At Intelligent People, we love sparking conversations that matter to both clients and candidates. Recently, we asked our LinkedIn community of over 60,000 professionals whether cover letters still add value to job applications.
The results were clear:
- 10% said cover letters are always essential
- 30% felt it depends on the role
- 30% believe a CV is enough
- 29% think they’re a waste of time
That means almost 60% of professionals believe cover letters don’t add value, a clear signal that in today’s market, they’re far from universally required.
What the results tell us
Rather than a split, the results show a strong lean toward cover letters being less relevant than they once were. For many recruiters and hiring managers, the CV remains the document that gets the most attention.
That said, there’s still a sizeable 30% who believe cover letters can add value in certain roles, showing that while they may not be essential across the board, they’re not completely obsolete either.
What our community said
We had some fantastic insights shared in the comments:
“It totally depends on the role and your situation. If you have a gap in your CV or you’re moving location, industry, or role type, then it gives you an opportunity to explain and sell yourself. But if it’s a tick-box exercise and the hiring manager isn’t likely to read it, then there isn’t any value.”
“There is an art to creating one though. I support a young women’s charity as a CV reviewer and some send really clear letters. But I’ve noticed AI creeping in, producing long, word-heavy cover letters that don’t hit the mark. Not good!”
"A snappy one-pager is always nice, but cover letters are optional. A great LinkedIn profile should be enough.”
“The main challenge with writing a cover letter is not knowing whether the intended recipient will ever read it.”
“The main challenge with writing a cover letter is not knowing whether the intended recipient will ever read it.”
How candidates should approach cover letters
So, with the majority saying “no” but some saying “sometimes,” what’s the best approach for candidates?
Prioritise the CV. Since it’s the document almost every recruiter or hiring manager will read, make sure it’s tailored and highlights your key strengths and is relevant to the role you’re applying for.
Use cover letters selectively. If you’re applying for a role at a small company where motivation, communication or cultural fit are highly valued it might be worth the effort but it is very unlikely in our opinion.
Keep it short and personal. A snappy, succinct letter is far more effective than a long, generic one. But ultimately nothing beats a well-written CV.
Don’t rely solely on AI. Tools can help structure ideas, but overly polished, generic text won’t impress.
What employers can take away
For hiring managers, the key is clarity. If you value cover letters, say so in your job adverts. If you don’t, don’t ask candidates to spend extra time on something that won’t be read.
This transparency benefits both sides and helps applicants focus on what really matters.
Our view as recruiters
At Intelligent People, our view is plain and simple: cover letters are a waste of time.
Even if we as recruiters have the time to read them, our clients don’t, and that’s what really matters. Hiring managers want to see a CV that clearly shows the relevant skills, experience and results a candidate can bring.
As our co-founder and director Doug put it:
“I’d say spend the time tailoring the resume to match the role properly instead. I don’t believe many recruiters, internal or agency, actually read cover letters, and they certainly don’t get passed on to the hiring team. Whereas the resume does.”
That’s why we advise candidates to invest their time and energy into creating a strong, tailored CV and a standout LinkedIn profile – because that’s what will get you noticed.
