recruiting education cover letter

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Recruiter Cover Letter Examples For 2024 (20+ Skills & Templates)

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Looking to score a job as a Recruiter?

You're going to need an awesome cover letter. This guide is your one-stop-shop for writing a job-winning Recruiter cover letter  using our proven strategies, skills, templates, and examples.

All of the content in this guide is based on data from coaching thousands of job seekers (just like you!) who went on to land offers at the world's best companies.

If you want to maximize your chances of landing that Recruiter role, I recommend reading this piece from top to bottom. But if you're just looking for something specific, here's what's included in this guide:

• What To Know About Writing A Job-Winning Recruiter Cover Letter
• The Best Skills To Include On A Recruiter Cover Letter

How To Address A Recruiter Cover Letter

• 3 Recruiter Cover Letter Examples

The 8 Best Recruiter Cover Letter Templates

3 tips for writing a job-winning recruiter cover letter.

Here's the step-by-step breakdown:

Recruiter Cover Letter Overview: What To Know To Write A Cover Letter That Wins More Job Offers

What do companies look for when they're hiring a Recruiter?

Companies want Recruiters with strong interpersonal and communication skills who can effectively connect with candidates and accurately represent the company's culture and values. They also love professionals with keen eye for talent and that are proficient with recruitment tools and technologies.

Your cover letter should show the company that your personality and your experience encompass all of these things.

Additionally, there are a few best practices you want to follow to write a job-winning Recruiter cover letter:

• Properly address your letter: Begin your letter by addressing the hiring manager or team. Don't forget to state the specific Recruiter job you are interested in!
• Express your understanding of the company: Clearly articulate that you are well-familiarized with the company's products and the market, and tie this up with your skills, demonstrating how they align with their needs.
• Highlight your skills: Showcase your most relevant skills for the role, such as Hiring, Communication, and HR, as well as proficiency with specific recruiting tools, software, and technologies.
• Tailor your cover letter for the job description: Emphasize your experience to meet the job requirements listed in the description.
• Be concise and clear: Your cover letter should be short and easy to read. Keep it to one page and focus on the good stuff!
• End with a call to action: Close with an effective call to action, expressing enthusiasm for the opportunity and inviting further discussion on how you can contribute to the company's success.
• Proofread: Make sure to thoroughly proofread your cover letter for any grammatical errors or typos. A well-written, error-free letter can make a strong first impression. I recommend using Hemingway App or Grammarly to do this.

Let's dive deeper into each of these, so you have the exact blueprint you need to see success.

The Best Recruiter Skills To Include On Your Cover Letter

Keywords are one of the most important factors in your cover letter. They show employers that your skills align with the role, and they also help format your cover letter for Applicant Tracking Systems (ATS).

If you're not familiar with ATS systems, they are pieces of software used by employers to manage job applications. They scan cover letters for keywords and qualifications and make it easier for employers to filter and search for candidates whose qualifications match the role.

If you want to win more interviews and job offers, you need to have a keyword-optimized cover letter. There are two ways to find the right keywords:

1. Leverage The 20 Best Recruiter Keywords

The first is to leverage our list of the best keywords and skills for a Recruiter cover letter.

These keywords were selected from an analysis of  real Recruiter job descriptions sourced from actual job boards. Here they are:

• Communication
• Talent Acquisition
• Organization
• Work Independently
• Team Member

2. Use ResyMatch.io To Find The Best Keywords That Are Specific To Your Cover Letter And Target Role

The second method is the one I recommend because it's personalized to your specific cover letter and target job.

This process lets you find the exact keywords that your cover letter is missing when compared to the individual role you're applying for.

Here's how it works:

• Open a copy of your updated Recruiter cover letter
• Open a copy of your target Recruiter job description
• In the widget below, paste the job description and hit scan!

ResyMatch is going to scan the target job description and show you the exact keywords and skills that are relevant to the role and that you should weave into your cover letter.

If you're ready to check it out, grab your target job description and run your first scan here:

To start, paste your target job description (or multiple job descriptions) into the box below:

Scan to help you identify keywords and skills within your target job description.

Scanning...

If you're more of a visual learner, here's a video walking through this whole process so you can follow along:

Personalization is what makes a cover letter stand out. That starts from the very first sentence where you greet the person reading your cover letter! There are two ways to do this well:

1. Use The Hiring Manager's Name

The first, and best, is by including the hiring manager's name. Let's say that you discovered the hiring manager's name from a post on LinkedIn or via an informational interview.

This is the jackpot! All you need to do is use their name in the introduction, like this:

2. Use This Formula: To The [Department] Team at [Company]

If you don't have the hiring manager's name, no problem! You can address your cover letter to the team that you're applying to.

For example, if you're applying for a Product Marketing Manager role at Discovery Education, you might start your cover letter like this:

This shows the reader that this letter has been written specifically for them and the content inside of it will support that.

It's much more relevant and personal than  “To Whom It May Concern!”

For more advice on writing a strong opening to your cover letter, check out this guide.

3 Recruiter Cover Letter Examples For 2024

Now let's take a look at all of these best practices in action. Here are three cover letter examples for different situations from people with different backgrounds who are all applying for Recruiter roles:

Recruiter Cover Letter Example #1: A Traditional Background

Our first example is a cover letter written by a candidate with traditional experience. Here is what an example of their cover letter might look like:

Recruiter Cover Letter Example #2: A Non-Traditional Background

Our second cover letter example comes from a candidate looking to transition from a background as an Administrative Support Specialist to a Recruiter role. This cover letter demonstrates how the author identifies and communicates their transferable skills:

Recruiter Cover Letter Example #3: Recruiter With A Career Gap

Our third example highlights a candidate with a career gap. Here is what their cover letter might look like:

At this point, you know all of the basics you'll need to write a Recruiter cover letter that wins you more interviews and offers. The only thing left is to take all of that information and apply it to a template that's going to help you get results.

We made that easy with  our CoverBuild tool . It has 8 proven templates that were created with the help of recruiters and hiring managers at the world's best companies. These templates also bake in thousands of data points we have from the job seekers in our audience who have used them to land job offers.

Just click any of the templates below to start building your cover letter using proven, recruiter-approved templates:

Free Job-Winning Cover Letter Templates, Have AI Write Yours in Less Than 2 Minutes .

Choose a cover letter template below to get started:.

Great Choice! Now, how do you want to write your cover letter?

Let AI write your unique cover letter using our proven templates.

Or use our templates to write your own from scratch.

You're off to a strong start! But I've got a few more tips to help you take your cover letter to the next level:

1. Use CoverBuild.io To Write Your Cover Letter In <2 Minutes

All of these tips and best practices work, but you still have to implement them. Normally, that'd mean you sitting down and spending hours brainstorming ideas, typing, deleting, and typing again, and then feeling absolutely drained.

Now there's a way to work around all of that so you save your best energy for the writing and edits that matter most. Here's how it works:

• Head to CoverBuild.io
• Select the “2 Minutes” option to have AI write your cover letter
• Select a template for your cover letter, then follow the 3 step process for sharing info about your experience and the target job with CoverBuild's AI
• Click “Generate My Cover Letter” and watch the tool write a unique cover letter that's personalized to your experience and your target job!

To make it even easier, you can select a cover letter template from the widget below to get started:

If you'd like to see the process in action, here's a video walking through all of the steps above:

Note:  I do not recommend or advise that you simply copy and paste any AI-generated content and submit your application. You should always review, revise, and personalize the content yourself before applying.

2. Include Measurable Metrics And Outcomes

Too many job seekers only focus on the actions that they took and not the outcomes that resulted from those actions. As a hiring manager, it's impossible to differentiate between a dozen candidates who were all “Responsible for building applications to help achieve company goals.”

If you want to win, your cover letter should speak to the specific outcomes that you drove in previous roles. That could be:

• The accuracy of the predictive models you've developed
• The sales increase you've helped drive with data analysis
• The operational costs you helped reduce

These outcomes will show hiring teams what you're capable of and make your value crystal clear!

3. Match Your Cover Letter And Resume Design

They're the exact same car, down to the year, make, and model. The only difference is the way the product was presented. Like I said, quality impacts perceived value.

One of the best ways to boost the quality of your cover letter is to make it look clean, professional, and have it match your resume. That's why the resume templates in our resume builder tool match the cover letter templates in our cover letter builder:

If you use both tools to create your cover letter and your resume, your entire application is going to be top notch.

