Are Cover Letters Dead?
If you’ve opened up applications recently and found yourself scrolling through glowing, wordy cover letters telling you how amazing your business is and why someone’s “always dreamed of working in this industry” you’ve likely stumped into an AI generated cover letter.
Let’s be blunt. Cover letters, as we know them, are dead. And honestly, they’ve been irrelevant for a long time. But in the age of AI-generated content and fast-moving hiring needs, their shortcomings have become impossible to ignore.
So if cover letters are off the table, what should you be doing instead?
The Problem with Cover Letters
For years, cover letters have been treated like some kind of golden ticket, proof that someone has taken the time to apply thoughtfully and demonstrate their communication skills. But here’s the thing: they’ve always carried a built-in bias.
A cover letter tells you one thing, whether someone can write nicely about themselves. That’s it.
They don’t tell you if the person can do the job. They don’t tell you if they’ll turn up on time, follow process or contribute meaningfully to your team. And they’re especially misleading when written by AI (which, let’s be honest, most are now).
Even more worrying? Business owners still give far too much weight to cover letters. They’ll fall in love with how flattering and polished the letter sounds, only to hire someone who ends up being completely unsuited to the role.
On the flip side, cover letters are often used to trick applicants. You’ve probably seen this tactic before — something like “use the word purple in your cover letter to show you’ve read the ad.” It’s a test to catch people out.
But if someone misses that detail, is that really a reason to dismiss them? Especially if they’re otherwise a great candidate?
AI Has Officially Killed the Cover Letter
The nail in the coffin is AI. These days, it’s incredibly easy to generate a generic, glowing cover letter in under 30 seconds.
And if you’ve read one lately, you’ve probably spotted the tell-tale signs. Vague praise, repetitive phrasing, and in some cases, literal placeholders like [Insert Company Name Here].
That’s not a sign of someone who’s deeply motivated to join your business. That’s a sign of someone who’s rushing through applications, or doesn’t know how to write naturally and confidently.
To make matters worse, the rise of AI has started to influence how humans write, too. Even when people aren’t using AI, their writing has started to mimic it, overly formal, slightly robotic and utterly forgettable.
So if you’re relying on cover letters to get a sense of someone’s personality or interest in the role, you’re looking in the wrong place.
What Should You Be Doing Instead?
Let’s not confuse this: just because cover letters are useless doesn’t mean you should skip screening altogether.
Screening is vital, you just need a better, more reliable way to do it.
Here’s what actually works:
- Get Better at Reading Resumes
Resumes are not dead, they’re just misused. Many business owners don’t really know how to read a resume beyond checking dates and job titles.
Dig deeper. Look for patterns. What kind of roles have they stayed in? Do their responsibilities align with what you need? Do they list outcomes or just duties?
And most importantly, does their experience match the level of responsibility your role requires?
- Use Smart Screening Strategies
Think about what you really need to know to decide who to interview. Is it communication skills? Problem-solving? Initiative?
Then design your process around getting that information.
Some ideas:
- Ask a short question in your ad and ask for a response via email.
- Ask for a specific example of relevant work.
- Use a simple pre-interview questionnaire to gauge thought process or experience.
- For some roles, ask for a quick video (but only if video confidence is actually needed for the role).
Whatever you choose, don’t make it too hard too early. If you throw up too many barriers at the application stage, your best candidates won’t bother. They’ve got options, they’re not jumping through flaming hoops to prove themselves.
- Shortlist Smarter
Aim to interview a tight shortlist. Three candidates is ideal. Five is the upper limit. Any more than that, and your memory blurs, your standards wobble and you start second-guessing your gut.
If you’ve screened well, three interviews should be enough to make a strong decision.
And remember: interviewing is still essential. A good interview gives you insight no piece of paper ever will. But it should be the final filter — not the starting point.
- Ask Better Interview Questions
Skip the generic “tell me about yourself” and “what’s your greatest weakness” nonsense.
Instead, ask things like:
- “Tell me about a time you made a mistake at work. How did you handle it?”
- “If we gave you this role tomorrow, what’s the first thing you’d do?”
- “How do you like to be managed?”
- “What’s something in your current job that frustrates you, and how do you deal with it?”
You’re not looking for rehearsed answers. You’re looking for thought process, self-awareness and a match in working style.
Let Go of the Old Rules
It’s time to let go of the idea that a strong cover letter means a strong hire. That’s never been true, and it’s even less true now.
If you’re still reading them, ask yourself: what am I actually learning here? If the answer is “not much” stop wasting your time.
Instead, focus on what matters:
- Clear, relevant resumes
- Simple, thoughtful screening steps
- Confident, purposeful interviews
Recruitment doesn’t need to be complicated. But it does need to evolve.
And right now, evolving means ditching the fluff and trusting your ability to assess what really matters.
An Invitation
If you’d like to connect with other business owners, leaders and managers, I’d love for you to join us inside our free Facebook Group where you can connect with other like minded business owners, leaders and managers to discuss all things HR: https://www.facebook.com/groups/hrsupportaustralia
