How cover letters are fading and could/should be non-existent in the not-so-distant future. As anything else in the world, time brings many new things to which we must adapt to. For example, you have Cassettes to CD’s to MP3/digital copy files, or Floppy Disks to USB Drives; technology isn’t the only thing that changes, habits and processes need to change as lifestyle changes occur. Everything is connected, technology changes affect the habits of people which inevitably affects the way companies with how they approach reaching these people.
We are in a digital age with a new generation on the horizon, if notalready here, starting to dominate the workforce called Millennials. Millennials have spurned new products and habits by companies such as new and innovative ways of communication, it is a connected generation; whether it’s a connection to friends, professionals, family members or even a connection to their favorite brands or interests. If they are the future of the workforce, shouldn’t you also adjust your recruiting habits and processes in order to attract this new generation of employees?
So what does all this have to do with cover letters? Let’s start at the function, at its core value, a cover letters intent is to reveal something extra about the candidate that isn’t noticed in their resume. Examples run from their attitude, willingness/interest to work for the company or that position, language and writing proficiency. Most of this can be done in alternative ways though, more and more recruiters and hiring managers are starting to check social media profiles of candidates which actually does a better job of providing information on a candidate that may not be represented in a resume. Millennials are constantly on their phones and social media profiles, so why not utilize it?
The article also stated that 90% of Hiring Managers don’t read the cover letter but 53% of employers prefer a candidate who submits one. Cover letters tend to take up time for both candidate and hiring managers, it takes time to create one and send it but if it’s not being read by anyone why should they bother creating one? On the other side, if social media provides a more time-saving and efficient way to “research” your candidate and see information that isn’t captured in a resume or cover letter, why don’t cover letters just go away for good then?
The writer brings up some good points and it is worth a read, maybe it’s time to reconsider your processes and administer some updated steps yourself!