Key Takeaways To Wrap Up Your Job-Winning Cover Letter

You made it! We packed a lot of information into this post so I wanted to distill the key points for you and lay out next steps so you know exactly where to from here.

Here are the 5 steps for writing a job-winning Recruiter cover letter:

• Start with a proven cover letter template from CoverBuild.io
• Use  ResyMatch.io to find the right keywords and optimize your cover letter for each role you apply to
• Start your cover letter with a personalized greeting for the hiring manager or team name
• Emphasize the measurable outcomes and value you drove in previous roles (include metrics!)
• Compare the draft of your cover letter to the examples on this page to make sure you're on the right path
• Use a tool like  Hemingway App or Grammarly to proofread your cover letter before you submit it

If you follow those steps, you're going to be well on your way to landing more Recruiter interviews and job offers.

Now that your cover letter is taken care of, be sure to check out our guide on writing a job-winning Recruiter resume (with examples!).

Paula Martins

Paula is Cultivated Culture's amazing Editor and Content Manager. Her background is in journalism and she's transitioned from roles in education, to tech, to finance, and more. She blends her journalism background with her job search experience to share advice aimed at helping people like you land jobs they love without applying online.

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Education Cover Letter Example

Cover letter examples, cover letter guidelines, how to format an education cover letter, cover letter header, cover letter header examples for education, how to make your cover letter header stand out:, cover letter greeting, cover letter greeting examples for education, best cover letter greetings:, cover letter introduction, cover letter intro examples for education, how to make your cover letter intro stand out:, cover letter body, cover letter body examples for education, how to make your cover letter body stand out:, cover letter closing, cover letter closing paragraph examples for education, how to close your cover letter in a memorable way:, pair your cover letter with a foundational resume, key cover letter faqs for education.

Start your Education cover letter by addressing the hiring manager directly, if possible. Then, introduce yourself and state the position you're applying for. For example, "Dear Mr. Smith, I am Jane Doe, a dedicated educator with over 5 years of experience in elementary education, applying for the 5th-grade teacher position at XYZ School." This approach is professional and shows you've done your research. Follow this with a compelling reason why you're interested in the role and the school. For instance, you could mention a unique program the school offers or its mission statement that resonates with your teaching philosophy. This demonstrates your genuine interest and aligns your values with the school's.

The best way for Educations to end a cover letter is by expressing enthusiasm for the opportunity and gratitude for the reader's time. You should also reiterate your interest in the role and your eagerness to contribute to the institution. For example, you might say, "I am excited about the possibility of bringing my unique skills and experiences to your institution and am confident I can make a significant contribution. Thank you for considering my application." Always sign off professionally with "Sincerely" or "Best regards," followed by your full name. This ending leaves a positive impression, showing your respect, enthusiasm, and professionalism.

In a cover letter, Educators should include the following: 1. Personal Information: Start with your name, address, contact number, and email address. 2. Salutation: Address the hiring manager or the person mentioned in the job posting directly. 3. Introduction: Briefly introduce yourself and mention the position you're applying for. 4. Experience and Skills: Highlight your relevant teaching experiences and skills. This could include your teaching philosophy, classroom management strategies, curriculum development, and any special training or certifications you have. 5. Achievements: Mention any significant achievements in your teaching career, such as improvements in student test scores, successful implementation of innovative teaching methods, or recognition and awards you've received. 6. Knowledge about the Institution: Show that you've done your homework about the institution you're applying to. Mention what you admire about the institution and how you can contribute to its mission and goals. 7. Conclusion: Reiterate your interest in the position and express your eagerness to discuss your qualifications further in an interview. 8. Professional Closing: End with a professional closing like "Sincerely" or "Best regards," followed by your name and signature. Remember, the cover letter should not just repeat what's in your resume. It should complement your resume by providing a more personal and detailed explanation of why you're the right fit for the job. Tailor each cover letter to the specific job and institution you're applying to, showing how your skills, experience, and goals align with what they're looking for.

Related Cover Letters for Education

Elementary teacher cover letter.

Preschool Teacher Cover Letter

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Teacher Cover Letter

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Daycare Teacher Cover Letter

Childcare Worker Cover Letter

Related Resumes for Education

Elementary teacher resume example.

Preschool Teacher Resume Example

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Teacher Resume Example

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Childcare Director Resume Example

Daycare Teacher Resume Example

Childcare worker resume example, try our ai cover letter generator.

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How to Write an Effective Recruiter Cover Letter and Resume

Without recruiters, companies would have no employees. As the person responsible for much of the hiring process, a recruiter is an important employee, so companies must ensure they choose the right person for this integral role. To have a fighting chance as a prospective recruiter, you’ll need a glowing recruiter cover letter, alongside an effective recruiter resume.

Recruiters are responsible for finding applicants to fill open roles and then screening the applicants. Their role also includes advertising open roles, reviewing cover letters and resumes, and interviewing applicants. Recruiters also work with hiring managers to get the best fit for a role.

Find your bootcamp match

If you want to prove you’re a qualified candidate, you need to create an excellent resume and an amazing cover letter. After all, you’ll be reviewing others’ resumes, so you’ll need to prove that you know what makes a resume shine. This guide will highlight how to write an effective recruiter cover letter and resume.

Recruiter Cover Letter Guide

For a cover letter to stand out, it needs to contain several elements, such as a proper header, a greeting, an introduction, and your qualifications. A cover letter must be tailored to the job requirements while summarizing the contents of your resume.

Why Does Your Recruiter Cover Letter Matter?

A recruiter cover letter matters because it lets you succinctly sell your skills to the hiring manager. According to the Bureau of Labor Statistics (BLS), the number of recruiters in the US is expected to rise 10 percent by 2030 , meaning that hundreds of thousands of US citizens want to become recruiters. 

Plus, it’s no surprise that recruitment is a competitive field, thanks to the median pay of $63,490 per year. So, what makes you a better option for this high-value role? Your cover letter narrates why the hiring manager should choose you over other applicants. 

Aside from selling your skills, the cover letter eases the job of the hiring manager, since they can skim through to determine if your resume should get a closer look. Hiring managers see hundreds of cover letters and an effective cover letter will catch their attention. When a cover letter is customized, it also shows them that you value their time and the job you’re applying for. 

Essential Components of Your Recruiter Cover Letter

An effective recruiter cover letter needs to follow the right structure. As a potential recruiter, you should follow this structure because it shows you will be a good candidate for the job. It also shows that you will know what to look out for when you are hired. Adding the essential components will give your cover letter the structure it needs to draw the hiring manager’s eye.

• Contact information. A cover letter must have correct and current contact information so that the hiring manager can contact you. This section usually contains your name, phone number, address, and email address. Also, ensure that your email address is professional and not the one you created as a 13-year-old.
• Greeting. This cover letter section involves greeting the hiring manager and introducing yourself. If possible, use the name of the hiring manager to personalize your cover letter and show your attention to detail. To find the hiring manager’s name, check the job description or the company website.
• Introduction. This section gives the human resource manager basic details about you and why you are a good fit for the job. It helps to add the recruiter job title in this section as well as an overview of why you would thrive in this role. You can add how you found out about the vacancy or add the name of the person who referred you. 
• Qualifications. This section contains your qualifications and work history. The hiring manager is searching for the ideal applicant and will examine this section to determine if you will be a good fit for their team. This part needs to offer more details about what you added to your resume. 
• Call to action. This final section summarizes your interest in the role and encourages the hiring manager to contact you with information for the next stage. The section also summarizes how you can benefit the company and expresses your availability for an interview at their earliest convenience.

5 Tips for Writing a Strong Recruiter Cover Letter

The cardinal rule for creating a good recruiter cover letter is customization. This shows the employer that you have the skills they are looking for, and that you are committed to obtaining this particular role within their company. This section details other important rules you should abide by when creating a strong recruiter cover letter.

