Cover letters have been part of the hiring process for over a century. Originally, they served as a literal cover to the resume when job applications were mailed. They provided context, explained interest in a role, and helped employers learn more about a candidate beyond their work history. This was before the internet, ATS tools, LinkedIn, video, and a ton of other technological advances that are now literally at our fingertips.  

Fast forward to today, and cover letters have become one of the most debated parts of hiring. For some, they’re an essential window into a candidate’s personality and motivation and they read every single one. For others, they skip them completely and think they’re an outdated formality that slows down an already clunky process. And for most candidates? They’re an annoying box to check. 

Most candidates don’t enjoy writing them. They can be time-consuming, repetitive, and often feel like another hurdle in an already lengthy application process. Now, with AI tools able to generate customized cover letters in seconds, many employers are questioning what value they actually provide. 

So, are cover letters still worthwhile? 

In today’s hiring landscape, that’s becoming harder to answer. With AI capable of producing polished, customized cover letters in seconds, it’s increasingly difficult to determine how much of the content reflects the candidate’s own thinking, writing ability, or genuine interest in the role. 

Rather than relying on a document that may or may not accurately represent the candidate, employers should consider whether there are better ways to assess what they’re looking for. Here are some options employers can consider at the application stage: 

• Replace Cover Letters with 3-5 Application Questions: Candidates are more likely to provide concise, relevant answers, and hiring managers can compare responses more consistently. 

• Ask for a Job-Relevant Work Sample: For many roles, a work sample is far more predictive than a cover letter. Even if AI assists, candidates still need to demonstrate judgment and thinking relevant to the role. 

• Use Knockout or Screening Questions: Applicant Tracking Systems can screen for must-have qualifications before a human reviews applications. This improves efficiency without requiring additional work from candidates. 

• Video Screening Platforms: These aren’t right for every role, and candidate experience should be considered carefully, but they can provide insight into communication skills and professionalism that a cover letter may not. 

And if your organization isn’t reading cover letters, don’t ask for them. Candidates are already investing significant time in applications, assessments, and interviews. Respecting their time means being intentional about every step of the hiring process. If a requirement doesn’t influence hiring decisions, it may be time to remove it and focus on assessment methods that provide more meaningful value for both candidates and employers.

Michelle MacFadgen, CPHR, is the Director, Client Engagement at uptreeHR, an outsourced Human Resource department for small to medium-sized businesses. Michelle and the team are based in Halifax, Nova Scotia.

To book a complimentary 30-minute consult with Michelle, click here.