I wrote a post yesterday about how cover letters are perceived by recruiters, HR, and hiring authorities. Steve Levy, Talent Scout, OD Consultant, and blogger extraordinaire, sent me some thoughtful comments regarding cover letters that I think are worth repeating.

• “I wonder how many recruiters actually listen to themselves talk about what a candidate should and shouldn’t do during a job search. Some recruiters read cover letters, some don’t – is it any wonder so many candidates put so little effort into things that so many recruiters won’t even read? 
• What’s worse is that recruiters are scanning resumes and cover letters, items that even the best professionals have trouble crafting. So in effect, by scanning and skimming, the recruiter is denying candidacy to potentially great future employees. 
• I think if more recruiters assessed to include people rather than to deny people, more would read the cover letters and over time the quality of cover letters would improve. Think of it – if your ad says that you will read cover letters for content, you’ll probably receive better letters and have better information on which to base your decision.” 

Steve’s words are really refreshing. Hiring managers hire people, not resumes and cover letters. Taleo and other applicant tracking applications can help recruiters track and organize talent, but only humans can make decisions regarding each applicant’s potential value to the organization.