• Craft a targeted cover letter. It helps to create a targeted cover letter that is customized to match the needs of the employer. Before starting, compare the job advertisement to the cover letter and make sure to use the skills listed on the ad. The main focus should be your abilities and skills. These factors determine how suitable you are for the role.
• Edit. Editing is essential when creating a strong recruiter cover letter. Errors should be removed because they can make the document appear rushed and sloppy, harming your chances of getting called back. A hiring manager may assume that you are not serious about the job because you couldn’t take time to proofread your cover letter.
• Keep it short. Hiring managers are often swamped with large pools of applicants. It helps to keep the letter concise. For a strong cover letter, do not write more than one page. Use each line to bring out strong points on why you should be hired and avoid waffling. Explain why you are excited about the role. 
• Highlight experiences. The experience and skill sections are important while writing a cover letter. Skipping this section or omitting important experiences is a sign of a bad cover letter. Since you can’t write about every experience, stick to the most recent ones that relate to the job you are applying for. The same guidelines apply to adding skills.
• Use proper greetings. Don’t just add a generic salutation like “dear hiring manager” or “to whom it may concern.” Instead, learn the name of the hiring manager or recruiter to make it more personal. This shows that you are conscientious and willing to work hard if you get the job. It also shows that you are excited about the role. 

Recruiter Cover Letter Example

A recruiter cover letter needs to be perfect because the recruiter role is important in every organization. Your cover letter needs to prove that you are prudent, hardworking, skilled, and that you pay attention to details. Essentially, it must portray you as the ideal candidate. Here is a sample cover letter to give you a better idea of how to write a cover letter .

Recruiter Cover Letter Sample

[Your name]

[Your address] 

[Your phone number]

[Your email address]

Dear [Hiring manager’s name], 

I am writing to express my strong interest in the recruiter position listed on your website for [company name]. I am confident that I am the ideal person for the role. I have five years of experience in sourcing and building teams of professionals for Big Five tech companies, such as [company name]. I also have excellent interpersonal and communication skills. 

During my five years in the field of recruitment, I have recruited over 1,000 applicants across different roles and departments. My previous role also included tracking applicant pools to find suitable candidates for roles. This experience will help me perform efficiently while recruiting and managing applicants for your company. 

In my position as a recruiter within [company name], I was responsible for the human resources, development, and operations departments. My programming knowledge made it easier to find suitable candidates for software engineering roles. I increased retention rates by 20 percent and promoted a better work environment for employees.

My years of experience, strong communication skills, and proven record of success with employee hiring and retention make me ideal for the recruiter position in your company. I have attached my resume and I am available for a virtual or in-person interview at your earliest convenience. Thank you for your time and I hope to chat soon.

Recruiter Resume Guide

An effective recruiter resume needs to highlight your educational qualifications, skills, and work experience. This helps the hiring manager to check if your qualifications are a match for the role. Writing a strong resume will make sure you don’t miss out on a job opportunity. 

Why Does Your Recruiter Resume Matter?

Your recruiter resume is an important document because hiring managers use it to screen potential employees, and screening is quick. According to Indeed, on average, employers spend six to seven seconds scanning a resume before choosing what pile it gets sent to. 

If your recruiter resume is well written and follows the right guidelines, it will be pushed to the pile that gets a second look. In some cases, applicant tracking systems are used to sort the first batch of resumes before the hiring manager takes a second look. 

It is important to create a strong resume that makes a good impression and prompts the hiring manager to give it a second look. One of the best strategies to employ is to use a template . Hiring managers often have to scan through lots of resumes to fill a single position, so they don’t have a lot of time to spend on each one. 

A good resume presents the right points in the right format to increase your chances of getting invited for an interview. The resume also gives the recruiter a good impression of you, as it answers most of the basic questions you would be asked in person.

Essential Components of Your Recruiter Resume

What should be contained in a recruiter resume? There are some basic components you must add to a recruiter resume to make it stand out. These components help to structure your resume so that the hiring manager or applicant tracking system can skim through the important parts.

"Career Karma entered my life when I needed it most and quickly helped me match with a bootcamp. Two months after graduating, I found my dream job that aligned with my values and goals in life!"

Venus, Software Engineer at Rockbot

• Header. The header section contains your contact information. If the hiring manager wants to reach you, they will use the information in the header. The header should contain your full name, mailing address, phone number, and email address. It is important to use the same contact details on your resume and cover letter.
• Resume summary. This section summarizes why you are applying for the job. It should not be more than one short paragraph. This section is used to outline your career experience if you have some experience in the field. If you don’t, then it can be swapped with a resume objective, which lists your career goals, achievements, and skills. 
• Work experience. This section is for your professional work experience. You should add any relevant experience that shows you can competently perform the job of a recruiter. However, if you’re lacking work experience, you should focus on other jobs or skills that show you can thrive as a recruiter and are passionate about the work. 
• Education. The education section covers your academic credentials. The structure in this section can be varied in some cases, but it should contain the degree, school, and graduation date. You can also add any relevant courses or programs you attended recently. It helps to only list the most recent and relevant courses and degrees.
• Skills. Another essential component of a recruiter resume is the skills section. Here, you need to list the skills that make you an excellent fit for the recruiter position. It helps to use the job ad when creating this section so you can add the specific skills employers are looking for. 

5 Tips for Writing a Strong Recruiter Resume

There are some general rules when it comes to writing solid resumes for all job applications. The most important rule is structure. Many large organizations use applicant tracking systems and an improper structure could reduce your chances of beating the system. Below are five other tips for a stronger recruiter resume.

• Customize your resume. As a hopeful recruiter, you should know the dangers of using a generic resume to apply for a job. Your resume should be tweaked and tailored to a specific job ad and not generalized. It will not have the right effect if it is missing some crucial keywords.
• Optimize for visual scanning. Hiring managers scan through each resume quickly, in search of major keywords and qualifications. This is why parts like the summary section are important. Employers can use this section to see the full summary of the resume. This helps them to determine if a resume needs to be trashed or revisited later. 
• Use bulleted power statements. Your resume needs to convey your experience concisely and effectively in a few sentences or bullet points since hiring managers are unlikely to read every single part at first glance. A strong recruiter resume will allow the hiring manager to assess the candidate within a few seconds at most.
• Resume formatting. Clear and consistent resumes stand a better chance of getting picked for an interview. Always use proper formatting and one font type. You don’t need to add any special characters or designs to make it look fancy. Reverse chronological order is used for all academic qualifications and work experience. 
• Highlight skills. The skills you gained in your previous roles need to be highlighted. However, you should ensure that the skills listed in your resume are only those required for the role. Skills complement your experience while proving that you are better suited for the job than other applicants.

Recruiter Resume Examples

A strong recruiter resume needs to highlight your strengths and skills, as well as your qualifications. If you add the essential components and follow the right structure, you will have a better chance of getting called back for an interview. Here is a good sample resume for a recruiter position.

Recruiter Resume Sample: The Work Experience Section

WORK EXPERIENCE

Recruiter Sept 2018 – Nov 2021

Idol Recruitment Services 

• Managed 10 main company accounts, recruited over 50 contracted and permanent employees monthly. 
• Delivered seamless support and recruiting expertise to diverse and high-industry clients in sourcing top talent. 
• Increased hiring through recruitment and networking activities.
• Lead full recruitment life cycle including sourcing, recruitment, negotiation, and onboarding.

Recruiter Intern Jan 2018 – August 2018

• Successfully filled more than 100 permanent positions and 60 contract positions for important clients.
• Increased candidate pipeline using recruitment resources such as ATS, social media, and referrals.
• Drove profitability in targeted accounts in the company’s portfolio.
• Lead high-volume recruitment exercises across three states to source for potential candidates.

Strong references are available upon request.

Sample Recruiter Resume Template

[Telephone number]

[Email address]

[The objective highlights why you should be hired over others for the job. It also emphasizes your top skills, experiences, and qualities.]

[This section includes your recent degrees and certifications.]

Work Experience

[Here, you should add your work history. If you have an extensive work history, then focus on your recent jobs only.]

[This section covers your skills and proficiencies.]

Recruiter Resume Template Resources

• Zety . This platform is an excellent resource when it comes to templates. Zety offers customizable templates for different experience levels. Users can edit the templates to build their own resumes. 
• Indeed . Indeed does not only post job vacancies, but it also offers resume and cover letter templates for different fields and industries. You can choose a template that fits your needs and customize it.
• EnhanCV . This site offers resume templates and allows you to easily build your resume from scratch. 

Importance of a Recruiter Cover Letter and Resume

A recruiter cover letter summarizes the contents of your resume, and your resume details your qualifications and experience. Both documents work together to convince the employer that you are an excellent fit for the role. This is why they must highlight the necessary skills, history, and experience. 

