The Cover Letter is Dead: Why Modern Recruitment Needs a Serious Upgrade

A Time for Change

Recruitment demands precision and efficiency, yet outdated practices continue to burden the process. Among the most persistent relics, the cover letter fails to provide value for candidates or recruiters. Originally designed to supplement CVs, it now functions as a hollow formality. A modern hiring approach must replace this inefficiency with meaningful, outcome-driven methods aligned with OKRs.

The Fallacy of the Cover Letter

A Redundant Exercise for Candidates:

Crafting cover letters consumes time and energy, often resulting in generic statements like "I am passionate about innovation" or "I thrive in team environments."

Rather than expressing authenticity, candidates focus on guessing recruiters’ preferences, leading to templated, indistinct content.

An Unnecessary Burden for Recruiters:

Research shows recruiters spend an average of 6-7 seconds scanning CVs. Expecting additional attention for a cover letter adds an unrealistic demand.

Recruiters already sift through hundreds of applications, making it unlikely they rely on cover letters for decision-making. Instead, these documents generate noise and distract from substantive evaluations.

Attempting to judge a candidate based on a half-page of rehearsed prose perpetuates flawed, emotionally-driven decisions.

The Motivation Myth: Why Cover Letters Add No Value

Recruiters often claim cover letters reveal a candidate’s motivation. This assumption ignores an obvious truth: applying for a role already demonstrates interest and commitment.

Applications Signal Motivation:

Job seekers carefully select companies aligning with their skills and aspirations. Submitting an application reflects a deliberate choice and eagerness to contribute.

Competitive roles further amplify this signal; candidates often prioritise their top-choice companies. Forcing additional "proof" of motivation undervalues this initial effort.

Cover Letters Fail to Measure Authentic Enthusiasm:

Writing a paragraph about "why I want to work for Company X" rarely connects to genuine commitment or long-term fit. Often, candidates recycle templates or write to meet expectations rather than expressing true excitement.

Thoughtful interview questions or practical exercises better capture a candidate’s intrinsic motivation and vision for the role.

Streamlined Processes Showcase True Fit:

Recruitment teams should focus on well-designed methods like structured assessments and OKR-based evaluations. These approaches provide actionable insights into a candidate’s alignment with company goals, removing the need for performative cover letters.

The Negative Message Behind Requiring Cover Letters

Mandating a cover letter may inadvertently project an unfavourable image of the recruiter, the hiring process, or the company itself. This requirement often signals a lack of efficiency, focus, or alignment with modern recruitment practices.

Perceived Inefficiency:

Candidates may view the cover letter requirement as a sign that the hiring process lacks focus or structure. In a world where many organisations emphasise speed and precision, outdated practices like cover letters stand out as inefficient relics.

Companies that rely on such tools risk appearing disconnected from contemporary hiring standards, potentially discouraging top-tier candidates who value streamlined processes.

Questioning the Recruiter’s Judgment:

Requiring cover letters implies recruiters lack better methods to assess motivation or potential. This reliance on a document often seen as redundant can cast doubt on the recruiter’s ability to evaluate candidates effectively.

Candidates may question whether the recruitment team prioritises surface-level impressions over substance, leading them to second-guess the company’s internal culture and priorities.

Reflecting Poor Company Culture:

A hiring process clinging to outdated traditions may suggest broader organisational inertia or resistance to change. Candidates could interpret this as a warning sign about the company’s agility or openness to innovation.

Top talent, especially in competitive fields like technology, often evaluates companies based on how they approach recruitment. Requiring a cover letter might signal a company more focused on appearances than results, deterring high-value applicants.

The Root Problem: Inefficiency and Misaligned Objectives

Lack of Accountability for Recruiters:

Recruitment teams rarely tie their performance to long-term candidate success. OKR-aligned hiring focuses on measurable outcomes such as:

Shifting evaluations to outcomes like retention and performance creates an accountability loop that rewards rigorous hiring practices over superficial measures.

Disconnected from Real Job Needs:

Cover letters seldom reflect the competencies required for success. For technical or specialised roles, practical assessments, portfolios, or case studies reveal abilities far better.

Guessing potential based on rehearsed prose perpetuates poor hiring decisions, impacting team cohesion and company performance.

Bias Amplification:

Cover letters disproportionately favour candidates excelling in formal writing or those affording professional help. This unfairly disadvantages equally qualified candidates with less-polished submissions.

Better Alternatives: OKR-Driven Recruitment

Replacing the outdated cover letter with a modern, outcome-focused hiring process enhances recruitment outcomes. OKR-based methods prioritise long-term success by measuring tangible contributions:

Structured Assessments:

Use behavioural interviews and scenario-based questions to explore problem-solving approaches and cultural fit.

Practical tasks mirror real job challenges, allowing candidates to demonstrate their value.

Measurable Objectives:

Define success metrics for every hire:

Optimise recruitment processes to meet these benchmarks through data-backed evaluations.

Collaborative Decision-Making:

Engage hiring managers and team members in evaluating candidates to ensure alignment and compatibility.

Replace subjective impressions with structured, objective feedback, enabling more accurate decisions.

From Mundanity to Meaning

The cover letter, rooted in outdated traditions, adds little to modern recruitment. Effective hiring processes demand precision, efficiency, and alignment with measurable outcomes. OKR-driven methods prioritise real impact, ensuring hires not only fit today but thrive tomorrow.

Both recruiters and candidates benefit from rejecting superficial practices. By eliminating cover letters and focusing on structured, meaningful evaluations, we build a recruitment process that fosters genuine success.