We’ve eliminated cover letters from our hiring process—here’s why we think that’s a good thing for candidates and hiring teams alike.
The art of interviewing has changed. At BMA, building an authentic and equitable hiring process—one that prioritizes real people, modern tools, and meaningful work—is key to our success. We take time to connect with our candidates and encourage them to dream big and succeed. It’s important that our process allows applicants to demonstrate their skills and potential, not just their ability to jump through hoops.
After much consideration, research, and reflection, BMA will no longer require cover letters as part of our application process. We’ve come to realize that cover letters no longer provide the clarity, differentiation, or insight they once did. At times, they’ve become more of a barrier than a bridge.
Technology—especially artificial intelligence—is reshaping the job search experience for everyone involved: candidates, employers, and recruiters alike. We’re committed to keeping our hiring practices thoughtful and inclusive, and eliminating the cover letter requirement is one way we’re putting that into action.
In theory, a cover letter can add value by offering personality, context, or a compelling story. In practice, though, it often becomes just another checkbox for applicants—and another skimmed document for the hiring authority.
And to what end?
A 2023 ResumeLab study found that 83% of hiring managers say cover letters are not essential, and up to 70% of them go unread unless the résumé stands out first. Meanwhile, candidates can spend hours crafting a personalized letter—only to have it overlooked entirely. A 2024 ResumeBuilder survey found that 46% of job seekers now use AI tools like ChatGPT to write cover letters. Some job boards even offer a “generate a cover letter” button at the point of submission. The original intent—to offer authentic context—is often lost in layers of edits, rewrites, and algorithms.
We believe in a hiring process that values clarity, fairness, and humanity. All aspects of the process should be intentional, purposeful, and bear fruit for both the employer and the applicant. Cover letters have consistently waned in value for all involved.
Given the power dynamics of job searches, expecting applicants to write something original, professional, and succinct—without sounding robotic or repetitive—is, frankly, unrealistic.
Taking all of this into account, the decision becomes clear: let’s remove the barrier. Cover letters are time-consuming for applicants and have minimal impact on hiring decisions. Instead, we’re focusing on application steps that offer real insight—like tailored résumés, brief screening questions, and thoughtful interviews. We are committed to continuous evaluation of our hiring practices to ensure our clients benefit from inclusive, intentional processes and that library professionals are treated with respect for their time and talents.
