The end of the cover letter? Pros and cons in the digital era

The cover letter has a long tradition in the world of job applications. Originally, it served as a way for applicants to present their personality, motivation and specific qualifications and to stand out from other applicants. However, in the digital era, the necessity of cover letters is increasingly being questioned. More and more companies and applicants are asking themselves the question: Is the cover letter still up to date? Or are there more efficient and modern methods of evaluating applicants? Current trends show that many companies are beginning to dispense with the cover letter and use alternative assessment methods. In this blog post, we look at the pros and cons of cover letters and provide practical recommendations for modern recruiting strategies.

Arguments in favour of requiring a cover letter

• Personality and motivation

  A cover letter offers applicants the opportunity to present their personality and motivation in a way that a CV alone cannot. Here, applicants can emphasise their individual strengths and interests and explain why they are interested in a particular position and company. This can give recruiters valuable insight into an applicant's personality and motivations.

• Specific qualifications and experience

  The cover letter allows applicants to present their specific qualifications and experience in a context that goes beyond simply listing them on their CV. Applicants can explain how their previous experience qualifies them for the position they are seeking and how they plan to utilise their skills in the new role. This can be particularly important when explaining specialised skills or an unusual career progression.

• Company-specific motivation

  A well-written cover letter shows that the applicant has researched the company and has a specific motivation for applying. This can be a strong signal of commitment and interest and show the employer that the applicant really wants to fit into the company and its culture. A cover letter can therefore help to strengthen the connection between the applicant and the company.
   

Arguments against the requirement of a cover letter

• Time factor and efficiency

  For both applicants and recruiters, the cover letter is often a time-consuming part of the application process. Applicants need to invest time to personalise each cover letter and recruiters need to read and assess these documents thoroughly. At a time when efficiency and speed are becoming increasingly important, the question arises as to whether this expenditure of time is justified.

• Standardised content

  In many cases, applicants tend to use standardised and often empty formulations to meet the requirements of a cover letter. This leads to many cover letters sounding similar and providing little meaningful information. Standardised cover letters can therefore fail to fulfil their actual function of highlighting an applicant's individuality.

• Alternative assessment methods

  There are now numerous alternative methods of assessing applicants that may be more efficient and meaningful than a cover letter. These include, for example, work samples, online assessments or structured interviews. These methods can directly test an applicant's relevant skills and qualifications and often provide a more objective and practical insight into suitability for a particular position.

Optimise applicant selection

Regardless of whether you decide for or against a cover letter, an applicant management system such as INJOBS can make the application process considerably easier and optimise it. Here are some ways in which such software can help:

• Cover letter storage and management: With INJOBS, cover letters can be saved directly to the applicant profile. This ensures that no information is lost and that recruiters can access the cover letters again later if nuances between applicants make the difference.
• Customisation of the application form: The software allows the applicant form to be customised so that only the most important information is requested initially. This lowers the inhibition threshold for applicants to apply and ensures a more efficient application process.
• Efficient communication and collaboration: INJOBS provides centralised communication and collaboration tools that allow the HR team to manage all applicant information and documents in one place. This improves transparency and efficiency throughout the application process.
• Automation and workflows: Automating routine tasks such as inviting candidates to interviews or sending rejection letters can significantly reduce labour and increase efficiency. Workflows can also be customised to meet the specific requirements of the company.

The decision to request cover letters depends on the individual needs and resources of the company. For companies that value personal insight, a cover letter may be appropriate. However, alternative assessment methods such as work samples and online assessments offer a more efficient way of selecting applicants. An applicant management system such as INJOBS helps to integrate both approaches and optimise the process.