Mastering Cover Letters in 2025

by | Jan 31, 2025 | Writing

Cover Letters in 2025? Really?

Back in ancient times, when people hand-delivered their job application or mailed it, one of the things we’d include is a cover letter. That’s been the norm for the last billion years of business. It comes up on LinkedIn threads and it shows up as a request for online job applications. In the age of “everything is right now”, I think they’re a little dated, but that’s neither here nor there.

Uh, Why Cover Letters?

I’ve read my fair share of cover letters and resumes as a hiring manager. I’ve also spent time writing them for myself and other people. There’s a disconnect in the world for applying online and job seekers about cover letters in 2025. Recruiters on LinkedIn telling people to be authentic yet are leaving job seekers wondering how. Employers are asking more from candidates while creating generic and canned experiences that lack response. A cover letter is a key piece to selling you and your knowledge to an employer.

How Do You Write a Cover Letter That Stands Out?

How do you write a cover letter that isn’t generic and still gives you a proper introduction? Plenty of articles lay out the formula: what to include, how to phrase it, and even examples to copy. But let’s face it, most of them read the same. They recycle similar ideas and offer cookie-cutter examples.

What’s a Cover Letter’s Purpose?

So, how do you write a cover letter that stands out? Let’s start by understanding what it’s supposed to do. A cover letter isn’t your resume. It’s connected to your resume, but it doesn’t repeat it. Its job is to reflect your knowledge and qualifications while giving the reader a glimpse of who you are. Think of it as a spotlight moment where you get to say, “Here’s why I’m perfect for this role.” Your cover letter needs to:

  • Introduce yourself.
  • Specify the role you’re applying for.
  • Explain why you’re applying.
  • Highlight your qualifications.
  • Showcase relevant soft and hard skills.
  • Close with a compelling argument and outline the next steps.

This is a formal, first-person letter, and it’s structured like any professional correspondence (STEM too!) In the U.S., formal writing leans on the active voice, which keeps the tone clear and direct. By the way, opening with “Dear [Name]” is perfectly fine. I’m not a fan, it feels outdated, so I lean toward “Hello” or “Good Day” as more modern and equally professional greetings.

Structure is Everything in Cover Letters

Before diving into the content, keep this in mind: structure is everything. Each paragraph has a purpose. Keep them focused, clear, and concise. Paragraphs generally run three to five sentences, though a few more are fine if needed. Every paragraph should open with a clear topic sentence, followed by supporting details and examples. Don’t forget transitions, they keep the flow smooth and the reader engaged.

Your opening paragraph introduces you and sets the tone. Mention the role you’re applying for and explain why it interests you. Go beyond the generic, talk about a specific article you read, an interview you watched, or something unique about their company that caught your attention. You can talk about how you were captured by their social media posts. Be authentic here; it’s your chance to connect.

Detail Your Skills and Qualifications

The next one or two paragraphs are where you shine. Highlight your qualifications without rehashing your resume. Reflect on the key points in your resume but also share additional skills or knowledge that make you a great fit. This is where you bring in your soft and hard skills that align with the position. Don’t fall into the trap of sounding robotic or generic, your goal is to stand out, not blend in or like you Googled a filler sentence. Bring energy and personality to your writing through your wording.

How to Close a Cover Letter Effectively

Finally, close strong. Summarize why you’re the best candidate and seamlessly transition into the next steps. Tell them how to contact you and thank them for their time. A small, genuine thank-you goes a long way. For your closing, “Sincerely” works well because it’s both formal and personable. Make sure your signature matches the name on your resume to keep things consistent. Here are a few last tips to follow.

Use Beneficial Language to Communicate

Write directly to the person reading. Avoid filler words like “some” or “many”, they don’t add meaning. Steer clear of jargon; it confuses more than it impresses. Humor is risky, you don’t want to offend anyone. Instead, focus on clear, accessible language that highlights your strengths and enthusiasm.

First Impressions are Everything

Your cover letter is your introduction, and your handshake on paper. Make it count by writing with purpose, clarity, and just the right amount of personality. You’re not just checking a box you’re making your case. So go ahead, tell your story, and make them want to read more.

Anna Pilette

Anna Pilette

Owner @ Atomic Dumpling LLC.

