Finding the right potential candidates for new job openings is a challenge. With the on-going labor shortage issues, it’s more important than ever to build relationships with potential candidates, whether or not there’s a current opening.
A great way to do that is with spontaneous applications. In this article, we’ll explore what a spontaneous applications are and how you can use it in your HR strategy to find high-quality applicants for when the time is right.
Table of Contents
- What is a Spontaneous Application?
- The Power of Spontaneous Applications for Your Team
- Setting up These Applications
- Posting Example
- What to Expect From Candidates
- What to Look Out For
- Communication and Follow-up
- Other Spontaneous Application Best Practices
- Find New Shift Candidates Now
What is a Spontaneous Application?
A spontaneous application allows applicants to showcase their skills and interest to work for a company without a specific job opening. Traditionally, candidates typically apply through an advertised shift and can only submit their resumes and cover letters to the specific job. The only other route for candidates to get in-touch with your company would be through direct contact with the HR team. A route few take.
The spontaneous application removes this barrier, offering an easy-to-access online application for those who are eager. It’s a proactive approach to talent management.
Example of a Spontaneous Application on Evolia
The Power of Spontaneous Applications for Your Team
Imagine this scenario for a business: Someone is driving to their current job and hears your company’s radio ad about your new product or solution and the mission behind it. The listener instantly falls in love with your company as they hear about the impact that your business is making.
Although they are not a buying customer, your company and mission inspires this individual to look you up to see if you have any job openings. Fortunately for them, your business has a spontaneous application listed on Evolia.
The candidate is able to make their case for their passion behind the application and showcase their skills, and how they bring value to their current employer.
It’s like receiving a surprise gift that you didn’t know you needed but might just be the perfect fit. The hidden job market is a real thing.
Build a Passionate Talent Pool
Sometimes the best candidates are those not actively searching through job ads but want to apply because they know they can add value.
Collecting and reviewing applications helps your team build a rich talent pool that is available for you to tap into when you need it. Not only can this cut down on the time and cost for recruiting a new person, it provides a better experience for your current staff if they are over-committed with current business needs.
Enhance Employer Branding
Stand out from other employers in your industry. Offer an applicant-first approach by allowing these types of applications. You’ll build a reputation as a company that takes care of their workers.
Also, these applications allow you to have brand presence on different hiring platforms, furthering your reach for potential hires.
Save Money
It costs thousands of dollars, on average, to hire a new person. Every application received from a spontaneous application can be directly saving money for the company too..
Now, let’s dive into how we set these up so you can start receiving applications from excited candidates!
Setting up These Applications
To begin receiving spontaneous applications, we highly recommend you advertise your application where candidates are already looking for flexible work, on Evolia’s Job Portal.
Step 1: Get your Free Account
Head over to the main shift map page and register your business for free in a few clicks. Enter basic information to create an account.
Step 2: Create + Publish your Spontaneous Application
Need help with your spontaneous application? Check out the examples section below. You can begin by creating your application through Evolia and posting it live within minutes.
Step 4: Receive Responses
All your applications and responses for your spontaneous application will be organized and stored in a central place, so you can easily organize your new personal talent pool.
Spontaneous Applications Posting Examples
Wondering what to write when it comes to advertising to job seekers with no position actually open? No problem. Here are a couple different examples you can follow to create your own.
Manufacturing Industry
Title
Spontaneous Applications for Manufacturing Company
Description
Are you passionate about pioneering manufacturing processes and technologies? At [Company Name], we’re always on the lookout for individuals who thrive in dynamic, hands-on environments and are eager to drive efficiency and innovation in manufacturing.
Whether you specialize in engineering, production management, quality assurance, or supply chain logistics, we invite you to submit your spontaneous application.
Share with us how your skills, experience, and visionary thinking can contribute to our continuous improvement and operational excellence. Let’s build the future of manufacturing together!
Healthcare Industry
Title
Transform Lives with Your Expertise in Healthcare
Description
[Company Name] is dedicated to delivering exceptional care and advancing the world of healthcare through innovation.
If you have a background in nursing, medical research, healthcare administration, or any other healthcare-related field, and are looking to make a meaningful impact, we want to hear from you. Your expertise could be the key to enhancing patient care, streamlining healthcare processes, or discovering new treatments.