Recruiter Cover Letter and Resume FAQ

A modern resume does not have fancy colors and fonts. Rather, it is a uniform document including several main components such as the header, summary, experience, education, and skills sections. While some parts can be tweaked to suit different job roles, it helps to maintain the structure of the modern resume.

A cover letter is important because it introduces your resume and answers some questions the recruiter may have about you. Cover letters also summarize your resume in more succinct words to catch the hiring manager’s attention and convince a potential employer that you’re passionate about the job.

A strong recruiter cover letter must contain contact information, a salutation, introduction, qualifications, and a call to action. All these elements form the structure of the cover letter. They also make it easier for the hiring manager to scan the document.

A recruiter resume must contain a header that contains the contact information of the applicant, a resume summary, work experience, education, and skills. These sections are the most important parts of a recruiter resume. The resume should also contain references or a willingness to provide references upon request.

About us: Career Karma is a platform designed to help job seekers find, research, and connect with job training programs to advance their careers. Learn about the CK publication .

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Recruiter Cover Letter Examples and Templates for 2024

• Cover Letter Examples
• Cover Letter Text Examples

How To Write a Recruiter Cover Letter

For an effective recruiter cover letter, focus on how you can find and bring talented workers to a company or clients of a placement firm. Also, emphasize your related skills, such as interview scheduling or applicant testing.

The guide below will help you write a cover letter that gets you interviews for your next job in this influential field.

Recruiter Cover Letter Templates and Examples

• Entry-Level
• Senior-Level

Recruiter Text-Only Cover Letter Templates and Examples

Amy Petrone Recruiter | [email protected] | (123) 456-7890 | 451 Central St., Portland, OR 16455

January 12, 2024

Max Hernandez Human Resources Director Foundations Staffing Agency (987) 654-3210 [email protected]

Dear Mr. Hernandez,

While at MW First Choice Recruiters, I helped increase the applicant pool by 30%, hiring an additional 125 staff members over three years. I’d love to bring these talent-acquisition skills to the corporate recruiter position at Foundations.

Regarded as a valuable player in our company’s full-cycle recruiting process, I managed a number of aspects, including:

• Sourcing candidates through referrals, cold calling, and social media
• Utilizing assessment tools such as HackerRank and pymetrics, and the iCIMS applicant tracking system
• Maintaining EEOC compliance

My BA in Human Resources background has contributed to my understanding of and experience with human capital management software such as BambooHR, Zenefits and Namely. This has allowed me to assist hiring managers at MW First Choice in addressing their human capital needs and nurturing and sustaining those assets.

I would like to set up an interview to discuss how I can support Foundations’ efforts to successfully source, screen, and hire top-quality candidates to ensure future growth and sustainability. You can reach me at (123) 456-7890 or [email protected] with a time that works best for you.

Amy Petrone

Deanna Williams Recruiter | [email protected] | (123) 234-9983 | 45 Longview Dr., Houston, TX 64211

January 11, 2024

Joanne Blinkly Senior Hiring Manager Premier Recruitment (123) 858-0112 [email protected]

Dear Ms. Blinkly,

While lead generation is a huge strength of mine, and I regularly make at least 200 calls and send 100 emails per day, I’m even better at conversion. Six years of experience in recruitment has taught me how to target the right people and deliver outstanding results, which I believe I can continue as your Senior Recruiter.

In my current role, I have become an expert at tapping into new vertical markets and discovering the most profitable niches. My skills are matched perfectly with your company’s mission to become the leading recruitment agency in Houston.

I’m excited to bring my unique combination of experience and exceptional communication skills to Premier. Here are some of my achievements in my current role:

• Accumulated an average of three permanent hires each month over a period of five years — more than anyone else in the company
• Obtained first position in the salesperson of the year league table four years in a row
• Upsold clients in most instances, regularly getting between 15% and 20% commission

Please let me know when the best time to set up an interview is — I’m excited to learn more about the company and provide further information about myself.

Kind regards,

Deanna Williams

Cruz Hoffman Recruiter | [email protected] | (123) 456-7890 | 222 My St., San Francisco, CA 12345

January 14, 2024

Mariah Brandt Senior Hiring Manager Chime Recruitment (098) 765-4321 [email protected]

Dear Ms. Brandt,

Exceeding my personal annual billings goal by 55% last year was the highlight of my recruitment career to date. I hope to demonstrate this ambition and performance in the lead recruiter role at Chime Recruitment.

Chime Recruitment’s results-driven ethos appeals to me because I am exceptionally ambitious and determined. With 12 years’ experience as a recruiter and three years in a senior position, my extensive knowledge and strong communication skills make me the ideal fit for becoming an inspiring leader in your organization.

My most important achievements so far include:

• Successfully placing more than 200 job candidates in banking roles in the last year
• Accomplishing a 30% reduction in requisition loads and cutting filling times by 35%
• Leading a team to meet and exceed aggressive hiring targets and challenging deadlines

I would love to schedule an interview to discuss how my skills and experience can translate into increased turnover and productivity for Chime Recruitment. Please feel free to get in touch with a convenient date to meet.

Cruz Hoffman

A great recruiter cover letter usually has five sections, outlined below. When possible, connect each section back to your defining human resources (HR) skills and the employer’s hiring needs. The following advice and examples show what to include in your cover letter so it’s optimized for each job application.

At the top of the page, include your resume contact header, the date, and any contact details you have for your recipient. To set a clear focus, add the title “Recruiter” or “Recruiting Specialist” to your contact header. You can then modify your title to align with each job posting. For instance, use the title “Executive Recruiter” if that’s closer to the role in question and reflects your background.

(Note: Feel free to omit this section if you send your letter as an email message and your contact information is part of your signature.)

2. Salutation

Whenever you can, address your recipient by name – it’s the quickest way to signal you’re sending a job-specific letter and not a boilerplate. If you can’t find the recipient’s name, use a variation of “Dear Hiring Manager” so your greeting is still tailored somewhat to each job opening.

Dear Premier Recruitment Hiring Manager:

3. “Hook” or introduction

To catch the reader’s attention, start your letter with an example of your impact as a recruiter. How have you succeeded at finding and converting leads into new staff members? Choose a highlight you can quantify with relevant data (such as total new hires or rate of client referrals) and link to your strengths as an HR professional.

4. Body paragraph(s)

Use the main section of your letter to tell why you’re drawn to this recruiting job or employer. For example, maybe it involves writing accurate job descriptions, an area in which you excel. Or it’s one of the many HR specialist positions in health care, a sector you’re eager to return to. Also, consider the organization’s overall approach to HR and employee relations and how that compares to your own.

Following this explanation, cite two or three more of your main skills or achievements , possibly as bullet points.

5. Call to action

Finally, request an interview for the position. Consider briefly restating your ability to source talented employees. To end your cover letter, use a simple closing like “Sincerely” or “Best regards” and then your name.

Recruiter Cover Letter Tips

1. highlight your skills in talent acquisition.

As part of your letter’s body text, add a short list of bullet points to show your success in other key work areas for a recruiter, such as interview scheduling or contract negotiation. With each bullet, describe how you applied the skill to help organizations build a strong workforce. For instance, you could show time management by describing how you quickly found viable applicants for clients of a staffing agency.

2. Show you can help grow the organization

Recruiters often must drive or support rapid company growth. Speak to this theme on your cover letter if it reflects your background and the HR roles you’re after.

3. Mention your relevant traits

Employers seek HR specialists who are decisive, discerning, organized, personable, and adaptable to new work conditions or priorities. Consider which of these traits best describes you, then give an example or two of how you’ve shown them in a work setting.

Recruiter Cover Letter Frequently Asked Questions

What’s the most important part of a cover letter -.

Any explanation you give for why the specific recruiter job or employer interests you. These details distinguish the cover letter from your resume and other application materials. They also set the stage for a good interview discussion about how you fit the role and the office’s work culture.

How should I introduce myself? -

In passing. As long as you give your signature at the bottom, you don’t need to introduce yourself formally with a line like “My name is…” or “I am a…” Instead, work any basic details about yourself into a sentence that speaks more directly to the job opening at hand. For example, don’t write, “I am a talent acquisition specialist with six years of experience in executive recruiting.” Instead, say, “With six years of executive recruiting experience, I can help your firm achieve its mission to…”

What can I do if I'm stuck on part of my letter? -

When in doubt, brainstorm. Take 10 minutes to quickly jot down your thoughts on a separate document or sheet of paper. By pausing to think more creatively, you can jog your memory and find new details to include about your recruitment experience. Brainstorming also helps you figure out the best and most original way to describe that experience, giving your letter the confident tone it needs to catch a hiring manager’s attention.

