Cover letters have been declared “dead” so many times that they should probably have their own memorial service. Yet they keep showing up in application portals, recruiter requests, and hiring manager preferences — especially in roles where communication, judgement, and stakeholder-handling matter.
The more interesting question in 2026 isn’t “Should cover letters exist?” It’s this:
Do cover letters actually predict performance at work?
Or are they mostly a barrier that rewards people with time, coaching, and confidence?
Both can be true at the same time. The research on selection methods consistently shows that unstructured hiring signals (the sort you infer from a CV narrative or a free-form letter) tend to be weaker predictors of job performance than structured tools like work samples, structured interviews, and well-designed application questions (Schmidt and Hunter, 1998; Schmidt, Oh and Shaffer, 2016; NIST, 2024). But “weak predictor” doesn’t mean “useless”. It means you should treat a cover letter as a supporting signal, not the centre of your application.
If you want a deeper, research-led exploration of whether cover letters predict job performance or mainly block access, see: “Are cover letters still predictive of job performance, or mostly a barrier to entry?”
This post is a practical guide for using cover letters well in 2026 — in a way that respects the evidence, doesn’t waste your time, and actually improves outcomes.
What research suggests cover letters are good for
A cover letter is rarely a robust measurement tool. It’s often unstructured, inconsistently read, and heavily influenced by writing polish and cultural norms. That’s why, in the selection research world, the strongest predictors of job performance are usually work samples, structured interviews, and cognitive ability/skills tests, particularly when combined thoughtfully (Schmidt and Hunter, 1998; Schmidt, Oh and Shaffer, 2016).
So what is a cover letter for?
1) Demonstrating role-specific communication
For roles where writing is part of the job (comms, PR, policy, client services, project management, law, teaching, leadership), a cover letter is a live sample of how you:
- structure information
- prioritise what matters
- communicate with a specific audience
- show judgement and professionalism
This is why some hiring managers still care about letters even when they aren’t formally required (Harvard Business Review, 2025).
2) Providing context a CV can’t carry
A CV is a list. A cover letter can explain:
- why you’re moving
- how your experience connects to this role
- what a non-obvious achievement actually involved
- why a career shift makes sense
- how you’ve handled constraints (short tenures, gaps, part-time periods, contract work)
Used well, it reduces uncertainty, which increases your odds of interview.
3) Signalling motivation and fit (carefully)
Motivation isn’t just “I love your company”. It’s informed intent:
- you understand what the role really involves
- you’ve done something that proves you’ll thrive in it
- you’re choosing this role for reasons that align with the employer’s needs
This is a weaker predictor than a good work sample, but it can break ties at shortlist stage.
Where cover letters fail (and why that matters)
To write a letter that actually helps you, you need to understand where cover letters commonly go wrong — and why critics aren’t entirely wrong.
They can be an inequality amplifier
A strong cover letter is easier if you have:
- time to tailor each application
- confidence in professional writing norms
- coaching, mentoring, or paid support
- familiarity with “what good looks like”
That creates a barrier for applicants who may be equally capable but less resourced. This is one reason some organisations are moving toward structured questions and work samples instead of letters.
They are often assessed inconsistently
Many cover letters are skimmed (or not read at all). Even when read, different readers look for different things, which reduces reliability as an assessment method.
They invite fluff
When applicants don’t know what a letter is meant to do, they pad it with personality claims (“hard-working”, “team player”, “passionate”) instead of evidence. That wastes space and reduces credibility.
The 2026 rule: treat your cover letter like a short work sample
A good cover letter in 2026 is not a lyrical autobiography. It is a compact argument:
- Here’s the problem you need solved.
- Here’s proof I’ve solved similar problems.
- Here’s how I’ll do it in your context.
That’s it.
If you only adopt one change: write like you’re already doing the job.
A high-impact structure that works in most industries
Paragraph 1: A specific opening that proves you understand the role
Bad: “I am writing to apply for…”
Better: “I’m applying for X because my last two roles focused on Y outcomes you’re hiring for: [metric], [stakeholder], [project].”
Keep it grounded and role-specific.
Paragraph 2: Two evidence blocks (mini case studies)
Pick two achievements that match the job’s core needs. Each should include:
- the situation (what was going on)
- the action (what you did)
- the result (what changed)
- the skill (why it matters for this role)
Example skeleton:
“When [constraint], I [action], which led to [result]. This matters for your role because [match to requirement].”
This format is basically a compressed STAR method. It works because it’s proof-led rather than adjective-led.
Paragraph 3: Fit and logistics, without begging
Address any essentials cleanly:
- location / right to work / notice period
- why now
- why this type of role/company (one or two lines)
- close with a confident next step
The tone is: “I can help with this, and here’s the evidence.”
What to include in 2026 that many people still miss
1) A “proof of work” signal
If you can include even one tangible example, do it:
- a portfolio
- a short writing sample
- a campaign breakdown
- a GitHub repo
- a one-page case study
- a presentation
- a product screenshot (where appropriate)
It aligns with the broader evidence on selection: work samples beat self-descriptions (Schmidt and Hunter, 1998; Schmidt, Oh and Shaffer, 2016).
2) A “how I work” line (one sentence)
This is gold for modern hiring:
“I work best in fast feedback loops, with clear ownership and measurable outcomes.”
“I’m comfortable with ambiguity, but I’m strict about documenting decisions and aligning stakeholders early.”
It signals maturity and reduces the employer’s perceived risk.
3) A reality check on AI-assisted writing
In 2026, employers know candidates use AI tools. The risk isn’t using help — it’s submitting something generic, over-polished, or inaccurate.
If you use AI for drafting, your final letter should still sound like you and be defensible in interview. A good test: Could you talk through every line without cringing or backtracking?
When you should write a cover letter (and when you shouldn’t)
Write a cover letter when:
- the role involves writing, persuasion, or stakeholder management
- you’re changing sector or function and need to connect the dots
- you have an unusual CV pattern that needs context
- the job is competitive and you can tailor convincingly
- the employer requests it (obviously)
Consider skipping or minimising your cover letter when:
- the application uses structured questions (answer those well instead)
- you’re applying at scale and can’t tailor meaningfully
- the employer explicitly says they don’t read them
If you’re applying at scale, use a modular letter: a strong base plus two tailored sentences and two tailored evidence blocks. Don’t fully rewrite every time. Rewrite what matters.
A practical checklist: does your letter help or hurt?
Before you submit, check:
- Does the first paragraph prove you understand the job?
- Have you used numbers or outcomes at least once?
- Have you removed empty traits (“hard-working”, “passionate”) and replaced them with proof?
- Could this letter be sent to another employer with no changes? If yes, it’s too generic.
- Is every sentence either evidence, match, or logistics?
- Is it under one page and easy to skim?
Further reading:
- Harvard Business Review (2025) ‘Cover letters still matter — even if they’re not required’, Harvard Business Review, 26 March.
- Risavy, S.D., Wilmot, M.P. and Ones, D.S. (2022) ‘Resumes vs. application forms: why the stubborn reliance on resumes continues’, Frontiers in Psychology.
- Schmidt, F.L. and Hunter, J.E. (1998) ‘The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research findings’, Psychological Bulletin, 124(2), pp. 262–274.
- Schmidt, F.L., Oh, I.-S. and Shaffer, J.A. (2016) The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 100 years of research findings (working paper).
- Wiley Online Library (2025) ‘The signals that matter: resumes, cover letters, and success on the job search’ (article record).