POLL: Do you read job seekers' cover letters?

Answer to the first question is YES (I did read your question and followed the directions)
Answer to your second question: Everyone who is involved in hiring the person.

I not only always read cover letters I require them. I also make them my first screen. In all jobs posed I tell people that they must include a cover letter and what I want them to include in the cover letter. This tells me whether I am getting someone who just hit the reply button to my ad or whether they actually read it and can and will follow instructions. Saves lots of time, gives me some great information and acts as a great first screen.

A. I always read it, if available. Unfortunately, more and more, they aren't being included (even when requested, which is inexcusable). While it's true that I may not know if the candidate personally wrote the letter, if it's poorly written, then I know all I need to know. As the hiring manager, I always want to read the letter. If I have anyone vetting candidates before they get to me, then I expect them to read the letter too, otherwise, they aren't assessing the same picture that I plan to.

I admit to getting 'bored' with a stock, fill-in-position-name-here type of cover letter, but will generally keep skimming in hopes that there's some substance around the middle somewhere.

I not only always read them, but I always require them. Our job postings always include CLEAR instructions at the beginning of the post that applicants must submit a relevant cover letter with their resume in order to be considered. Yet still, 85% of the resumes I get either include no cover letter, or just a short boilerplate "dear sir or madame..." What I don't get is this - if the applicant is not willing to take the time to think about the job and how their skills would be a good fit, then why on earth do they expect me to take the time to review the resume and try to figure it out myself?

I am the hiring manager, and I read the cover letters, as do the other people involved in interviewing the applicants. We routinely "round file" all resumes submitted without cover letters or with boilerplate letters.

On the other side of this coin, a well-written cover letter that addresses our needs, clearly conveys that the applicant has checked out our website and blog, and tells us why his/her experience is relevant as made it to the top 15% of candidates before we even talk to him or her. I've hired some great people as a result of the time they took to write the letter, even when their experience has not been a great match with what I was seeking.

I hope job seekers are reading this Q&A.

As an interesting update on this, I just reviewed statistics for an application for Human Resources Manager for a $5B manufacturing company.

CareerBuilder has a very cool competitive analysis report for applicants. It shows a wealth of statistics about how an applicant stacks up against all applicants to the same job - years of experience, currently employed/unemployed, distance from the location, highest education and major areas of study, salary history, desired salary, and more. Very nice.

It also includes the % of applicants who did and did not include a cover letter for that position.

In this case - for an HR Manager position, no less! - out of 316 people who applied, only 23% (70 total) applicants included a cover letter.

The applicant whose report I was viewing spent about 1.5 hours writing an outstanding 1-page cover letter that was highly targeted to the specific company and the specific posted needs. It included no fluff. It filled in experience and results anecdotes for the specific needs of the position.

What is going on here that 77% of applicants to and HR Management position do not send cover letters?

Could there be any correlation with the fact that 71% of the applicants are currently unemployed?

jb

A... The cover letter gives the applicant an opportunity to diverge from the formula followed by the pack, to either point out a particularly salient feature or to explain something not elsewise immediately apparent in the resume.

I would read them, in whichever capacity I served, because I have been all at different times.

Of course, that response applies to short, clear, well-written concise cover notes rather than separate treatises written by academics or bureaucrats conditioned to confuse volume with quality... like that paragraph. ;-)

A - I scan them and if they are "boilerplate" I go immediately to the resume.

However, if it is a well written and thought out letter it will give the applicant an advantage with me. As Michael said, communication skills are important.

A -- Interesting question because I typically ignore cover letters. Recently, since I have been hiring sales who need to communicate effectively with customers and marketing who needs to be able to write, I have been focusing on writing ability. I just hired a sales person who got the upper-leg on everyone by writing an arresting, very personal, relevant cover letter.

I read the cover letter IF it has the information I want which is: Why should we look at you further? If the cover letter tells me, briefly, the most if not all the skills I'm looking for are there, I'll read it. If it's another "I want to work in a company and make a difference", I stop there.

Most of my clients read the cover letters once I've forwarded the resume, etc. to them.

@Charlie Judy, et al:

The type of cover letter I've found most useful is what some call a "T-Letter" or "Targeted Letter." In this format, all the fluff is removed and an applicant lists the published requirements and his/her qualifications for each requirement in parallel columns (or one after the other).

Usually the qualification for a particular listed requirement is in the form of an anecdote or measurable result. This sounds much like what you describe as useful.

Of course this depends on the job advertiser doing a good job in the ad - which, unfortunately, is not any too common.

Some job seeking clients, however, have wondered why their well-written T-Letter isn't effective and have wondered whether some employers, seeing a less common format, are put off by it without really reading to find out how helpful it is. As an employer, I love it when seekers use this format - it saves me a lot of reading and analysis time.

Thoughts?

jb

I read a cover letter if it is not generic and I can identify that in a 5 to 10 second glance.

I always read them.