Craft a new cover letter in minutes

Get the attention of hiring managers with a cover letter tailored to every job application.

Jacob Meade

Certified Professional Resume Writer (CPRW, ACRW)

Jacob Meade is a resume writer and editor with nearly a decade of experience. His writing method centers on understanding and then expressing each person’s unique work history and strengths toward their career goal. Jacob has enjoyed working with jobseekers of all ages and career levels, finding that a clear and focused resume can help people from any walk of life. He is an Academy Certified Resume Writer (ACRW) with the Resume Writing Academy, and a Certified Professional Resume Writer (CPRW) with the Professional Association of Resume Writers & Career Coaches.

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15 Professional Recruiter Cover Letter Examples for 2024

Your recruiter cover letter must immediately demonstrate your ability to connect with diverse individuals. It should highlight your expertise in talent acquisition and management. Within the recruiter cover letter, provide concrete examples of your recent recruitment successes. Show your proficiency in utilizing various sourcing methods and platforms.

All cover letter examples in this guide

Senior Recruiter

Entry-Level Recruiter

Nurse Recruiter

Recruiting Coordinator

Recruitment Manager

Sales Recruiter

Staffing Manager

Corporate Recruiter

HR Recruiter

Sorority Recruiter

Technical Recruiter

University Recruiter

Scientific Recruiter

Medical Recruiter

Cover letter guide.

Recruiter Cover Letter Sample

Cover Letter Format

Cover Letter Salutation

Cover Letter Introduction

Cover Letter Body

Cover Letter Closing

No Experience Recruiter Cover Letter

Key Takeaways

By Experience

Embarking on your job hunt, you've diligently submitted applications, only to discover that a standout recruiter cover letter is a crucial next step. Rather than rehashing your resume, your cover letter should spotlight a singular, shining professional triumph, weaving a tale of how you reached that pinnacle. Striking a balance between a formal tone and refreshing originality—dodging overused phrases—is key. Moreover, conciseness is your ally; keep your narrative within the span of a single, impactful page.

• Step your best foot forward in the recruiter cover letter introduction;
• Be inspired by other professionals' certified cover letters;
• Structure your recruiter cover letter to feature what matters most;
• Close off your recruiter cover letter to make a memorable impression on recruiters.

But where to start writing? Upload your resume into Enhancv's AI, which will prepare your recruiter cover letter (all you need to do is personalize it, and you'll be good to go).

If the recruiter isn't exactly the one you're looking for we have a plethora of cover letter examples for jobs like this one:

• Recruiter resume guide and example
• Recruiting Coordinator cover letter example
• Recruitment Manager cover letter example
• HR Business Partner cover letter example
• HR Assistant cover letter example
• Benefits Manager cover letter example
• HR Generalist cover letter example
• People Manager cover letter example
• Benefits Analyst cover letter example
• Contract Analyst cover letter example
• Director Of Operations cover letter example

Recruiter cover letter example

Henry Jackson

Indianapolis, Indiana

+1-(234)-555-1234

[email protected]

• Quantifiable Achievements: Including specific metrics, such as increasing the hiring rate by 25% and boosting report generation efficiency by 35%, effectively demonstrates the candidate's impact and competency in talent acquisition.
• Relevant Experience: Mentioning the experience within the healthcare sector and the use of CRM and ATS systems highlights industry-specific knowledge and familiarity with essential recruitment tools, which are crucial for the role.
• Leadership and Innovation: Describing the pioneering of new strategies and the revamping of current systems showcases the candidate's leadership qualities and capability to innovate, which are valuable in driving the company's recruitment success.
• Focus on Relationship-Building: Emphasizing on relationship-building, alongside technical abilities, stresses the candidate's understanding of the importance of interpersonal skills in talent acquisition and retention.

What should your recruiter cover letter look like - formatting and organizing your information

Have you ever wondered what are the must-have sections you need to include in your recruiter cover letter? Our builder sets those up for you with:

• Header - dedicated to your contact information, the role you're applying for, and the date (don't forget to include your name);
• Greeting and opening paragraph - to create a personalized and memorable experience for recruiters;
• Body paragraph - emphasizing your skill set and knowledge that aligns with the role and helps you to stand out;
• Closing paragraph - leaving a great impression and ending with an optional signature.

Use a cover letter template to discover the best formatting for your recruiter cover letter: that is single-spaced paragraphs and wrapping your content in a one-inch margin.

Ensure that both your resume and recruiter cover letter are in the same font . Stand apart from the crowd by using modern, yet simple fonts, like Chivo and Rubik, instead of the overused Arial and Times New Roman.

Did you know that the Applicant Tracker System (or ATS) won't be assessing your recruiter cover letter? Instead, submit your profile in PDF to recruiters to keep the same formatting and the design intact.

The top sections on a recruiter cover letter

• Header: This section includes your contact information, the date, and the employer’s details, making it easy for the recruiter to know who you are and how to contact you.
• Greeting: Personalize this with the recruiter’s name if possible, as this demonstrates attention to detail and a personalized approach, traits valued in a recruiting role.
• Introduction: Highlight your interest in the recruiting field and any relevant experience right at the start to immediately grab the recruiter’s attention.
• Body: Detail your experience in sourcing candidates, managing stakeholders, and your understanding of recruitment processes, as these are key responsibilities for a recruiter and what the hiring manager will be looking for.
• Closing: End with a call-to-action that reflects your proactive approach, thanking them for considering your application and suggesting a follow-up meeting or call to discuss how your skills align with the recruiter role.

Key qualities recruiters search for in a candidate’s cover letter

• Strong communication and interpersonal skills: Essential for engaging with candidates and hiring managers, building relationships, and effectively conveying information and feedback.
• Proficiency in recruitment software and applicant tracking systems (ATS): Needed to manage recruitment pipelines, track candidate progress, and leverage technology for efficient hiring processes.
• Excellent interviewing skills: To assess candidates thoroughly and ensure the right fit for the position and the organization.
• Networking capabilities: To establish and maintain a pool of potential candidates, connect with industry professionals, and stay informed about job market trends.
• Negotiation and decision-making skills: Important for extending offers, mediating between candidate expectations and company policies, and making sound hiring choices.
• Knowledge of employment law and HR best practices: To ensure compliance with legal standards throughout the recruitment process and advise on any HR-related matters.

How to personalize your recruiter cover letter greeting

Before you start writing your recruiter cover letter, take the time to find out who is recruiting for the role.

Search for the recruiter's name on LinkedIn or the corporate website to address them personally in your recruiter cover letter salutation .

What if you can't find out who's recruiting for the role?

Always aim to avoid the very impersonal "Dear Sir/Madam" - instead, opt out for "Dear HR Team" or "Dear Hiring Manager" to make a better first impression.

List of salutations you can use

• Dear [Hiring Manager's Name],
• Dear [Interview Panel],
• Dear [Company Name] Team,
• Dear Mr./Ms. [Last Name],
• Dear [Department] Hiring Committee,
• Dear [Job Title] Hiring Team,

Your recruiter cover letter intro: showing your interest in the role

On to the actual content of your recruiter cover letter and the introductory paragraph .

The intro should be no more than two sentences long and presents you in the best light possible.

Use your recruiter cover letter introduction to prove exactly what interests you in the role or organization. Is it the:

• Company culture;
• Growth opportunities;
• Projects and awards the team worked on/won in the past year;
• Specific technologies the department uses.

When writing your recruiter cover letter intro, be precise and sound enthusiastic about the role.

Your introduction should hint to recruiters that you're excited about the opportunity and that you possess an array of soft skills, e.g. motivation, determination, work ethic, etc.

How to select your best achievement for the middle, or the recruiter cover letter body

You probably feel exhausted by this point in your application: you've dived into all the details of your success and skills in your recruiter resume.

What else can you include in your recruiter cover letter body ?

Well, for starters, the next three to six paragraphs should show you further value as a professional. Or, why should recruiters choose you?

Think back on a noteworthy achievement that answers key job requirements and dive deep.

