When it comes to recruitment, cover letters often get mixed reviews. Some candidates see them as outdated while others use them to showcase personality and passion. On the employer’s side, they can be a goldmine of insights when given the attention they deserve, or be used as a way to quickly disqualify candidates. In today’s competitive talent landscape, rethinking the role of cover letters can give hiring teams a strategic edge.
The Traditional View of Cover Letters
For decades, cover letters have been a staple in the recruitment process, typically seen as a formal introduction and a summary of a candidate’s resume. But as recruitment strategies evolve, many candidates have started to question their value. Are they even worth the time and do they truly add insight beyond the resume? Often, the answer depends on how both candidates and hiring teams approach them.
The Historical Value of Cover Letters
Rather than seeing cover letters as a routine requirement, they can be viewed as a strategic tool. One that provides context, showcases communication skills, and highlights alignment with organizational culture and goals. A well-crafted cover letter can:
- Demonstrate a candidate’s understanding of the role and the organization, according to the information available to them.
- Reveal motivation and enthusiasm that may not come through in a resume.
- Offer a preview of a candidate’s written communication abilities.
For hiring teams, reviewing cover letters with intention can uncover qualities and potential that might otherwise be missed.
But the Landscape Has Changed
Today’s job market looks very different. Increased competition, packed schedules, and the influence of technology, especially AI, have shifted how candidates engage with the application process.
Think about it: You get home after a long day, there are dishes to be done, maybe kids or pets to take care of, and by the time you sit down to apply for that role you’ve had your eye on, you realize a cover letter is required. Suddenly, what felt doable now feels like another chore and for many candidates, that’s where the process ends. The ask feels like too much.
For employers, that means potentially great candidates never apply. On top of that, search committees are stretched thin and may not have time to thoughtfully review cover letters even when they are submitted.
The result? A tool that was once a meaningful differentiator can now become a barrier for both sides.
Encouraging Authenticity and Inclusivity
Traditional cover letter expectations can create unintended barriers, especially for candidates. From the candidate’s perspective, not everyone has equal access to professional writing resources or the knowledge of what makes a “strong” cover letter. Not every employer clearly communicates the goals of the role beyond the job description. And for candidates, especially career changers or those with employment gaps, knowing how to tell their story effectively can be a real challenge. This can lead to anxiety, second-guessing, and most often opting out of applying altogether if a cover letter is required.
Navigating the Rise of AI-Generated Applications
As AI tools become more accessible, candidates are increasingly using them to assist with resume writing and cover letters. While these tools can be helpful for brainstorming and refining ideas, there’s a growing concern among employers about candidates submitting content that is entirely AI-generated, lacking personal insight or genuine engagement with the role.
This is one reason why reimagining how cover letters are used, and what prompts are provided, matters more than ever. By asking candidates to respond to tailored, specific questions, organizations can encourage authentic, thoughtful answers that reflect the candidate’s true experience and motivations. This approach not only deters overly generic, AI-produced content but also helps ensure that hiring decisions are based on real alignment between the individual and the organization.
AI can support the process, but it shouldn’t replace the unique insights and lived experiences candidates bring to the table.
Instead of requiring a standard “resume and cover letter” at the initial application stage, consider giving candidates the option to submit additional context through specific prompts after the 1st interview, but only when it adds value to the process. For example, after an initial interview, employers might ask shortlisted candidates:
- What aspect of our organization or mission resonates with you most
- Can you share a project or experience that aligns with this role’s goals?
This approach respects candidates’ time and focuses on gathering meaningful insight when it matters most. It also gives employers real information about the candidate and allows hiring teams to evaluate interest and fit without unintentionally discouraging qualified candidates at the outset. While AI may still be used, the onus is on the candidate to demonstrate their active listening skills, critical thinking, and understanding of how their experience sets them apart from the rest.
Making the Most of Cover Letters
For organizations aiming to make the recruitment process more intentional, reimagining cover letters is a simple yet powerful step. By framing them as a strategic tool rather than a checkbox, hiring teams can:
- Gain deeper insights into candidates.
- Strengthen alignment between the role and applicants.
- Improve candidate experience through clarity and purpose.
