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Are cover letters outdated in the recruitment process?
Written by Danielle Fargnoli-Read on 26 September 2024
Recruitment best practices evolve over time. For example, employers are beginning to question whether CVs or application forms are best for modern recruitment. Another part of the process that is coming under scrutiny is cover letters. Are they really necessary in 2024?
The role of cover letters in the recruitment process has been an ongoing topic of debate among hiring managers, recruiters, and job seekers. While some view them as a valuable tool for gaining insights into candidates, others see them as an outdated formality.
To help you decide whether cover letters are right for your recruitment process, let’s explore the benefits and negatives.
Benefits of cover letters in recruitment
On the one hand, cover letters:
1. Provide insight into the candidate’s personality
Cover letters are an opportunity for candidates to express their personality, communication style, and passion for the role. They allow candidates to share their story and motivations, which may not be fully conveyed in a CV or application forms. This helps recruiters to assess whether a candidate aligns with an organisation’s culture and values, which can aid in identifying those who are a great fit beyond experience and qualifications.
2. Highlight relevant experience and achievements
Cover letters allow candidates to elaborate on their skills, achievements, and experiences that are relevant to the role. This helps recruiters and organisations to understand how a candidate’s experience directly aligns with the job requirements. A well-written cover letter can make it easier to see how a candidate’s past achievements can contribute to the organisation’s success.
3. Show genuine interest and effort
A tailored cover letter demonstrates that the candidate has invested time and effort into the application process, indicating genuine interest in the role and company. Candidates who take the time to craft a personalised cover letter are often more motivated and engaged, which can be a positive indicator of their potential commitment to the job.
4. Provide context for employment gaps or career changes
Cover letters offer candidates the chance to explain employment gaps, career transitions, or unconventional career paths. This context helps to understand the reasons behind these changes and assess the candidate’s potential. By providing explanations, candidates can address potential concerns that might arise from their CV or application alone, making it easier for recruiters and organisations to see the full picture.
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Negatives of cover letters in recruitment
On the other hand, cover letters:
1. Can be time-consuming for both candidates and reviewers
Writing and reviewing cover letters can be a time-consuming process. For candidates, creating a unique cover letter for each application requires significant effort. For recruiters, reading through multiple cover letters can slow down the hiring process, especially when dealing with high application volumes.
Additionally, in 2024, most candidates are applying for jobs using their mobile devices and may not have the facilities or means to construct and upload cover letters for each role. As such, insisting on cover letters could result in a higher drop-out rate and discourage candidates from completing the application process.
In fast-moving recruitment processes, requiring cover letters may be impractical for both parties, especially with faster screening tools available.
2. Introduce bias and subjectivity into the evaluation process
Evaluating cover letters can introduce bias, as recruiters or organisations might form subjective opinions based on writing style, tone, or personal anecdotes. This can lead to unintentional bias, either in favour of or against certain candidates. As covers letters aren’t standardised like application forms, this subjectivity can result in inconsistent evaluations, potentially causing recruiters to overlook highly qualified candidates who may not excel at writing cover letters.
3. Are not always an accurate reflection of skills or fit
Not all candidates excel at writing, even if they possess the skills needed for the job. A poor cover letter may give a false impression of a candidate’s abilities, leading to potentially great candidates being filtered out early in the process. This can be particularly problematic for roles where writing skills are not a core requirement, meaning that an otherwise qualified candidate might be unfairly judged.
4. May be irrelevant for certain roles or industries
In some industries or roles, such as technical positions or high-volume entry-level jobs, cover letters may add little value to the recruitment process. Recruiters and organisations in these fields might prefer focusing on technical skills, portfolios, or qualifications instead. Requiring a cover letter for every application can deter qualified candidates from applying, especially in sectors where cover letters are less common or less relevant.
So, are cover letters worth it?
The value of cover letters largely depends on the specific role, industry, and recruitment process. Here’s a quick summary to help you decide:
- When cover letters are beneficial: For roles requiring strong communication skills, positions where cultural fit is important, or industries that value storytelling (e.g. marketing, PR, writing, or leadership roles), cover letters can be an excellent way to gain deeper insights into candidates.
- When cover letters might not be necessary: For high-volume entry-level positions, technical roles where skills and qualifications are the focus, or industries where speed is crucial, cover letters might be less valuable and could slow down the recruitment process.
If you choose to include cover letters in your recruitment process, make sure to communicate your expectations clearly and provide guidance on what you’re looking for. This ensures that candidates understand how to use the cover letter to showcase their suitability for the role effectively.
Ultimately, the decision to use cover letters should be based on how much value they add to your specific hiring process and whether they help you make more informed decisions about candidates.
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