Structure your recruiter cover letter middle as you'd a story: following chronological logic and highlighting outcomes, thanks to skills.

At the end of the day, you'd want recruiters to be able to see you as the best candidate for the role and understand more about who you are and what makes your success unique (and valuable to the role).

Ending your recruiter cover letter to avoid "Sincerely yours"

Yes, this sort of closing statement may work best before your signature.

But you want to give recruiters something more with your recruiter cover letter ending .

Some professionals choose to go down the path of promises. In a single sentence, they map out what they'd bring about to the role (whether that's a particular technical skill set or personal traits).

Others, decide to be more concrete by thanking recruiters for their time and prompting for their next interview.

Whatever path you choose, remember to always be polite and respectful of the opportunity you've had. Good manners go a long way.

Is it beneficial to mention that you have no experience in your recruiter cover letter?

Lacking professional experience isn't the end of the world for your recruiter cover letter .

Just be honest that you may not have had roles in the industry, but bring about so much more.

Like, your transferable skills, attained thanks to your whole work and life experience (e.g. the skills your summer spent working abroad taught you).

Or, focus on what makes you, you, and that one past success that can help you stand out and impress recruiters (think of awards you've attained and how they've helped you become a better professional).

Alternatively, write about your passion and drive to land the job and the unique skill set you would bring to enhance the workplace culture.

Key takeaways

Winning recruiters over shouldn't be difficult if you use your recruiter cover letter to tell a story that:

• Is personalized by greeting your readers and focusing on key job skills greets;
• Isn't spread all over the place, but instead focuses on one key achievement and selling your value as a professional;
• Introduces your enthusiasm for the role, passion for the job, or creativity in communication;
• Is also visually appealing - meeting the best HR practices;
• Ends with a nod to the future and how you envision your growth, as part of the company.

Recruiter cover letter examples

Explore additional recruiter cover letter samples and guides and see what works for your level of experience or role.

Cover letter examples by industry

AI cover letter writer, powered by ChatGPT

Enhancv harnesses the capabilities of ChatGPT to provide a streamlined interface designed specifically focused on composing a compelling cover letter without the hassle of thinking about formatting and wording.

• Content tailored to the job posting you're applying for
• ChatGPT model specifically trained by Enhancv
• Lightning-fast responses

How to Answer "Are You a Risk Taker?" Interview Question

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College Recruiter Cover Letter Example

The job of a campus recruitment expert includes attending, hosting, and researching the available options, placement offers or internship programs, etc.

When planning to apply for this position, check out the below College Recruiter Cover Letter sample that shall help you to understand the various responsibilities and duties that are to be necessarily executed in the course of performing the job. Such a crossly written cover letter can leave an impression on the recruiters increasing hiring chances.

• Cover Letters

What to Include in a College Recruiter Cover Letter?

Roles and responsibilities.

Job Responsibilities of a College Recruiter:

• Hosting the in-house career sessions for students and recent grads – depending on their field of expertise.
• Attending and organizing college career fairs, promotion of the above .
• Screening resumes, conducting interviews, and performing skill assessment tests for internship and entry profiles.
• Reporting the recruitment metrics after each event .
• Advertising the openings both online and offline especially through alumni chapter.
• Get in touch with the university career counseling experts and get informative news about the programs.
• Designing and placing ads on social media platforms.
• Liaising between team leaders and defining the hiring needs and expectations .
• Maintaining good personal relationships with universities and officials.

Education & Skills

College recruiter skills:.

• Experience in people skills and networking.
• Knowledge of personality tests, group interview, and their usage.
• Good networking and management skills.
• Time management skills.
• Hands-on experience with resume tracking databases like an applicant tracking system.
• Teamwork and networking skills.
• Leadership and management skills.

Qualifications Required in a College Recruiter:

• A Master’s/ Bachelor’s Degree/Diploma in Human resources, Psychology, or equivalent requirements.
• Previous experience is also required.

College Recruiter Cover Letter Example (Text Version)

Dear Mr./Ms.,

This letter is regarding my interest in applying for the post of College Recruiter in your esteemed organization.

I hold a Master’s Degree in Human Resources and have 5 years of experience working in this field. My qualifications and skills match well with the specifications required for this job.

I enjoy high-end interpersonal, professional, educational skills, communication abilities, qualifications, and passion – I am sure to deliver positive outcomes as per your organizations as per long-term needs.

My experience in the role has helped me carry out the following functions in my present job.

• Development and implementation of outreach programs and marketing plans.
• Internal assessment of the available skill sets and using the same for promoting the placements for students.
• Delivery of career counseling, planning, and development plans for specific student needs.
• Independent development and maintenance of a strong network between the institution and the local business community.
• Coordination with staff and alumni association for recruitment drives and conferences.

Given an opportunity, I shall strive hard to add value to your organization.

Looking forward to hearing from you.

Sincerely, [Your Name]

Check out this cover letter sample and understand how education, skills, and experience must be highlighted to enhance your chances of getting hired for the job immediately. Also, you can opt to check out the detailed College Recruiter Resume Sample here to ensure it gets a completely positive response from the recruiters.

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Related Education Cover Letters

Campus Recruiter Cover Letter Examples

A great campus recruiter cover letter can help you stand out from the competition when applying for a job. Be sure to tailor your letter to the specific requirements listed in the job description, and highlight your most relevant or exceptional qualifications. The following campus recruiter cover letter example can give you some ideas on how to write your own letter.

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Cover Letter Example (Text)

Keon Maggiora

(209) 434-7501

[email protected]

Dear Montserrat Amado,

I am writing to express my strong interest in the Campus Recruiter position at Google. Having honed my talent acquisition skills over five rewarding years at Microsoft, I am excited about the opportunity to bring my expertise to Google, an innovative leader that I have always admired for its forward-thinking culture and its commitment to nurturing talent.

At Microsoft, I was instrumental in strategizing and executing campus recruitment initiatives that attracted top-tier candidates from diverse backgrounds. My role required a deep understanding of the competitive landscape in technology talent acquisition, as well as the ability to build strong relationships with university career services, faculty, and student organizations. I am particularly proud of the internship program overhaul I led, which resulted in a 20% increase in full-time job acceptance rates and was recognized as a best practice across the company.

What excites me most about the opportunity at Google is the chance to be part of a team that values innovation not only in technology but also in the approach to attracting and engaging the next generation of Googlers. I am eager to leverage my experience in crafting engaging campus outreach programs, utilizing data-driven recruitment strategies, and fostering a collaborative environment that aligns with Google's commitment to diversity and inclusion.

I am confident that my background in creating and nurturing relationships with potential candidates, combined with my passion for technology and talent development, will allow me to contribute effectively to your team. I am particularly impressed with Google's initiatives focused on expanding opportunities for students in underrepresented communities, and I am motivated to further these efforts through targeted recruitment and personalized engagement strategies.

Thank you for considering my application. I am looking forward to the opportunity to discuss how my experience and vision can align with the goals of Google's campus recruitment team.

Warm regards,

Related Cover Letter Examples

• IT Recruiter
• Technical Recruiter
• Staffing Recruiter
• Admissions Recruiter
• Corporate Recruiter

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5 Recruiter Cover Letter Samples & Writing Tips in 2024

• Recruiter Cover Letter
• Entry-Level Recruiter
• HR Recruiter
• Technical Recruiter
• Senior Recruiter
• Writing Your Recruiter Cover Letter

It might seem ironic for you to have to write a cover letter since recruiters usually read everyone else’s! But now, you’ll have to show how you’re qualified to find top talent.

You’re essential to the success of any company, serving as gatekeepers who develop an eye for the greatest additions to the company team. Recruiters also do their fair share of paperwork like drafting contracts, non-disclosure agreements, and other documents for the employment process.

You’re probably not pumped about writing a cover letter to complement your recruiter resume , but a recruiter needs to demonstrate their  job skills  like any other professional! Fortunately, we’ve assembled five example recruiter cover letters for your inspiration. Coupled with our AI cover letter generator , you’ll be off to a great start.

Recruiter Cover Letter Example

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Copy this text for your Recruiter cover letter!

