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You must take advantage of this by submitting a well-written cover letter that has been customised to the specific situation and application. Many cover letter examples I see as a Recruiter and Career Coach are clearly copies of other applications made before - even sometimes with the previous addressee s name on them! Do not think you can get away with this it just marks you out as lazy! So what you need as your starting point are some good quality cover letters with well chosen words that guarantee interest then all you need to do is alter the lines that relate to YOU and YOUR SKILLS plus any specific personal information requested.
Because a great cover letter is also a simple cover letter with the right words this effect can be achieved. Armed with a great covering letter for your application and being ready to follow up any intermediate enquiries PLUS sending a Thank-You letter after your interview can make the difference between success and failure. To help you along on my Career Change web-site I have included 8 cover letter examples - all carefully written - that can easily be modified as I suggested above; in fact if you look around you will find masses of information to show you precisely how to modify your letter for maximum impact.
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The cover letter is a document employed by position-seekers in the job application process whose purpose is to introduce the position-seeker to the employer and also to draw the employer s attention to the other documents that the position-seeker is likely to attach as part of the job application; namely the curriculum vitae or resume and other academic and professional credentials the position seeker is likely to attach. Cover letter examples - some of which are nowadays available on various websites nowadays really do help. To understand how the letter examples help you need to first appreciate the fact that the letter as a job application document is not just a formality as many of us mistakenly believe; but a very integral part of the job application process which more often than not determines who proceeds to the interview stage of the recruitment process and who is shunted to a siding.