After a while, you can tell which ones were provided by a resume service and which were likely written by the applicant. With that information, you can tell something about how the applicant organizes his or her thoughts and how well the person communicates in writing (which will also give you some idea of how they might communicate verbally.)

In today's world where even many college graduates can't write a coherent sentence or decide what you might be interested in knowing about them, their attempt at a letter (or their punt to use a canned letter) can be a valuable evaluative tool.

I, too, have found this extremely interesting and simply one more proof of the immortal statement about "... what you know that ain't so," that has been variously attributed to Sam Clemens, Will Rogers and Satchel Paige. Much conventional wisdom isn't at all.

B. I have to say, I am surprised at how many of you read cover letters. I scan the resume first and if I see something I like, I check out the cover letter. I don't have time to read poorly written cover letters that are addressed to the last person they applied to. A perfect cover letter that highlights a point by point match to my job posting is so rare. I have seen 3 only in the past 2 years. One way a candidate can ensure that I read a cover letter is if they make it page 1 of the resume. Even then, if it isn't specific to the job, I don't read it.

As for the second question, if a cover letter is useless, I never forward it to my client. They don't have time to read garbage either, and that's part of my hands-on service as an executive search agent.

( A.) I read them, sometimes they really answer the 6 "w's" and more often than not they sink the candidate.

I can't believe, based on personal experience recruiters read anything, but if you do it the hiring authority, I believe they do, like me.

Excellent point by JBB! There are a lot more ways to do things wrong than there are to do them right. Wonder what percentage of those hired after an ad response submitted a cover letter? Bet it approximated 90%.

Perhaps the omission of a cover letter is a clearly understood signal that you aren't really seriously interested in the job and would rather collect unemployment insurance.

This kind of information is EXACTLY what I try to stress to visitors to my job interview site. It boggles my mind to think that a job candidate wouldn't follow all of the instructions provided in order to potentially secure a job interview. How stupid (or more likely LAZY) can they be?

This is such a hot button for me. Target your cover letter. Target your resume. This, of course, assumes you actually want to get a job.

Perhaps some people think opportunity should come and knock on their door instead of getting out and knocking on a few doors themselves.

A.

Carla I think you have hit the nail on the head. While it can be tough for people looking for jobs in a difficult market there is no excuse not to try to target your letter and CV to the needs of the employer.

Otherwise the employer is entitled to think that you are not really all that interested in the position and or the company.

Without seeing the content of the resume I can't tell if this cover letter is primarily summarizing in general language the resume information. If it is, it is far too long and needs to be more focused and specific. What does the applicant want to highlight that might be somewhat obscure in the resume or might not stand out in a resume that includes extensive experience? When I read this letter I see someone that is responding to requirements in the advertisement with generic statements that are not helpful. I have never done the work listed in the job requirements but I could have put together this cover letter-it is that generic.

Some thoughts that went through my mind as I read this:
too general-"I have a strong knack for hiring well" means absolutely nothing to me.
"holding employees accountable to clear goals"-also means nothing-there are so many different ways this happens-good and bad that simply saying it is not in any way informative.

Those are just a couple of thoughts but they pretty much depict how I felt when I read this. It would not make me toss the application-the resume would hopefully be more informative and precise, offering examples of real experience and knowledge so I would put more weight on that if that were the case. This is one of those all too common-the cover letter really doesn't have an impact on my decision either way-situations. I think that in twenty years of screening applications that I have read perhaps 5-6 cover letters that actually did make a difference to how I viewed the resume.

The rest were simply following "instructions" to include a cover letter and for the most part they likely used one of the myriad lists of "how to write a cover letter" and then loaded up a template and filled in the data. So great, we know they can follow straightforward instructions, download templates and work with 'how to' articles.(assuming they didn't have someone do it for them)

It would have been more interesting to me (and keep in mind that everyone that screens resumes has their own preferences, styles, reactions etc.-this is mine only): If the applicant wrote a letter that stated clearly and concisely only the highlights that they saw as the most important to the position applied for and avoid being so generic and included one short paragraph that provided a snapshot of who they are when they are at work - then I might say-hmm-good cover letter.

Keep in mind that I don't place the same emphasis on cover letters as others might. There is so much more to a potential employment decision that too much focus on one relatively unreliable indicator does not serve me well. I have also seen excellent cover letters that did not ultimately reflect the candidate at all. And I have seen some not so great cover letters that came from people who turned out to be excellent, reliable, committed employees. Reliable indicator-not to me.

Thanks for the great responses so far. Keep 'em coming!

So much literature out there is saying "don't waste your time on cover letters." And CareerBuilder recent stated (I don't have a reference, sorry) that something like only 18% of applicants submit cover letters.

Interested in the second half of the question, too. Does everyone in the chain (recruiter, screener, HR, hiring manager) read them?

When I've been on the hiring manager side myself, I throw out resumes with no (or bad, or stock, or useless) letters, and I strongly depend on the good ones before I ever pick up the résumé.

Keep the answers coming!

jb

And if the applicant used a writing service, best, friend, next door neighbour etc. To write their letter (and probably resume) you won't know that until later. I do read them but they rarely have a big impact.

