I came across a good article today on why recruiters don’t often read cover letters (see http://www.careerealism.com/wont-reading-cover-letter/) .
I agree and have never been a fan of the cover letter for a few reasons.
1. I sometimes just don’t have the time. If I do post a position (vs. directly sourcing candidates – not to worry my clients—I sometimes do both!), I often get 500+ responses. So many are not even relevant for the role that I scan through them in mere seconds and never look at the cover letter. Why should I when the candidate does not have even one of the qualifications required? If they didn’t bother to read the posting and ensure they are qualified…..
2. So many cover letters don’t say anything. They tell me that the candidate is submitting his/her resume for such and such a role….blah, blah, blah. Maybe the candidate takes a few minutes to rehash the job description but does not demonstrate why he/she is a fit for the role.
3. Often the cover letter is not relevant to the role. I’ve had candidates submit a cover letter with a resume and it was addressed to the wrong company…oops!
When do I read the cover letters? When I have so many resumes of candidates who appear to be qualified (this is rare!) and want to narrow down the field further. It often differentiates from candidate from another and helps narrow down the field further. I also tend to read them when a candidate has gone the extra mile and reached out to me directly or comes referred to me through a connection. That is when a cover letter becomes very, very important.
• What makes one candidate different from another?
• Which candidate took the time to research the company and the role and speak to me directly about his/her knowledge, background, skills and expertise?
• Which candidate took the time to learn about the role and was able to clearly articulate why he/she is uniquely qualified for this position?
• What is this candidate’s writing style?
• If grammar, spelling, punctuation and the ability to communicate in writing is important, how qualified is this candidate in this area (assuming he/she wrote the cover letter!) Often a resume is professionally crafted but a cover letter is not. A candidate’s true qualifications can shine here (or the candidate can crash and burn).
I find cover letters nearly impossible to write for my clients (and refuse to do write them for them). My advice: take the time to research and understand the company and what’s important to them (what they stand for, culture, etc.), really understand the role and the responsibilities and the qualifications and how you are an ideal match for that role (or if not a perfect match, where you are aligned and perhaps how you will overcome the areas where you are not as strong) and then craft that customized, unique cover letter. Take the time – do a few drafts – have someone read it. It should be a stand-alone document that complements but does not duplicate your resume.
Get drafting and good luck!
You didn’t really answer the questions as to whether or not a candidate should or shouldn’t write a cover letter.
Ah, but there is no right or wrong answer. Often a posting for a job will ask for a resume and cover letter submission. In that case, you absolutely should include a cover letter and you should ensure that you reserach the company, the role and the qualifications so that you can ensure the reviewer of the resumea and cover letter has a good sense of who you are, what you do and what sets you apart from the other 500+ candidates — and, of course, why you are the PERFECT candidate. On the other hand, if they don’t ask for a cover letter, you need to decide if you want to include one. In that case, personally, I’d include a nice covering e-mail but no cover letter. Ask ten career coaches and you’ll undoubtedly get ten different answers. At the end of the day, there’s no right or wrong and it depends on who is screening the resume. Always, always, always try to reach out to your network, to your contacts, to someone inside the company. Sending a resume alone or a resume and cover letter alone just won’t cut it!
That’s because, “it depends”. If a company asks for a resume and cover letter submission, I’d say you better do it. Personally, I don’t read the cover letters unless I need to differentiate candidates. Then, for sure, the cover letter will be the deciding factor so you better make it a good one. I know a lot of recruiters and hiring managers who still put weight on the cover letter so it doesn’t hurt to include one — unless it’s not a good one. What makes one good? First and foremost — NO MISTAKES!!! Be clear and concise. Highlight what you bring to the table that is relevant to the role. Point out what you know about the company and what highlights the research you’ve done. Be interesting! Be pro-active. Differentiate yourself from the hoards who are applying!!
Thanks for this Alice – for reminding us how competitive the job hunt is, and for reinforcing the advantages of a well-written cover letter. I got the message from you, that, if you are going to do it, make sure to do it well!