Cover Letters are Dead. It's Time to Stop Asking for Them.

Online conversations about the struggles of looking for a new job and the challenges faced by hiring managers have been intense since the pandemic. Recently, the conversation has turned to the subject of cover letters. They are a long-standing staple of the hiring process, but do we really need them?

The short answer is “NO.” There is no reason to keep requiring cover letters. They serve no meaningful purpose in the hiring process, and they are an unnecessary obstacle for applicants. When I see a company requiring a cover letter, my first thought is that they have outdated perspectives and leadership that is unwilling to change with the times.  

Cover Letters Create Opportunities for Bias in the Hiring Process

A cover letter is essentially a restatement of the information included in the resume, with more words and detail. Because it feels redundant, candidates often feel obligated to add more personal information to give the letter personality and make it feel different from the resume. Unfortunately, revealing personal information may put the candidate at risk of unconscious or conscious bias from the hiring manager or team.

When someone reveals personal information, they open themselves up to judgement. A candidate may reveal their status as a parent, their country of origin, or their religious activities in a cover letter. None of this information is necessary for a job application. A person may be subject to discrimination by way of making this revelation. Removing the cover letter from the application process helps prevent this.

Cover Letters are an Obstacle in an Already Stressful Process

Both applicants and hiring managers experience plenty of stress during the hiring process. Hiring managers are often overwhelmed with the amount of applications they have to process. Reading cover letters can slow them down without adding much value to the outcome.

Applicants are advised to write a unique cover letter and tailor their resume to every position they apply for. I know people who are highly accomplished professionals who have applied to 200+ jobs in a few months. This already stressful event is compounded when they are expected to customize each application to the employer. Applicants are human beings, we want to treat them with the utmost respect.

 

What to Ask for Instead of a Cover Letter

Work samples are a much more effective way to evaluate the knowledge, skills, and abilities of the candidates you are considering. Many employers will defend asking for cover letters because it shows the person is a competent writer. If the essential function of the job for which you are hiring is writing, ask for a writing sample.

• If a person is applying for an accounting position, ask them for sample spreadsheets showing they can do things like V lookup and pivot tables.

• If a person is applying for a marketing position, ask them for samples of a campaign they developed in the past.

• If a person is applying for a public speaking position, ask them for a video of them speaking and a copy of a power point.

Keep your requests specific to the position they’ve applied for. When requesting work samples, ask the candidate for work they have already completed. Have them include a description of the work and the context in which it was used. DO NOT ask them to create a unique piece of work for your organization! Requesting unpaid work from applicants is as outdated as asking for a cover letter. We aren’t treating people like that anymore. Got it?

The conversation about cover letters has been hot over on LinkedIn and on Threads. One thing I’m seeing a lot of is hiring managers saying that they never read cover letters but their CEO or other leaders in the organization think they are necessary. Old habits die hard.

Some leaders might believe that their company looks unprofessional if they don’t ask for cover letters. In fact, your organization looks like it’s on the cutting edge of hiring trends when you cut out the cover letters. It shows that you value the time and resources of the people you consider for employment, and that’s the sign of a true leader.