Is the Cover Letter Dead?

No!  I don’t think so.  But yes, it is dying.

A new person in my network asked me this question. She is beginning her job search after 10 years with the same company. Things have changed a lot in 10 years.  I am adamant about cover letters but not everyone feels the same.

Why is the cover letter dying?

Uncertainty 

We don’t mail business letters anymore.  People no longer know what the cover letter is.  Is a cover email different from a cover letter?  The word “letter” implies paper. No one applies for a job on paper in a stamped envelope. The easiest way to deal with this uncertainty is to skip the cover letter.  

Casual society

We wear jeans everywhere.  Many companies are business casual or jeans casual.  How many people do you know who wear suits to work? No one dresses up to fly or to go to the theater anymore. Don’t even mention Crocs.

Social media and texting language are conversational and abbreviated. Or illustrated via emojis! The idea of a cover letter sounds so formal. How does that fit into a casual society?

Technology-enabled laziness

The LinkedIn “easy apply” button is killing the cover letter. It is enabling lazy candidates to exert very little effort. It says “resume optional” with no mention of a cover letter. This confuses candidates into thinking they are only allowed to submit a resume or one file.  

Make your cover letter page 1 of your PDF or Word document.  Like a Trojan horse.  It will also dazzle them with your creativity and problem-solving skills.  

Why is the cover letter not dead?

In my opinion, the cover letter can set you apart from the other candidates. The “A Players” still send cover letters.  When I hired my marketing coordinator, I asked for a resume and cover letter in the LinkedIn posting.  Out of 150+ applications, only three people submitted cover letters.  That is only 2%.  (You can read more about that crazy process in this blog post.)

Tell your story

This is where you share details that are not on your resume that relate to the position.  You begin selling yourself in as the ideal candidate in a narrative form.  I think the tone of the cover letter can be more conversational.  Express your interest and enthusiasm in the position and company. People don’t expect the old “Dear Sir or Madame” format.

Show your personality

Hiring managers are looking for a cultural fit as well as someone with a specific skill set. As the candidate, you should also be looking for a cultural fit.  Showing some personality in your cover letter is the start of that process. It’s another way to differentiate yourself from the competing pile of resumes. (Who likely did not come with a cover letter.)

Make the extra effort

As the cover letter continues its path to extinction, you can position yourself as the candidate who will go the extra mile.  Let the other candidates do the bare minimum.

How bad do you want it?  The cover letter can make a difference.  In my 3/150 example above, that puts you in the top 2% as soon as you hit 'submit.'

Not sure how to begin?  Google it!  Then make it your own.

Personas of Networkers

I enjoy networking and helping people find their next job or their first job.  I don’t understand why colleges don’t better prepare their graduates for the job search process.  Adults who stay in the same position with the same company have a hard time as well.  They can become paralyzed with fear. They don’t believe that a new company would want to hire them.  Over the years my network has been so helpful to me, I want to pay it forward.

I’ve noticed people tend to fall in one of several personas:

Clueless

They are most likely right out of college. Some have worked their entire career at one company.  They genuinely want the help but they are tentative and lack confidence.

Their resume is a list of things they’ve done with no benefit statements, accomplishment or metrics.  There is no WIFM for the hiring manager.  They aren’t selling themselves as a candidate. That lack of confidence shows when they are writing their resume. 

I love helping these people!  It’s very satisfying to give advice and see the relief on their faces.  They leave our meeting with a ‘to do’ list and are excited about prospects.

Robot

These people are just going through the motions.  Someone told them they need to network.  They end up meeting me for lunch but I can tell their heart is not in it.  They don’t send me their resume in advance like I request.  They don’t bring a notebook to take any notes.

They have a job but are not happy. It’s not a good situation.  They might have an abusive boss, a stressful environment or they see layoffs on the horizon. Their desire to change is not yet greater than their desire to stay.  They may also have fear of leaving and finding a situation that is worse than their current job.

I know right away when I meet someone if they are a robot.  I adjust my engagement level.  If they aren’t going to consider my advice, I don’t give them as much of my energy.  In a way, I mirror their robot behavior. I go through the motions of conversation but I know I will never hear from them again.

Eeyore

“Whoas me, it’s so hard. Why don’t people call you back?” These people have been at their search for a while and they are getting beaten down by the process. I am welcoming and empathetic so they must trust me with their feelings.  They complain for most of our meeting and don’t really hear anything I suggest.

Some of these people are in transition.  They’ve been downsized and haven’t recovered emotionally from that cut.  Why me? Why not so and so?  Believe me, I have been there.

My heart goes out to these people.  I know it’s hard.  I try to shake the negativity and build them up.  I give them my advice and try to help them see the optimism.  I am also candid with them. I explain that I understand how hard it is and how they feel but I also tell them they need to bring a better attitude.  People are willing to help but they don’t want to hear you grumble and moan. 

Rock Stars

This group is motivated, organized and proactive.  Before we meet they send me their updated resume. Sometimes they create a one-pager, ‘candidate at a glance’ sell sheet.  They show up with a list of target companies they want to network into.  Some bring a target list of people at those companies. 

They know what they want.  They have defined the job, title, company, industry etc. They enjoy the networking process.  They are confident and have a positive attitude.  They follow-up after they have landed in their new company and we stay in touch.

I love meeting these people!  The conversations are high energy and enthusiastic. I introduce them to people in my network and help them in any way they ask.  They become part of my network.

The good news is that, eventually, everyone finds a job.  It just takes some people longer than others.  I am happy to help them all.