Katrine Tully, Managing Director
The cover letter is historically attributed to Leonardo Da Vinci, but 500 years later is it necessary? This is a question I am asked a lot in the work I do with clients. The process of creating our brand and our “branding documents” is a lot of hard work and can feel repetitive.
We have all heard the comments from HR Directors, “If I hate a cover letter, I won’t even look at a resume”, and there is evidence that some HR people ignore them completely.
So my general advice is, yes, we still need it, but it needs to be short, sharp and clearly branded, and really excite the reader enough about booking a meeting! Here are our top three tips…
Presentation
Keep it to one page, focusing on your unique and marketable strengths as a candidate. The cover letter should be the email body rather than an attachment, so a short and clear message is the most compelling way to convince them to set up a time for a meeting. Address it to a person (if possible) and mention any previous contact you have had.
Address the Key Criteria for the role
The reader is interested in what you bring to their business. Spend some time analysing what they’re looking for and create a list of the key criteria. I always prefer a clearly laid out table, addressing the criteria with your experience.
You should also always refer to the attached resume.
Mention next steps
Lead the process forward by finishing the email with positive next steps and communicate your availability for a further discussion about the role. Remind them of your interest in becoming part of the business. This will reflect both your professionalism and enthusiasm for the position.
If you are beginning the search for your ideal role, a cover letter is still something you need to spend time on. A strong, clear email will persuade and secure opportunities to connect with both employers and clients. It is a tool you will require to create new opportunities in transforming your career.
