Do Cover Letters Matter in Australia? The 2026 Guide to Writing One That Works
A tailored three-paragraph cover letter still moves applications up the pile in Australia — and a generic one actively hurts you. Here's the exact structure and what to leave out.
A good Australian cover letter is three short paragraphs on a single page: why this role and company specifically, the two or three achievements that prove you can do it, and a confident close. It should be tailored to every application — a generic cover letter is worse than none, because it signals low effort to recruiters who read hundreds of applications per role.
- Recruiters skim: the average first read of an application is measured in seconds, so the first sentence must carry the match, not warm-up phrases.
- Government roles are the exception:Australian public sector applications often replace the cover letter with formal selection criteria responses in STAR format — read the application instructions before writing anything.
- One page, always. Around 250–350 words is the working standard across Australian industries.
Do employers in Australia still read cover letters?
When they ask for one, yes — and its absence is noticed. When the application form marks it optional, a tailored letter still differentiates you, because most candidates skip it. The only situation where a cover letter is genuinely wasted is a quick-apply listing that never requests one. If in doubt, write it: it doubles as preparation for the "why us?" interview question.
What goes in each paragraph?
- Opening — the match: name the role, and connect yourself to it in one specific sentence. "As a CPA with five years in aged-care finance, the funding-reform focus of this role is exactly where I have spent the last two years."
- Middle — the evidence: two or three achievements chosen from the job ad's own priorities, each with a number or concrete outcome. Mirror the advertisement's language — the same keywords the ATS and the recruiter are scanning for.
- Close — the confidence: one or two sentences: you would welcome the conversation, and you are available. No begging, no "I believe I would be an asset".
Cover letter vs selection criteria: what's the difference?
| Cover letter | Selection criteria | |
|---|---|---|
| Used by | Private sector, most NFPs | Government, universities, some NFPs |
| Length | One page, 250–350 words | Often a strict word limit per criterion |
| Format | Three narrative paragraphs | STAR responses addressing each criterion in turn |
| Fatal mistake | Generic copy-paste | Ignoring a criterion or merging answers |
Find out how your CV really reads
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Get my free CV reviewWhat should you never put in a cover letter?
- Your life story or full career history — that is the CV's job
- Salary expectations, unless the ad explicitly asks
- Apologies for gaps or missing requirements — address them positively in interview if asked
- "To Whom It May Concern" — find the hiring manager's name, or use "Dear Hiring Manager"
- Anything you could not defend in an interview
Frequently asked questions
How long should a cover letter be in Australia?
One page maximum — around 250 to 350 words in three short paragraphs. Recruiters skim; a longer letter is less likely to be read, not more impressive.
Do I need a cover letter if the application says it's optional?
Write one if you genuinely want the role. Most candidates skip optional letters, so a tailored one differentiates you at low cost, and drafting it prepares you for the 'why this company?' interview question.
What are selection criteria and how are they different?
Selection criteria are formal, itemised requirements used mainly in Australian government and university recruitment. Instead of a narrative letter, you write a structured response to each criterion, usually in STAR format (Situation, Task, Action, Result), often within strict word limits. Ignoring a criterion typically disqualifies the application.
Should I use AI to write my cover letter?
Use it as a drafting aid, not a ghostwriter. Recruiters increasingly recognise unedited AI letters by their generic phrasing. Whatever tool you use, the letter must contain specifics only you can supply — the employer's name, the role's priorities, and your own quantified achievements.
