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    How to Get Recruiters to Call You with a Great Cover Letter

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    I bet you’ve heard that cover letters are not important because employers and recruiters never read them! In fact, they say your cover letters find themselves tossed aside! Tsk, tsk.

    Not true! Yes, mundane and poorly crafted cover letters feed many a wastebaskets and computer trash bins across the globe! HOWEVER, a cover letter that is targeted, compelling, and value-driven will ignite curiosity, hold the reader’s attention, and move you forward in the job search vetting process.

    First Things First—Know Your Audience!

    Writing a cover letter to a recruiter requires a very different approach than writing a cover letter to an employer. Why? Recruiters do not work for you, but for firms/employers (their clients) and have very specific position requirements they MUST fulfill. Recruiters are not only inundated with solicitations from job seekers, but they have an array of channels available to them where they can source and poach top talent! Therefore, they are unwavering in delivering to their clients what they requested in a candidate. This means you must focus on facts regarding your qualifications and experience.

    Different Strokes for Different Folks  

    Let’s examine the following two cover letter opening examples. The first one is employer-oriented.

    Dear Hiring Manager:

    What I enjoy and excel at happens to be one and the same—that is envisioning innovative solutions, commercializing products, and helping businesses grow beyond what they initially thought was possible.

    The same candidate now addressing a recruiter:

    Dear Recruiter:

    Business growth through product commercialization in the technology space has been my specialty for more than 15 years. I am now seeking new career opportunities and hope one of your clients is in need of a senior-level leader like me. Allow me to highlight the following qualifications.

    Now let’s explore the following two closing paragraphs:

    Employer focus: My personal philosophy is the following: Essential to success is the unwavering commitment to connect, create, and deliver! I am confident that by leveraging my experience and commensurate skills I can assist (name company) in preemptively addressing tomorrow’s marketing, product, and brand challenges.

    Recruiter Focus: In closing, I remain confident that I would be the ideal match for one of your corporate clients. I would appreciate a conversation to discuss adding value to one of your clients’ firm as I have done for my own company. Please reach me during the day on my mobile 321-704-7209.

    Although, you still must make sure you ‘sell’ your qualifications, your focus in a cover letter to recruiters is around sharing the following:

    • Years of experience.
    • Core competencies.
    • Specialization (industry).
    • Type of companies that interest you.
    • Salary expectations.
    • Availability to begin the new job.
    • Location, location, location! Where are you willing to work?

    The Bottom Line:

    Write your cover letter for a recruiter in a straightforward style, keep it concise, and get to the point quickly! Leave the wooing for the employer cover letter.

    2 thoughts on “How to Get Recruiters to Call You with a Great Cover Letter”

    1. Good article, Rosa. I just would like to point out, based on my experience as recruiting manager and HR Director, and with regard to your proposed closing statement for recruiters, that the candidate really should not make the assumption that s/he is qualified or the “best” candidate. Simply present experience and transferrable skills and leave that decision up to the hiring manager.

      1. Thank you for your perspective, Patricia. Not all recruiters will feel/respond the way that you have to this statement. I can assure you since I have seen it work for my clients already.

        The idea is not that this would make the decision for the hiring manager/recruiter (though wouldn’t that be easy?), but to make a human connection and exude confidence.

        Whether the job seeker states that he/she believes to be the best person for the job or not — the decision is STILL the hiring managers/recruiters.

        It is the candidate’s job to promote himself/herself and a resume writer’s job to advocate for our clients; provide the data the recruiter/hiring manager needs; and let the gatekeepers make the decision on next step.

        As I stated in the article, the marketing should be dialed down for recruiters.

        Since our intention to help job seekers through these blog posts, I am glad you chimed in with a different perspective so they can decide which style is best for them. As long as they cover all the other great points made in the article – they will still see results.

        Thanks again for deepening the conversation!

    Comments are closed.

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