CRAFTING EFFECTIVE JOB APPLICATIONS
3. Make contact personally Finding a named contact is the golden rule of making a speculative application, and letters starting with “Dear Sir/Madam” or “To whom it may concern” have a high chance of being ignored. It’s easy to make a quick phone call to the company to ask for the name of the person who’s responsible for recruiting, but be tactful about it. It’s bad form to just go “Hi, what is the name of the person who does your hiring?” at the person who answers your call. Instead, try to soften the tone by being honest, yet polite about your reason for calling with something like “Hello, I would like to apply for a position at your company, and was wondering who I should leave my resume with...”
4. Stay focused but open-minded Be clear about what you’re looking for when getting into contact with employers. After all, it’s not just about selling yourself. Taking a speculative approach can be a great way to: • Find permanent, temporary or part-time vacancies, work experience, or work shadowing opportunities • Arrange a time for a chat on the phone, a brief visit, or the opportunity to meet a recent graduate or employee from the organisation • Learn which other employers in a similar industry may be hiring, even if the one you’re contacting isn’t interested in having you on board
5. Follow up To improve your chances of success, follow up your speculative application with a phone call a few days after you send it in. Personal contact can create a good impression and make you more memorable. Even if the employer cannot help with your main request, talking to them will be your chance to ask if there are any opportunities coming up. You can also find out how the organisation typically recruits, and where and when you should look out for their advertisements.
Other reasons why you should apply speculatively • You’re trying to find work in a specialised or niche sector such as publishing, pet care, or creative media • You’re looking to work with a small and medium-sized enterprise (SME) or a startup. Most smaller companies typically don’t allocate a lot of resources to recruitment and advertising, but may still need staff • You missed the standard recruitment window
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