Once upon a time—okay, maybe not a million years ago, but it feels like it—I served in the Navy. After my sea adventures, I found myself working for a variety of companies, only to realize that their business practices often felt like they were running on autopilot... in the wrong direction. Fast forward to today, and I’m channeling that experience into helping small businesses and freelancers navigate their own brand journeys, minus the common pitfalls. Need a guide for your branding adventure?

Visit Atomic Dumpling at this link.

Or drop me a line anna@atomicdumpling.com!

Why Research Matters in Gaming Journalism

by | Dec 3, 2024 | Writing

Lazy Gaming Articles

I’m a gamer, plain and simple. I’ve platinumed a few games, pre-ordered plenty, and spent more hours playing than I’d care to admit—especially since my mom might read this. My gaming habits span everything from RPGs and open-world adventures to MMOs on console. That’s right, consoles. And when it comes to certain franchises, I’m the first to smash the pre-order button the moment they’re announced.

Lately, in my house our gaming sessions have revolved around Control, Cyberpunk 2077, and Assassin’s Creed Valhalla. Naturally, as someone who lives and breathes games, I’ve scoured countless gaming magazines and online articles. They’re a goldmine for walkthroughs, answers to those tricky in-game questions, and updates on old favorites.

The Rise of Low-Effort Content

However, here’s where the story takes a frustrating turn: the sheer laziness in some gaming articles is, frankly, astounding. Lazy gaming articles are a sad waste of a reader’s time.

You’ve probably seen them too; those slapdash pieces that writers cobble together after skimming Reddit or X (formerly Twitter) for the quickest, easiest content. Sure, sometimes it’s nice to see that Destiny 2 dropped a new shader or a cool outfit. But is that worth an entire article?

Take this for example: one writer went all in on a post about someone’s Destiny 2 Hunter looking like Skeletor. Don’t get me wrong, I love a creative Guardian as much as the next player; my own Hunter is currently channeling a displacer beast, thanks to Bungie’s brilliant D&D crossover. She’s also been Skeletor, Cobra Commander, Moon Knight, and even a cosplaying Cayde-6. But dedicating a few hundred words to a single Redditor’s post about Skeletor? Come on. Really? Like really really?!

Readers Expect More Than Surface-Level Takes

If you’re writing 400–600 words based on a single social media post, I have one request: stop. These articles aren’t engaging or insightful because most readers have already seen the same content firsthand. Worse, centering an article around a single Reddit post is a missed opportunity to dive into the real gold: the responses. The comedy alone is 100% worth the read. Why not dig a little deeper?

For instance, instead of rehashing one user’s comment, why not explore the creative trends in player customization? What inspires these designs, and how does the community build on them? By digging deeper, you can turn shallow content into a truly compelling read. Build that lazy gaming article into your own Piper Wright approved masterpiece of wordsmithing! My fingers are crossed you get that reference.

The Bigger Problem: Research Is Missing

Lazy articles highlight a bigger problem in gaming journalism: the lack of research. This issue becomes painfully clear when writers publish posts about “new discoveries” in games that have been around for years.

As someone who has logged over 1,000 hours in certain games (and well over that in a few), I can’t help but roll my eyes when I see articles marveling at “rare” items or “astounding” achievements. Nine times out of ten, a quick thread click or a basic Google search would reveal how common those finds actually are.

This isn’t just about gaming; it’s about credibility as a brand and as a writer. Research doesn’t just enhance an article; it defines its value.

Lazy Writing Damages Credibility

Lazy writing doesn’t just frustrate readers; it damages the writer’s reputation and the platform hosting the article. Imagine reading about restoring a 1972 AMC Javelin SST. You’d expect the author to provide detailed insights into the rebuild process, right? Skimming the surface wouldn’t cut it. Listing a single part also doesn’t cut it.

The same standard should apply to gaming journalism. Writers owe it to their audience to do their homework, go beyond the obvious, and deliver content that informs, engages, and entertains.

A Challenge to Writers

Gaming journalism has the potential to be incredible, but lazy articles are holding it back. If you’re serious about writing in this space, challenge yourself to research thoroughly and create content that resonates.

We as readers deserve better. Gaming deserves better. And your brand deserves better.

 

Anna Pilette

Anna Pilette

Owner @ Atomic Dumpling LLC.

Once upon a time—okay, maybe not a million years ago, but it feels like it—I served in the Navy. After my sea adventures, I found myself working for a variety of companies, only to realize that their business practices often felt like they were running on autopilot... in the wrong direction. Fast forward to today, and I’m channeling that experience into helping small businesses and freelancers navigate their own brand journeys, minus the common pitfalls. Need a guide for your branding adventure?

