Your cover letter isn’t always mandatory — but when used correctly, it can sharpen your application and reinforce your fit for the role.
When a cover letter matters
Cover letters can serve as a sample of your written communication skills – especially important when the role demands writing, presenting, or client-facing work.
If the job advertisement explicitly requests a cover letter, then definitely include one.
Otherwise, your energy may be better spent tailoring your CV. Rather than writing a generic letter, ask: Will this cover letter add value?
What to include
- Job title and where you found the listing.
- Your top two or three qualifications that directly align with the role.
- Explanation of how your skills or experience match the employer’s needs.
- A brief statement of interest in the role, and a polite thank you.
Tips for writing
- Keep it concise and focused – no long paragraphs.
- Tailor each cover letter for each job; generic letters are obvious and less effective.
- Use correct grammar, spelling, and a clean layout.
- Maintain a tone that is professional, yet warm – showing you understand both the role and the company.
Checklist before submitting your cover letter
- Is it formatted cleanly, free of spelling/grammar errors, and concise?
- Did I clearly mention the job title and source of the listing?
- Have I highlighted my strongest two or three relevant skills or achievements?
- Does the letter explain how I align with the company’s needs?
- Is the letter tailored for this job (not a generic template)?
Disclaimer: Opinion of Recruitment Consultant
The advice provided in this article is based on the opinions and expertise of a recruitment consultant. It is important to note that individual circumstances may vary, and the information presented here is intended for general informational purposes only. The recruitment consultant’s opinions and recommendations are not intended to be a substitute for professional advice tailored to your specific situation. The recruitment consultant assumes no responsibility for any errors or omissions in the content or for any actions taken based on the information provided in this article.
Furthermore, the recruitment landscape is dynamic, and industry standards may change over time. The opinions expressed in this article reflect the perspective of the recruitment consultant at the time of writing and may not necessarily represent the prevailing views in the future.
By accessing and reading this article, you acknowledge and agree that the information provided is not a guarantee of specific outcomes, and you should exercise your own judgment and discretion when applying any advice or suggestions contained herein.