If you\u2019re anything like me and have ever spent much time applying for jobs, it\u2019s likely there are four simple words that can bring up a whole bundle of anxieties: \u2018Submit cover letter (optional)\u2019. Just how \u2018optional\u2019 is the cover letter? And I know many people who refuse to even apply for companies that make cover letters a requirement because they see them as a time waste when they could be out there applying for other jobs with companies that they think value their time.<\/p>\n\n\n\n
Just how necessary are cover letters these days? Are they an outdated practice that companies should do away with and candidates ignore? Or do they still play a vital role for recruiters? <\/p>\n\n\n\n
With recruitment increasingly becoming an automated process on both sides due to AI-driven applicant tracking systems (ATS)<\/a> and predictive algorithms, and AI usage rife in the actual writing of cover letters, it\u2019s time to take a good hard look at cover letters in modern recruitment. <\/p>\n\n\n\n Traditionally, cover letters were supposed to be the bridge between a candidate\u2019s resume and the job description. They humanize the applicant, offering a space for them to articulate their passions, show how their personal values align with a company\u2019s mission, and provide context for things like career transitions or gaps that usually can\u2019t be done with just a resume. <\/p>\n\n\n\n A candidate pivoting industries might use a cover letter to frame their transferable skills, while a recent graduate could highlight internships or volunteer work. Cover letters should also be an opportunity to showcase your communication skills<\/a>, which are important in just about every professional role.<\/p>\n\n\n\n Most job markets are incredibly competitive at the moment<\/a>, so for job seekers, the cover letter dilemma often boils down to effort versus reward. Crafting a tailored letter for each application is time-consuming, particularly when competing against hundreds of applicants. Would they be better off playing a numbers game and submitting more applications to companies? Of course, since they can run lower-effort application processes in the time it would take to craft the perfect cover letter for one job.<\/p>\n\n\n\n That\u2019s why various resume automation techniques<\/a> can speed up the process of creating cover letters tailored to specific roles at scale. But, these tools are a long way off from being good enough that you can submit their results without extensive editing. <\/p>\n\n\n\n AI is also automating a lot of the recruitment process, so the big questions that trouble most candidates are: \u2018Is it worth submitting a cover letter when it\u2019s marked optional?\u2019 and \u2018Does anyone actually read the cover letters I write?\u2019.<\/p>\n\n\n\n Unfortunately, there aren\u2019t precise answers to those questions\u2026<\/p>\n\n\n\n I\u2019m sad to say that the answer to whether recruiters read or value cover letters is \u2018it depends on the role\u2019. There are many conflicting stats on whether recruiters actually read cover letters, and the rates can vary by role and industry. <\/p>\n\n\n\n One thing we can pin down is that the higher the volume of candidates for a role, the less likely a recruiter is to read your cover letter, with 76% of hiring professionals stating they prioritize resumes over cover letters for high-volume roles<\/a>.<\/p>\n\n\n\n In general, recruiters do believe there\u2019s value in cover letters. They can be effective in determining whether a candidate is a good cultural fit for a role before they submit them to hiring managers. Especially for software developers<\/a> and other roles that aren\u2019t as \u2018expressive\u2019 or creative, they can be a good gauge of a candidate\u2019s capabilities. In fact, 45% of recruiters will reject applications<\/a> for management and leadership roles that prioritize communication if it doesn\u2019t have a cover letter.<\/p>\n\n\n\n But it\u2019s not enough to just throw a one-size-fits-all cover letter that you haven\u2019t proofed onto every application. If your cover letter has spelling or grammatical areas<\/a>, your application has a 58% chance of being rejected immediately. Things are even worse if a recruiter decides your cover letter is generic and template-based, with a 90% chance of being rejected no matter how strong your credentials are. <\/p>\n\n\n\n The message is clear: if you\u2019re going to submit a cover letter, it needs to be top-notch, otherwise, it could do more harm than good.<\/p>\n\n\n\n The majority of large companies are automating large parts of the hiring process, with over 70% of large companies using ATS technology<\/a> to screen candidates. It\u2019s even higher in the biggest companies: over 98% of Fortune 500 companies use ATS. Modern hiring is increasingly shaped by technology. These technologies scan for keywords, which would seem to make it pointless for candidates to spend time crafting a perfect cover letter, and instead focus on optimizing their resumes.<\/p>\n\n\n\n Furthermore, many large firms have instituted application-form-based recruitment<\/a>, with screening questions tailored to the company\u2019s needs. This gives candidates and companies more guidance on the specific requirements for the role, removing a lot of the guesswork required when writing a cover letter.<\/p>\n\n\n\nThe Traditional Purpose of Cover Letters <\/h2>\n\n\n\n
The Candidate\u2019s Perspective <\/h2>\n\n\n\n
The Recruiter\u2019s Perspective<\/h2>\n\n\n\n
The Company\u2019s Perspective <\/h2>\n\n\n\n