Visit Atomic Dumpling at this link.

Or drop me a line anna@atomicdumpling.com!

Importance of Training in the Workplace

by | Sep 28, 2022 | Writing

Typed page in typewriter that says "Bestest English for gooder grammar."

Why Is Training Important?

I’m so glad you asked!  Before I answer this question, I want to give you a bit of background.  I’ve worked for several companies, domestically and internationally.  I only worked for one American company that has ever conducted training when coming onboard as a new hire. Now, let's talk about the importance of training in the workplace.

Background in learning in the workplace.

After being in the Navy, to me it was surprising that companies didn’t train their people.  In the Navy, we spend our time training (and cleaning) when we’re not on watch (aka shift work).  We also trained people on watch, because it was important for them to understand both principles and application of those principles.  Prior to going onto watch, we were spending a couple of hours every workday training for our job.  There was never a work shift day that we didn’t train on a system or otherwise.

In the civilian world, the opposite is true.  In fact, I remember several times over the years asking for training only to be denied.  The reasons were always rather baffling as to why.

The Dollars & Sense of Training

Did you know that training talented people is cheaper than the hiring process? It’s also going to be faster than hiring a new person.  Let’s talk about the reality I’ve seen in the last 20ish years.  While in service industries, it may be that it takes as little as a week or two to hire someone, it can take around 45 days to bring an engineer through the hiring process.  These averages I took straight from recruiting websites and Indeed.  However, with talent analytics, it can take over 52 days to find the right person.

Now, I’m not going to discuss hiring practices in this blog.  I have discussed job advertisements in a blog, but that’s not the total picture.  In the very least, it will cost about $4,000USD according to Glassdoor, to hire someone new.  But, it can cost as much as 30% of a new employee’s annual income to hire new talent.  In the State of Oregon, where my business is located, Oregon workers averaged $55,027USD (in 2019).  Obviously, these averages change based on the industry in the state, but you get the point.  At 30%, you’d be paying an additional $16,508 for that new hire.

Onboarding a new hire, an average employer spends about $1,500USD to train a person.  Of course, this depends on your industry, company size, and the type of training.  That’s a big chunk of change. It goes further when you think about shifts in productivity.  It’s puzzling to think about, but in the US (and UK), businesses lose an estimated $37Billion because of workplace ignorance.

Anna Pilette

Anna Pilette

Owner @ Atomic Dumpling LLC.

Once upon a time—okay, maybe not a million years ago, but it feels like it—I served in the Navy. After my sea adventures, I found myself working for a variety of companies, only to realize that their business practices often felt like they were running on autopilot... in the wrong direction. Fast forward to today, and I’m channeling that experience into helping small businesses and freelancers navigate their own brand journeys, minus the common pitfalls. Need a guide for your branding adventure?

Visit Atomic Dumpling at this link.

Or drop me a line anna@atomicdumpling.com!

How to Write an Effective Job Advertisement

by | Aug 31, 2022 | Marketing, Writing

image of newspaper clip for a job advertisement

Why Are Job Advertisements Not Written Effectively?

Writing a job advertisement seems like it should be a straightforward project. If your business needs extra help, you know what you want them to do, so you write a job advertisement for a job board. This means - your business should know how to write an effective job advertisement. Viola! You’d interviewing in no time! Uh, right? Right?!

It turns out - the answer is no. 

Apply Logic To Your Writing

While those seem like logical steps, clicking through Indeed and LinkedIn is telling me otherwise. We need to talk, folks. Your job adverts kind of stink like two-day-old fish.  So we need to have a serious conversation about how to write an effective job advertisement and why.

A job ad should be hyper-focused on explaining what the role encompasses and be directly written for the individual you are looking to hire. Again, this seems straightforward, but it isn’t. Most of the jobs that I review are written from a boilerplate template (straight from the job board) and give very little information about the company, role, or who you’re looking for.

How to Write an Effective Job Advertisement

The Basics of Good Adverts

What we need is a solid list of information that your business needs to advertise. This is marketing after all, and you want to put your best foot forward. It’s also an exercise in sales. You are selling your company to potential employees to attract their talent. Their talent adds to your business capabilities.

The list first needs basic outlined, think of it as what, why, and where of your business. Then we discuss the who and how.

