Today the magic word is: speed. In recruiting as in everything else – but, focusing on the former, let us tackle one particular topic head on: the cover letter. That stubbornly persistent document required whenever one wants to apply somewhere, and a habit that is hard to give up. Once a cornerstone tool during the selection process, it risks today being seen as anachronistic.
‍
Why? And in which contexts has it now lost its functionality?

‍

Italy and SMEs - Small and Medium-sized Enterprises

Italy, characterised by an economic fabric dominated by small and medium-sized enterprises (SMEs), presents a reality in which investments in advanced technologies are often limited. The majority of these companies use basic and/or freemium versions of Applicant Tracking Systems (ATS), which rarely manage documents beyond the simple curriculum vitae effectively (and often struggle even with that). As a result, cover letters and the like end up being neither read nor considered.
‍

Recruiters? In SMEs?!

In small business contexts, where human resources are often managed by non-specialised staff, the figure of the recruiter is almost absent or improvised on the spot. Employees from departments such as administration, sales, or accounting find themselves managing selections "on the fly". This lack of specialisation leads to a superficial reading of application materials, where the cover letter is often ignored in favour of a quick glance at the CV – you know the one, the famous 7 seconds of dedication.

‍

The volume of applications

Another critical factor is the volume of applications: in a small-sized company, where a single person manages hundreds of applications, the time dedicated to reading cover letters is practically zero. This scenario translates into a rapid and often superficial analysis, focused exclusively on the curriculum vitae. Right? Wrong? Absolutely justified, if you ask me.

‍

Personalisation personalisation personalisation

There was a time when the cover letter was considered the means through which to personalise one's application. Certainly, in the era that was, this element was just as important as the curriculum vitae. Let us remember the Europass: it could not really be personalised, and the cover letter was a necessary addition to include something of ourselves. However, today, even this addition of personal elements (not strictly professional in the narrow sense) can be leveraged through a CV crafted in one's own image: an opening introduction, interesting elements, key strengths, curiosities and much more – in short, no longer just start/end date of employment – company name – responsibilities.
Do we want to make it a gem? Let us learn to use keywords and specific skills that capture the attention of ATS systems – and recruiters!

‍

Specific contexts: Big Corps and creative sectors

Despite the decline in everyday use, in large companies with well-structured human resources departments and fully-fledged ATS systems, the cover letter may still have its place. The same applies to highly creative sectors, where the ability to express ideas and personality remains fundamental. In these contexts, a well-articulated document can actually make a difference, making the candidate stand out among an indefinite number of standardised CVs and automated applications.
Big Corps usually also boast a well-structured HR department – so yes, there is a much greater chance that everything accompanying the CV will be read. If you work and/or are looking in the artistic sector, however, focus above all on your portfolio!

‍

The impact of digitalisation

There is no way around it: this is something that has radically transformed the way companies manage hiring. ATS systems are designed to optimise and speed up the screening process, focusing on quantifiable and easily analysable parameters. In this scenario, the cover letter, with its inherently subjective and less quantifiable content, becomes less relevant. Practical tip: if you decide to include a cover letter, consider adding a bullet-pointed list highlighting any KPIs achieved and the specific responsibilities that are relevant to the position you are applying for.
This format, more in line with ATS selection criteria, can help make your document more compatible and directly relevant, increasing the chances that key information will be noticed (also – and above all – by recruiters). Draw inspiration from the job description you are applying for, making sure to reflect the key terms and skills mentioned in the advertisement.

‍

Conclusion: tech, innovation (oh no, a buzzword), applications

Nobody here harbours any specific hatred for the cover letter (oh my, bold of me...) but a timely reflection is needed, one that takes into account the current working context: in 2024 we talk more about AI than human beings, so why not accept that job search techniques must keep pace? This is not the moment to debate whether this is more or less correct, but a reality remains such even if not everyone likes it. The cover letter, while still playing a role in specific contexts, must be used with an awareness of the context in which one is operating.

‍

And now over to you!

Will the cover letter survive the evolution of tech and hiring practices? Or will it be definitively replaced by more modern and automated methods (some companies ask for short videos – elevator pitches that look like TikTok reels)? Let us know!

‍

‍