Cover letters – are they equal to the CV?

First-hand advice from recent recruiting managers

Recent research has revealed that organisations are seeing a record number of job applications; with some receiving thousands of CVs for roles that would normally attract only a handful.

While this is good news for companies that are recruiting, it does mean that they will need a robust hiring process to enable them to easily monitor applications and screen applicants.

So, what does this mean for job-seekers? In this competitive jobs market, candidates need to stand out from the crowd, impress the recruiter and succinctly explain why they are the perfect person for the role.

While a well-considered CV is crucial and should outline employment history, qualifications, skills, and achievements, it’s the cover letter that can make the difference between progressing to the next stage and falling short. 

To get an expert view on what recruiters are looking for in a cover letter, I spoke to four Cambridge Assessment managers – Glyn, Michelle, Steve and Alison - who have all recently filled vacancies in their teams. With the experience still fresh in their minds, here’s their advice.

Don’t confuse the cover letter with your CV

“The cover letter should not re-invent the CV but it should address any glaring issue with the CV, for example if there’s an employment gap, this is where the applicant can explain what they were doing during the gap and how they preserved or developed their skills in that time,” advises Steve.

He adds: “Most candidates don’t have a 100% skills fit but may have a broader set of skills that make up for a shortfall, so the cover letter should demonstrate how they feel their skills and experience, as laid out in the CV, fit the role.”

Glyn concurs: “For me, the CV is where you put the things you’ve done and the things you’ve learned. It’s there for us to get a sense of your experience to date, so we can ask questions based on it. The cover letter is about demonstrating why this is relevant to the job you’ve applied for. It’s your opportunity to make the case that you believe you are well placed to do the job to a high standard. It also demonstrates to the panel that you have read about what the job involves and have given some thought to how you would approach it.”

Alison adds: “Having gone through a recruitment process very recently, the lack of attention to the cover letter really concerned and frustrated me. It is always the first thing I look at as it provides immediate insight into the person’s focus on, and fit for, the role for which they are applying. And it tells me a lot about them that the CV can’t such as their attention to the detail and care in how they present themselves, and the importance they place on first impressions.”

Clarity and brevity

“The cover letter shouldn’t be too long and doesn’t have to be exhaustive, but it does have to be relevant to the job you’ve applied for. I don’t think I’ve ever shortlisted anyone that has simply provided a generic cover letter. What really stands out though, are the cover letters that are short, punchy and well argued,” says Glyn.

“Don’t write 4 pages, you might write yourself out of an interview!” agrees Michelle.

“It is also off-putting if someone tries to be gimmicky with their cover letter as an ‘attention grabber’ – this can come across as over familiarity and trying too hard - stick to the facts first,” recommends Alison.

Make it easy for the recruiter

“When the letter simply directs me to the CV as evidence of their experience for the job, it tells me that they are expecting me to make the effort to read their CV first, and that the letter isn’t integral to the selection process,” states Alison.

“I’d advise actually using the form of a letter. Often people will perhaps answer the key questions, without topping and tailing into a letter form. To be clear – I would never use this as a hurdle (i.e. not interview someone if they didn’t use the letter) but it does give an opportunity to let your character come through and provide some warmth in your application,” suggests Michelle.

“Being old fashioned, I would like to see a return to a well set out letter – correct grammar, good sentence construction, name and address set out, date, use of the correct style of address, and sign off,” agrees Alison.

Glyn adds: “Be careful to make sure you address the recruiter appropriately. A colleague of mine found herself much less inclined to shortlist somebody after she looked at the covering letter, only to find that it started with ‘Dear sir’.”

Written accuracy and attention to detail

Steve’s advice is that: “Candidates should show an interest in Cambridge Assessment; what we do, how they think their skills will benefit us, and any feedback on the role that shows insight, creativity and alignment with our core values. And don’t forget your career aspirations and how working at Cambridge Assessment will support these. This displays motivation and how they may apply themselves if hired”.

“Proof read it! Or get someone you trust to proof it. I will overlook one or maybe two errors, but once it gets to three, I’m much more inclined not to shortlist. Written accuracy and attention to detail is a core competency for most roles,” reveals Michelle. 

Equality, Diversity and Inclusion

While we look for applicants to demonstrate how they meet the competency and technical requirements of the role, we are also committed to creating diverse teams and providing equality of opportunity for all.

We know that diversity of thinking, backgrounds and approaches lead to innovation and create an atmosphere where everyone’s contribution is valued. We will therefore look more broadly when assessing candidates’ suitability for a position including aligning with our values, openness and ability to learn and develop, and experience gained inside and outside of work.

I hope this insight helps you to develop an impactful cover letter and I wish you all the best with your applications. If you have any tips of your own, please share them in the comments below.

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