Submit your spontaneous application to join our mission of transforming lives and pushing the boundaries of what’s possible in healthcare.
Pro-Tip: Add a couple pre-screening questions to help gather a bit more information.
Expectations from Applicants
These types of applications aren’t like a regular job submission so you’ll need to adjust your hiring expectations, accordingly.
What to Expect
From people that send a spontaneous application, the major expectation should be that the candidate has done their homework and submitted a well-researched application.
They should have a basic understanding of the business, culture, and offer further information on their skillset, experiences, credentials, past job history. Ultimately, an understanding of how they will help your business.
Each candidate may have their own definition as to what a great spontaneous application looks like and will put their best foot forward, accordingly.
What Not to Expect
Since there is no specific posting for the applicant to reference, it’s important that expectations are managed. They shouldn’t be required to offer information on their availability, salary expectations, or other details where a full job description is usually required for more details.
Manage expectations around availability and specific role details, as these applications are inherently vague.
Recommended Reading: Full-time vs Part-time Work: Definitions, Industry Practices, Pros and Cons, and More
What to Look Out For
Oftentimes, it can be difficult to look out for great applicants when you receive applications with no open job postings. How do you assess if this is a good fit? Here are a few things you can do:
Potential Departmental Fit
Assess their skills amongst the current department that they would potentially fit into to see how it would complement the existing team. Or understand how their skillset and value can be used if the company expands.
If they provide any insights to their career goals, see if those align as well.
Cultural Fit
Look at their cultural fit. Oftentimes, if someone applies through a spontaneous application, they are excited by the mission and work culture they see from your company. How do they talk about the organization in their application? Do they seem like they hold the same values through how they convey themselves and their experiences?
Answer those questions and it will help you get a better understanding of cultural fit.
Applicants that express both potential departmental and cultural fit should be at the top of your application database for potential new hires, when the time is right.
Communication and Follow-up
While there are typically no next steps after these types of applications, it’s common courtesy to keep these applicants in the loop. Nothing worse than an excited candidate who spends time working on something for your company, only to get no response.
Maintain an Organized Database
One of the best ways to keep track of this all without manual work is through Evolia’s recruitment tools. Once you list your spontaneous application to find workers, you can view all applicants in your dashboard. No need to manually track this with a spreadsheet!
Acknowledgment the Application
It’s good business practice to acknowledge receipt of the application. This task can be automated but it will help the candidate know that there is someone who is watching out for these types of applications. And it’s worth the time to await a potential reply.
Quarterly or Bi-yearly Updates
While it may not be feasible to provide personalized feedback to all applicants, consider sending periodic updates or newsletters to keep them engaged. Doing this once a quarter or once every 6 months is a manageable expectation that can help continue the relationship with these excited applicants.
Feedback for Strong Candidates
For candidates who seem like a strong fit as we discussed above, offer a more personalized approach or feedback, even if there are no current openings. It’s a great time to begin building that relationship.
Recommended Reading: The Modern Way to Recruit Employees in Retail
Other Spontaneous Application Best Practices
Follow the above tips and you’ll have a great process for these new applicants. It’s also important to keep in mind these other best practices.
Keep it Simple
Don’t overthink it. Get right to the point of why you’ve set up the spontaneous applications and give candidates some expectations in when they can expect to hear from you.
Get Departmental Feedback
Other departments in the organization may want to be involved in the process for when new applicants apply. Get departmental feedback from the leaders to see how they want to be involved. Some may prefer to know about relevant applicants right away, while others may only want to know when they bring up the business case for hiring more help.
Equal Opportunity
Ensure your process for handling spontaneous applications adheres to equal opportunity employment principles. Avoid discrimination and bias by standardizing the review process as much as possible.
Final Thoughts
By implementing a system that encourages proactive engagement from potential candidates, you not only enhance the future growth of the company, but also demonstate the value and passion you have for candidates. Remember, the foundation of a great team is built on diversity and eagerness to contribute, both of which spontaneous applications can bring to the table.
Don’t leave it to chance to find the right workers when you’re ready to hire. Built your talent pool to fit your business needs as you expand with spontaneous applications.
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