ChatGPT, Write Me a Standout Cover Letter
Guidance from the Early Careers team, Aurora Energy Research
There's no denying it, artificial intelligence is becoming a mainstay of the landscape of our future. While it can serve as a great tool to enhance our work, there’s still considerable debate over how much we should rely on it. One area where the pros and cons of AI are particularly murky is its use in job applications.
Why Not?
While everyone has different views on AI use, more companies are settling into a middle-ground approach. Using AI to refine your application is typically not discouraged, but hiring teams are looking for new and innovative ways to assess candidates—ensuring they aren't overly reliant on AI tools. This creates a unique challenge, especially when evaluating a candidate's motivation, a critical tenet of early-stage hiring. If a candidate uses AI to draft their response, does it signal a lack of motivation or indicate that they are resourceful and know how to use all tools at their disposal?
For many job-seeking graduates, it can be unclear how to approach AI in drafting their applications. Job hunting is already an intimidating process: the daunting competition, the overwhelming number of highly qualified candidates in the running for relatively few positions. Often, recruiters have the luxury of choosing from a pool of top-tier applicants, even for entry-level roles. This reality makes it tempting to use tools like ChatGPT not only to polish your application but also to save time, particularly when applying to multiple companies at once, and as application requirements get longer and more creative. You may have been asked to submit a video or prepare a presentation or a pitch. It's easy to take a cynical approach and feel like the company is trying to fruitlessly encroach on your time, especially if you believe that most of the applications are screened out by an automated system anyway.
Not Everything's Automated
However, AI screening of applications is not as widespread as you may think. For instance, Shoosmiths, one of the UK’s fastest-growing law firms, does not use AI for application screening, citing concerns about the technology's imperfections and biases. Instead, Samantha Hope, Shoosmiths' Head of Emerging Talent, encourages embracing AI in the application process—providing clear guidance for candidates along the way.
At Aurora Energy Research, every application is reviewed by a team member. Why do we take this approach, especially when the number of candidates is growing at an unprecedented pace? Because, like many industry leaders, we believe that a company’s success is rooted in the work, skills, and dedication of its people. Recruitment isn't just about filling a position; it's about finding the best person who will not only thrive in the role but help the company grow. Research indicates that certain demographics tend to embellish their applications more than others—men, for example, tend to emphasise their achievements more than women with similar qualifications. [1],[2] Thus, AI screening, which evaluates only the information provided, could present a skewed view of the candidate pool, failing to identify the best fit for the role.
The increasing length of applications isn't just about making them more time-consuming. It's about offering candidates more opportunities to showcase why they're the best fit for the role. With the ever-growing number of highly qualified applicants, companies can afford to be more selective, considering not just essential skills but also cultural fit—how well a candidate’s values align with the company’s mission.
Motivation Matters
One of the key ways candidates can demonstrate their suitability for a role is by responding to motivational questions or submitting a Cover Letter. This is also where AI usage tends to be most prominent. While AI can help you polish your answers and save you a bit of time, it can also make your responses feel more generic and less distinctive.
AI use may make the application appear polished quicker, but many candidates forego the chance to stand out by aligning their answers to everyone's AI-developed standard. The common advice is to use AI as a tool, not a shortcut. However, in job applications—especially when answering motivational questions—the goal isn't just to provide the most refined answer. It's about introducing yourself and making a compelling case for why you're the best fit for the role. The aim is to stand out.
Even if you don’t submit an entirely AI-generated response, our team has noticed certain phrases cropping up in the majority of our applications. For example, at Aurora, we often see words like "dynamic," "innovative," "data-driven insights," "cutting-edge analysis," and candidates eager to "contribute to high-impact projects." While these phrases aren't in themselves wrong in any way, they can make applications feel homogeneous when reviewed in bulk, preventing candidates from fully showcasing their individuality or tailoring their responses to the specific role.
Standing out with AI
Artificial intelligence is a tool that can enhance not what you say but how you say it. To use AI effectively in your job application, think about how the language you use reflects your understanding of the role. For instance, at Aurora, a significant part of our work involves business consultancy services. A creative use of AI in this case might involve asking ChatGPT to structure your points using the "pyramid principle"—a popular method consultants use when presenting to clients. This would not only show your deeper understanding of the role but also highlight your ability to use AI intelligently.
Ultimately, AI is a new tool that we are all still exploring. Trying new methods and finding what works for you is encouraged. But remember, when you apply for a job, it's you we're most interested in—not the technology behind your application.
[1] Altenburger, K., De, R., Frazier, K., Avteniev, N., & Hamilton, J. (2017). Are there gender differences in professional self-promotion? An empirical case study of LinkedIn profiles among recent MBA graduates. Proceedings of the International AAAI Conference on Web and Social Media, 11(1), 460-463. https://doi.org/10.1609/icwsm.v11i1.14929
[2] Ahuja, K. K. (2024). Right byte or left out? Gender differences in self-presentation among job-seekers on LinkedIn in India. Discover Psychology, 4(59). https://doi.org/10.1007/s44202-024-00176-9
Article written by Gabriele Sidlauskaite, Senior Early Careers Coordinator, Aurora Energy Research, Oxford
About Aurora Energy Research
Aurora Energy Research, with HQ in Oxford, receives thousands of applications for our rotational graduate programmes globally. This perspective comes from our experience reading cover letters and applications for graduate jobs in the Energy sector. If you want to find out more about our graduate programmes, please visit the Aurora Energy Research website.