190 Fictional Court Wilson, NC 27893 (123) 456-7890

February 1, 2023

Angie Irwin TalentCare Hiring Manager 7025 Albert Pick Rd. Greensboro, NC 27409

Dear Ms. Irwin,

Professors warned me in school that I couldn’t take care of everyone. Still, I was determined to help people thrive and began making a difference by applying my problem-solving skills during a recruiting internship at Textron Aviation. I gained familiarity with best practices, cohesive team communication, and creative new sourcing methods using social media channels. TalentCare’s service-first team sounds like the perfect setting to leverage my self-starting creativity to help clients address the whole picture.

My 4 years as a recruiter at BridgeTower Media further improved my skills—better interpersonal engagement and communication at job fairs, more clarity while writing job descriptions, and stronger leadership skills to guide eager junior recruiters and interns. Alongside planting seeds for future recruiters, I hired and onboarded 6 operations managers to empower BridgeTower’s team and increase revenue by 21%.

I also took the self-guided opportunity to learn more about ATS programs and equip myself with the analytical abilities and enthusiasm for learning to help me look beyond the data and evaluate individuals since even a great ATS can’t solve everything. I enjoy recruiting best when I can reach clients directly and partner with them to find optimal solutions. At BridgeTower, I collaborated with the media and advertising teams to create social media ads that spoke directly to our clients’ needs and increased the talent pool by 16%.

I care about clients’ well-being and have the self-motivated management and interpersonal skills to make it count. I would love to use this people-focused outlook to proactively reach clients who view me as the long-term solution as they let me know what they’ll need next. I’d love to meet soon to share more about how my ability to juggle performance objectives and hiring needs can empower TalentCare’s teams—and clients.

Thank you so much for your time and consideration,

Tomas Zepeda

Enclosures: Resume Application IPMA-CP Certification

Why this cover letter works

• Anytime you can show you already embody the qualities listed in the job description, do so! Then, quantify them with examples and metrics to provide credibility in your recruiter cover letter.
•  Dig through the  recruiter job description  and company website for flecks of gold that align with your own experiences, such as a program you’re great with, a soft skill you naturally exemplify, or a goal similar to one you’ve previously met.

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Entry-Level Recruiter Cover Letter Example

Copy this text for your Entry-Level Recruiter cover letter!

123 Fictional Avenue Seattle, WA 98101 (123) 456-7890

November 20, 2023

Abigail Clark Amazon 123 Fictional Lane Seattle, WA 98101

Dear Ms. Clark:

As Amazon seeks a motivated and proactive individual for the entry-level recruiter role, I’m thrilled to apply my skills in LinkedIn and social media recruiting, background screening, and more to impact your talent acquisition strategies. My capacity to multitask and adapt easily to trending recruiting platforms, coupled with my practical experience, positions me to excel in this role.

During my internship at Opti Staffing Group, I harnessed LinkedIn Recruiter and other social media platforms to identify and foster relationships with 50+ potential hires within two months, resulting in a 23% uptick in the company’s talent pool. I leveraged background screening tools like Checkr, enabling me to screen 72 candidates quickly, thus streamlining the onboarding process.

As part of a university project team, I applied my knack for data analysis and reporting to dissect applicant tracking system data utilizing Tableau. This process enlightened us with fresh trends and valuable insights that contributed to devising a more informed and optimized recruitment strategy for a local non-profit organization.

Leveraging a more personal experience, I honed my data analysis and reporting skills while helping manage my family’s HVAC business. Tasked with overseeing customer data, I utilized Excel and Google Sheets to distill our client base’s information, subsequently generating comprehensive reports. Uncovering key trends, like peak service request periods, empowered us to modulate our recruitment needs effectively.

I’m eager to utilize my diversified abilities and experiences to enhance Amazon’s talent acquisition team, effectively supporting the hunt and retention of top-tier talent. I would appreciate the opportunity to discuss how I can best fulfill this role and underpin Amazon’s ongoing triumph. Thank you for considering me as a potential asset to your team.

• Capture that experience like Lila does—detail what skills you applied (in this case, data analysis and reporting), tools you employed (cue Tableau), and the accomplishments and lessons you gathered along the way.

HR Recruiter Cover Letter Example

Copy this text for your HR Recruiter cover letter!

123 Fictional Avenue Denver, CO 80201 (123) 456-7890

Jackson Rodriguez Dish Network 123 Fictional Lane Denver, CO 80201

Dear Mr. Rodriguez:

Championing talent acquisition, fostering talent development, and honing HR technical proficiencies keep me deeply engaged in the rewarding journey of recruitment, from effective candidate sourcing to successful onboarding. Imagine us collaboratively pushing Dish Network’s objective of revolutionizing connectivity, where I utilize my expertise in candidate sourcing, resume screening, and mastery of onboarding systems.

During my tenure as lead recruiter at InnovAge, leveraging my skill in candidate sourcing, I extensively used platforms like LinkedIn Recruiter and Bullhorn. My strategic approach led to a 23% increase in candidate pool quality and directly influenced the acquisition of top talent for 87 unique roles spanning multiple departments.

Previously, as an associate recruiter at LogRhythm, one of my core responsibilities was resume screening. Recognizing candidate potential beyond paperwork, I used a balance of applicant tracking tools and an intuitive understanding of job requirements. This strategy resulted in a more streamlined screening process and significantly improved the quality of hires.

In the same position, I demonstrated my command of onboarding systems to enhance work efficacy. This entailed implementing Greenhouse’s applicant tracking system and DocuSign, which practically revolutionized the onboarding process, shaving off 32% of the time typically consumed.

The dynamic environment at Dish Network resonates with me as I enjoy harnessing data-driven insights to build robust recruitment strategies and cultivate a successful workforce. I’m eager for a deeper discussion on how my skill set can contribute to your team and underpin Dish Network’s progressive vision. Thank you for considering my application.

Hugo Fernandes

• Dedicate a line or two of your HR recruiter cover letter’s experience sections to how you used those software programs to effect improvement in the recruitment phases across different workplaces in your career journey. An example could be how Hugo shaves off 32% of onboarding time using DocuSign.

Technical Recruiter Cover Letter Example

Copy this text for your Technical Recruiter cover letter!

96 Pretend Ave. Lemont, IL 60439 (123) 456-7890

Kenneth Johnson Files.com Hiring Manager 46 Young Court Buckeye, AZ 85326

Dear Mr. Johnson,

Earning my bachelor’s in database administration made me feel accomplished—but alongside my love for technology, I wanted to satisfy my itch for socialization and collaborative problem-solving. There’s nothing like working with a tight-knit group of people within an industry niche to create fresh ways to help elevate the team with new recruits. I’d love to apply my 4 years of experience as a recruiter and challenge-seeker to make Files.com as smart as techies demand but as simple as laypeople want.

As a technical recruiter at Knewton, I dove headfirst into cross-departmental communication, coordinating with 5 department heads to understand their talent needs. Calling upon networking and analysis to integrate post-interview feedback and pinpoint weak spots in the interview funnel, I revamped job descriptions to more effectively attract top talent. This resulted in a 41% improvement in time-to-hire and an effective system that remains in use today.

While documenting employee data and feedback, I couldn’t shake the feeling that there was room for improvement. So, I researched and fine-tuned a new employee benefits package that improved current employees’ satisfaction by 8%—and then I pushed things further by creating and streamlining data management plans inspired by my educational background. These infrastructures optimized employees’ processes and boosted satisfaction by 14%.

I’m eager to use my personability and team-building skills in conjunction with my knowledge of retention timelines, AI, and credential delegation to make the work setting at Files.com even more appealing. My solid industry knowledge and educational background mean I’ll serve as a well-informed, friendly face of the company. Please contact me for details on how I can reach the “unreachable” engineers and provide ridiculously advanced functionality and support.

Enclosures: Resume Application SHRM-CP certification

• Mind the job description’s tone and mirror it while you present your overlapping personal traits and qualifying abilities. It’s not just about the job—it’s also about the interpersonal workplace dynamic.
• If you’re applying as a technical recruiter, researching the company and studying the job ad is imperative. Your selling points lie in your alignment with industry specifics.

Senior Recruiter Cover Letter Example

Copy this text for your Senior Recruiter cover letter!

866 Fairy Tale Street Sacramento, CA 95820 (123) 456-7890

Eloise Kemper Electronic Arts Hiring Manager 209 Redwood Shores Parkway Redwood City, CA 94065

Dear Ms. Kemper:

With 6 years of well-rounded experience as a recruiter—and gamer—plus a background of rapid growth fueled by my finance degree and knack for managing high-volume interview funnels, I would love to use my overarching communication and strategy skills as your senior recruiter to set the roadmap for successful, inclusive hiring. I pride myself on being inquisitive and would love to help Electronic Arts by recruiting top talent to provide games, online services, and worlds with infinite possibilities.

