Two statements that might be unpopular, but they’ll help you if you take them seriously.
- If your application is fully AI-written and sounds like everyone else’s, it may be dismissed.
- If you send a long covering letter, it may not be read.
Uncomfortable? Maybe.
Useful to understand? Definitely.
Let’s unpack why.
If It Sounds Like AI, It Doesn’t Sound Like You
AI is not the enemy.
It’s useful for structure, brainstorming, sense-checking and tightening language. Used properly, it’s brilliant.
But there’s a difference between using AI to support your thinking and using it to replace your thinking.
Many AI-written applications share the same problem. They’re polished. Safe. Over-explained. Enthusiastic in a very generic way.
Everything sounds impressive.
Nothing sounds personal.
When something feels too perfect, the reaction isn’t always, “This is excellent.”
Often it’s, “Where’s the person?”
Hiring managers aren’t assessing a tool. They’re assessing you.
Your judgement.
Your clarity.
Your ability to prioritise.
Your communication style.
Your thinking.
If your application removes your voice, there’s very little left to assess.
And yes, experienced recruiters and hiring managers can usually tell. AI has a rhythm. A certain polished confidence that says a lot without saying much at all.
So use AI carefully.
Use it to sharpen your message.
But make sure the message is still yours.
If someone can’t hear you in your application, you’re making it harder for them to say yes.
Long Covering Letters Work Against You
Now the covering letter.
Long does not equal impressive.
In reality, long often equals skipped.
The pace of business is fast. Hiring managers review applications between meetings, deadlines and operational pressure. They are scanning for relevance, not settling in for a three-page narrative.
And most long covering letters follow the same pattern:
- A broad career summary
- A list of responsibilities
- Generic statements about being hardworking and passionate
- A recycled paragraph about being excited to join a forward-thinking company
It doesn’t differentiate you.
It doesn’t clarify your value.
And sometimes, unintentionally, it signals something else:
- You struggle to prioritise
- You can’t get to the point
- You haven’t tailored your message
Strong candidates can communicate clearly, quickly and with intent.
That’s what stands out.
Do This Instead
Before you apply for any role, slow down.
Read the advert properly.
Not skim it. Read it.
Now identify the two things that are genuinely critical to the role. Not the entire wish list. The real make-or-break requirements.
Then ask yourself:
Can I clearly link those two requirements to my experience?
If you can’t do that easily, reconsider whether the role is right for you.
If you can, summarise it in one or two sentences.
That’s it.
One clear link between what they need and what you do.
For example:
“You’re looking for strong stakeholder management and budgeting experience. In my current role, I partner with non-finance leaders on departmental budgets and lead quarterly forecasting reviews.”
Simple.
Specific.
Human.
That tells a hiring manager far more than a long, generic letter ever will.
The Recruitment Market Is Changing
Many employers are shifting how they assess candidates.
Some don’t want long documents at all. They want:
- A clear recommendation
- A strong LinkedIn profile
- A short summary of fit
They’re hiring people, not paperwork.
They’re looking for signal, not volume.
Clarity beats length.
The Question to Ask Before You Apply
Before you hit submit, ask yourself:
How can I say what I’m trying to say using fewer words?
If you can communicate your value clearly, quickly and in your own voice, you’re already ahead of a large portion of the market.
Less noise.
More relevance.
More intention.
That’s what gets noticed.
