Open application

An open application enables candidates to submit an application (alternatively called Show interest) to you without you actively looking for new employees. By offering a spontaneous application on your career page, you can always attract new and qualified talent who may be exactly what you are looking for. When it’s time to look for new employees, there is a bank of candidates to start going through and see if there are candidates there that you want to take further in a recruitment process.

Pros and cons of an open job application

Those who often apply via an open application actively want to work for that particular company. The candidate who sends in an application has usually done his research, identified himself with the culture and values that exist at the organization and decided to send in an application. Therefore, it can be good to go through the applications on a regular basis even if no jobs have been advertised.
Some downsides to keep in mind are really making sure there is a routine for feedback for spontaneous applications. When you don’t actively advertise positions, it’s easy to forget about these applications that might come in.

Open applications in Higher

A well-designed career page, adapted to target audience, will hopefully arouse a lot of interest among job seekers. However, there is not always a vacancy that suits the candidate here and now, and therefore it is important to enable candidates to make so-called spontaneous applications. With the help of Higher, the candidate receives a candidate journey that guarantees a good search experience in accordance with the GDPR. The risk with open applications is that those who submit their application will not receive the same feedback as someone who applies for an advertised position. For this reason, it is again important to have an internal routine for how applications submitted spontaneously should be handled so that the candidate knows what to expect in terms of feedback.

Example of an open application

What should you include in an open application? Good examples are including questions that provide answers to the following topics is a good start:
  • Type of roles they are looking for
  • Availability / Termination period
  • Experience / Qualifications
  • Why does the candidate want to work for your particular company

Then you can of course add other questions if you have specific roles you are always looking for in the company where certain prior knowledge may be a requirement, etc. Review what points are important for the company to learn about candidates and include them in the process of spontaneous searches.


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