I appreciate all of the answers to this poll. It sounds like, overwhelmingly, well-written cover letters are very important to recruiters, managers and HR folks.

You've confirmed my suspicions, but you've also countered so much of the literature out there.

Thanks, and keep 'em coming!

Professionals-in-transition I know of spend an hour or more writing a customized, targeted cover letter for each job they apply to. They detail (anecdotally, if possible) their qualifications for each requirement listed in a way that a resume format doesn't allow. The idea is that a resume is by nature high-level and designed for a broad range of requirements, while a cover letter allows the candidate to speak specifically to the unique needs of one position at one company.

That is a lot of time that is either wasted or invested, depending on what happens on the other end. Are they wasting time?

This was the impetus for this poll.

B. I will usually read a letter if resume (and candidate) make it through my initial filter. As others have said, the letter can tell me more about a candidate both in what is said, and how well it is done.

The proposition for professionals in transition (a group to which I may belong soon) is not an easy thing. While I recommend to applicants that they write customized covers, I can't say that it provides a significant, concrete advantage.

Two comparable candidates, one presents with an award-winning cover and the other with no cover, Does the letter writer have an advantage? I suspect the answer in most cases is no, since it is likely that both will advance or not based on other factors.

Are there any studies that have looked at this?

I know, I know... how do you really feel, Carla? ;)

To All (but especially Karin, Diane, Raj, and James):

OK, I'd like to put feet on the responses to this poll. I've included a real, current cover letter below. Of course I've removed the applicant's personal information, but the text is in tact. This was in application to a Customer Service Manager opening for an unknown company (so, no way to address is to a name).

The job ad specifically said that this would be a working-manager (manage people but also answer some calls) in a manufacturing environment. The ad emphasized that they needed plenty of experience both in service and in management - preferably in manufacturing - and at least a bachelor's degree. It also said they would spend a lot of time working with the SAP system.

Especially to those who discard cover letters, I'd like to ask you to read through this (it is 1 page in Word). If this was representative of other cover letters you received, would it change your opinion? Why or why not?

======================
Dear Hiring Manager:

I’m responding to your need for a “seasoned Customer Service professional with strong management background… in a manufacturing background.” You have described the bulk of my background, and I would like to speak with you about it. Below, I’ve responded directly to your published description and requirements by detailing my direct and relevant experiences.

To begin, I offer 12.5 years of customer service experience - 10 years as a “working supervisor” and 2.5 years as a CS manager. To that may be added 3 years as a business owner in a service industry. I have managed CS in rubber manufacturing and steel manufacturing/ fabrication. I have shown myself to be quite competent in hiring, leading and managing others and in providing outstanding customer service.
In addition to Customer Service, I have managed numerous process improvement, training and development, and knowledge management initiatives. In my current consulting practice, I help clients develop loyal customers by executing highly strategic initiatives and aligning people and operations.

On the service side, I thrive on challenges and am an expert troubleshooter. I connect well with every personality type and am an adept questioner. Customers consistently feel comfortable with me and well-served by me.

On the management side, I have a strong knack for hiring well. I am experienced and skilled in training and developing CSRs; instilling a service-quality mentality throughout the organization; establishing and analyzing strategic service metrics; working with difficult and high profile clients; improving the efficiency of customer service processes; holding employees accountable to clear goals; making and carrying out difficult management decisions such as discipline and dismissal; building and strengthening teams; working with IT staff to improve CS technologies; teaming with other departments in projects that result from customer service insights; and much more. I am as comfortable communicating and strategizing with the CEO as I am with front-line staff. You mentioned “putting out fires, handling customer complaints, placing orders, answering inquiries, helping with shipping and receiving.” These are standard fare in CS Management and are second nature to me.

On the project side, I have served as liaison to IT for the selection, implementation, and customization of SAP CRM, Peregrine Service Center (a Call Management system), an internally developed self-help system, Microsoft SharePoint, and more.
I possess a Bachelor’s and a Master’s degree, plus several certifications. I believe your company will also benefit from my broad understanding and experience in many aspects of business – such as strategy, supply chain, knowledge management, IT, and HR.

I do hope I have provided enough here to entice you to invite me to an in-person meeting. I have outstanding references, including from the Chairman/CEO of my previous employer (who has also been a consulting client). I will provide a wealth of artifacts from my success upon request.

Please call to schedule our discussion.

Sincerely,
======================

Great answers so far!

To the candidate's defense, a little bit anyway, the job ad was very short and basic. And there was no company name to research. That imposes certain limitations.

Additionally, this individual comes from a broad background, but does have a good deal of CS Management experience. The intention, I think, was to focus on the CS aspects of experience because the resume would by necessity be much broader (other titles, other primary responsibilities that needed to remain). For instance, in one recent job her title was something completely different because she had a wide range of responsibilities and simultaneously managed a few different functions - including CS.

The generic language and self-assessment observations are definitely on target, though.

Keep it coming!

jb

I pay more attention to cover letters than resumes.