not registered on LinkedIn.

The person is gone and they are trying to replace him.

Needless to say, this is the best situation you can find – you’ve come to the right place, at the right time. Hurry to look at the characteristics of their former collaborator, try to understand what actually your experience can be compatible with what you need, and send your letter according to the Direct Interview Method to make the spontaneous application.

The person is gone but they are not currently trying to replace him.

Should you reapply for a job that was reposted? How to tell if a second application is worth it | TopCV

When companies lose an employee, they don’t necessarily want to replace them immediately. There are particular periods in which it is almost impossible to add research and selection activities to those currently in progress. Usually, these periods coincide with the holiday periods or precede those of approval of the spending budgets.

To compensate for this lack, they hire other people to take care of some of the duties of the professional figure that has passed away. This replacement is usually temporary also because it causes imbalances in the normal course of work.

If you discover such a situation, it is the case that before preparing your Direct Interview Letter, you try to understand what inconvenience this situation is causing to the company and to which people. You then adapt your spontaneous application and present yourself as the solution to this problem.

There is no function.

Not necessarily all roles are actually present in the company. There are company functions (such as the Facility Manager ) or high-level managerial positions (e.g. the Logistics Director) that are not present because the company has not yet matured the need or ‘habit.

In this case, your letter according to the Direct Interview Method must describe all the advantages that the person you are applying to arouse curiosity and the need to have them available.

I’ll give you an example.

Let’s say you want to apply for the role of Facility Manager by contacting the General Manager of a company that does not have such a figure.

Your presentation must therefore be prepared like this:

    • Rational thinking. It must highlight the significant difference between management by a single person and that “shared” between different people (higher costs and worse results).
    • Emotional thinking. He must leverage the negative feeling one feels in an environment made up of people who have to deal badly and unwillingly with a management that does not belong to him.

The function is handled elsewhere.

Often in large groups with many different companies and a single parent company, it happens that some functions are managed centrally. This is a fairly common situation with Information Systems, purchasing, logistics, etc.

Successfully applying to a company that is not a parent company is quite tough but you can still try to focus on what advantages can be obtained by introducing a “local” figure.

The person holding the function is not registered on LinkedIn.

Although there are about 10 million Italian members, the person who holds the position you want to apply for may be not registered or have not updated their profile. In this case, before starting your spontaneous application, you must check the search engines or ask for information from former employees of the company.

Leave a comment