  1. What does your business do as a whole?
  2. Why does your business need help?
  3. Where will the employee be working?

3 Points for Job Advertisement Writing  

First, you need to explain in a paragraph the business section you’re hiring for. This provides context to potential employees and hopefully will spark their interest to apply. It also provides a bit more background about the job role that we’ll be getting to. Nothing in this section should be found on your website, the point is to outline the department and the function of that space.

Second, why does your business need the help? Providing a little bit of information helps a potential candidate weigh the role further while rounding out the context for the hire. This is the part where you’re discussing the longevity of the role. Will you be hiring a permanent employee, a contract, or a temporary? It’s also good to discuss if you’re open to independent contractors.

Third, you’ll need to discuss where a person will be working. Is the role a remote position or in an office?

While almost every job posting lists What, why, and with a single-word bullet point, you can strive to write better descriptions. Remember, this is an advertisement, the entire point is to market your business and advertise it! Providing a little more detail, in the beginning, is going to save you time down the road.

Yes, You Need To List The Compensation - Not Some Weird Pay Range

This brings me to the next part. This is where you lead with how you plan to compensate someone for the role. Compensation is imperative to a job advertisement. I’m not sure why people don’t put details on the ads. And don’t give me “because anyone will apply”. People will apply for jobs if they think they have a shot at getting them. You’re missing the mark if you are not spelling out compensation, including the base payment of salary information. I can tell you that I skipped these job listings routinely because I knew companies that did not list their salaries were out to lowball people.  

Everyone expects the basic compensation package to include medical, dental, and vision. If you’re looking to hire, you need to step up your game and provide a base salary, how much PTO/Sick Time, and the extras you plan to give people. Lay it all out on the line and explain it.  

Totally as a side note, I’ll just tell you to know, that if you give a salary range, everyone will ask for the top of the range. Here’s another freebie for you too, if the compensation you provided is too low, you’d better reevaluate the role.  

The Meat and Potatoes of Job Advertisements

Crack your knuckles cause we’re about to dig into the good stuff. Next, we need to discuss the how what, and who of the job advertising. 

This is the heavily detailed section of information that explains what the job is and who you want doing it.

I guess I need to talk about something that is continuously overlooked in job advertisements. When you write a blanket explanation that anyone can do, then expect anyone to apply. This means you are not advertising to your target audience. Which is a giant waste of time and money.

What The Point Of The Ad?

Breaking this down to basics:

  1. What responsibilities and authorities does the role encompass?
  2. How will a person be completing the role?  
  3. What tools does a person need to know to complete the job functions?
  4. How competent must they be to correctly do the job?
  5. Who is the ideal candidate that you are writing to?

I’d like to point out that while number five on the list is last, this is the theme for the entire job advertisement. “Who is your ideal candidate?” is the reason you’re advertising and that is your target audience. 

Throughout this blog post, I’ve asked you to consider this advertising and sales. This means that the writing you are doing is both technical in nature and persuasive.  

Who you are writing to needs to be considered. Moving forward, you need to provide a detailed outline of their responsibilities and the authority they’ll have in carrying out the role. This means that there’s an expectation for an experience level as a guide with additional competencies that also need to be examined.  

Lastly, how a person is expected to complete the work must be explained. What tools does your company possess? This means providing details for software, hardware, equipment, etc. 

Bringing this information to the forefront narrows the pool of individuals who will feel competent to apply.

To Advertise Or To Hope, That Is The Question

Ideally, you are looking for a single person in a sea of candidates. How do you want to spend your time? 

Do you want to write a detailed job advertisement and candidate description? Or do you prefer interviewing the applicants to a generic job ad that might get you the right fit? Which is more valuable to you? Should you spend time fleshing out the ideal candidate on paper? Or bringing in multiple candidates for interviews? I know which I’d pick.

Anna Pilette

Anna Pilette

Owner @ Atomic Dumpling LLC.

Once upon a time—okay, maybe not a million years ago, but it feels like it—I served in the Navy. After my sea adventures, I found myself working for a variety of companies, only to realize that their business practices often felt like they were running on autopilot... in the wrong direction. Fast forward to today, and I’m channeling that experience into helping small businesses and freelancers navigate their own brand journeys, minus the common pitfalls. Need a guide for your branding adventure?

Visit Atomic Dumpling at this link.

Or drop me a line anna@atomicdumpling.com!