At Stantec, I embedded myself into my client group and my team of 23 cross-departmental executives. The company needed to forecast full-time recruitment needs and adapt its game plan accordingly, as I learned from discovery sessions with our hiring managers. I sought to understand current business goals and distributed job descriptions online, overseeing talent acquisition internally and externally to reach the goalpost of 9 new full-time hires.

This in-depth experience working with hiring managers and learning about all aspects of the interview funnel has granted me a strong ability to lead the entire recruitment process. I communicate effectively to guide candidates smoothly through the hiring process, adapting advice and updates to optimize their experiences as individuals. For example, at Stantec, I analyzed each client interaction for hints and improved online messaging and hiring strategies, increasing the message-to-interview rate by 11% and expediting time-to-hire by 23%.

My recruiting journey has shown me that new strategies are vital in inspiring not only my team but other people around the world. I would love to offer my creative, energetic, and responsive approach as a senior recruiter to develop a plan to help Electronic Arts acquire top talent through multiple channels. Thanks for considering me for the role, and I’d love to answer any questions about how I can creatively meet complex hiring needs to level up your team with bright-eyed new recruits.

Kimberly Sanders

Enclosures: Resume Application 2 Letters of Recommendation SHRM-SCP certification

• This letter establishes personal connections before presenting the hard qualifications necessary to land a senior role. There’s much to condense, so choose your words wisely!
• Picking which details to include in your senior recruiter cover letter can be intimidating since your professional history is undoubtedly extensive. The key is to research the company and examine the job description for specific needs you can fulfill.    

Is Your Recruiter Resume Ready to Wow?

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Beat the Competition with Your Recruiter Cover Letter

Now that you’ve looked at three recruiter cover letter samples, let’s get into some of the broader themes that make them great: Customize your cover letter to the particular job and company, go in-depth with your biggest couple of achievements, and polish your tone.

Step 1: Knowledge is power

Oh, how many generic letters get tossed aside with a sigh. But you want yours to dazzle, and the quickest means to that end is tailoring your cover letter to the  recruiter job listing . Your cover letter shouldn’t read like it could apply to any recruiter position: You want the company to know that you want to work for  them .

A great start is taking some notes while combing through the job description. Jot down anything you find that makes you think, “That’s me!” so that you’ll have a handy list to refer to once you start writing your first draft. Look for specific needs you can fill. Also, research the company—especially its mission statement—so you can show you’re a great fit in that area.

Step 2: Leverage your success

Many people jump into writing their cover letters, only to wind up repeating what they’ve written in their resume—but your potential employer has already skimmed it in bullet-point form.

Instead of repeating your resume’s bullet points, go beyond them to explain why they matter. For good measure, revisit Step 1 to pick the accomplishments most relevant to where you’re applying.

Your recruiter cover letter should explain how one or two accomplishments benefitted your previous company.

• Your resume might mention that you onboarded 5 employees—but how did that increase revenue? 
• Did your work impact retention rates, showing that you improved the work environment? 
• Did you lead an impressive workplace strategy overhaul that left employees quantifiably happier in their positions?

Make sure you shine a spotlight on these sorts of accomplishments!

Step 3: Presentation is key

Imagine you’re conducting an interview with someone to help place them in a job role, and they have good experience and qualifications—but when they talk about themselves, they sound like they don’t even care.

What you say is important, but  so is  how  you say it . The tone and overall message of your recruiter cover letter are well worth the time it takes to refine them.

Not to sound like a broken record—but, once again, referring to the company website and job description will help you. Does the company come across as corporate and formal? Or is it more laid-back, emphasizing employee familiarity and a creative work environment? Company culture is your key to nailing the right tone.

What you say is important, but  so is  how  you say it .

Ensure your overall message is ideal, too—even if that means switching out an accomplishment that isn’t as relevant as you first thought. Your letter should be no more than a page and should send the message that you already know the company’s job role and exactly how you’ll fit in. Don’t skimp on proofreading, editing, revising, and rewriting to get this right.

A Simple Outline for Your Recruiter Cover Letter

It’s time for you to take a crack at writing your recruiter cover letter, so keep those last three tips in mind as you think about each section. You may or may not have found a  resume outline  helpful, but chances are, a cover letter outline will really help yours take shape. 

How to start a recruiter cover letter

Your contact info:  Include your name, address, phone number, and email address (along with your LinkedIn or other professional social media) if you’re using a cover letter template.

• Formatting : Leave your name out of your address if you’re using a block format.

Date:  This should reflect the exact submission date of your application materials.

February 3, 2023

• Formatting : The date should reflect the submission date of your application materials.

Inside address:  The inside address is just the address where you’re sending your cover letter! Make sure you research and use the person’s real name and company role, shunning generic phrases like “Dear Sir or Madam.”

Eloise Kemper Electronic Arts Hiring Manager 209 Redwood Shores Parkway  Redwood City, CA 94065

• Formatting : Each part of the address should be on a fresh line. Double-space between the inside address and greeting—it looks much nicer!

Greeting:  Your greeting, or salutation, is crucial in making the right first impression. Always   do your homework and find out the name of the person you’re writing to (hint: LinkedIn will help ya!).

Dear Ms. Irwin, Dear Ms. Kemper:

• Formatting : Colons are more formal, so you’ll usually default to these. However, if the company culture is more friendly and casual, you can use a comma to reflect that.

How to write your recruiter cover letter

Body:  Your cover letter’s body should include 3-4 paragraphs that show your interest in the recruiter position, your credentials that make you the ideal hire, and your excitement for future contact.

• Formatting : Keep text single-spaced within body text but double-spaced between paragraphs.

Opening paragraph:  Many cover letters run together with nothing that makes them stand out. Make sure yours isn’t one of them by putting in the effort to make it unique to the job position and company!

I love video games. Especially arena games. And I’ve worked as a recruiter for other companies before, so I’d fit in well with you guys.

Why It’s Bad:  While leading with a personal connection is good, this applicant over-stresses the gamer aspect at the expense of their qualifications—where are those? Also, the company culture is laid-back, but this tone takes informality too far.

With 6 years of well-rounded experience as a recruiter—and gamer—plus a background of rapid growth fueled by my finance degree and knack for managing high-volume interview funnels, I would love to use my overarching communication and strategy skills as your senior recruiter to set the roadmap for successful, inclusive hiring. I pride myself on being inquisitive and would love to help Electronic Arts by recruiting top talent to provide games, online services, and worlds with infinite possibilities. 

Why It’s Good:  This applicant has a lot of info to cover in a limited space for a senior role! They make a quick mention of their gaming connection and then move on to the skills that qualify them for the job, wrapping up with a direct reference to the company’s mission statement. Perfect! 

Paragraphs 2-3:  Now’s the time to show that your opening paragraph wasn’t full of empty claims! Use this space to provide examples of your best accomplishments, keeping each section focused on a single achievement.

You don’t have much room, so stick to that one time you drastically improved time-to-hire or that prestigious strategy overhaul you led multiple departments through.

While documenting employee data and feedback, I couldn’t shake the feeling that there was room for improvement. So, I researched and fine-tuned a new employee benefits package that improved current employees’ satisfaction by 8%—and then I pushed things further by creating and streamlining data management plans inspired by my educational background. These infrastructures optimized employees’ processes and boosted satisfaction rates by 14%. 

Why It’s Good:  Taking the opportunity to demonstrate growth within your career is smart! This one’s a winner for highlighting various skills and two metrics that come together to further the same core goal, maintaining the paragraph’s focus while demonstrating ambition and versatility.

Closing paragraph:  It’s time for your grand finale! Summarize how your qualifications and values align with the needs specified in the job listing and the company’s vision statement. Finally, provide a call to action that blends seamlessly with the rest of your paragraph and invites further communication.

Can’t wait to work for your company. Helping people find their ideal jobs sounds good, and I’m qualified to help them navigate. Contact me for more info if needed.

Why It’s Bad:  The choppy sentence structure is informal, abrupt, and disinterested. We also see a lack of detail and an indifferent call to action.

I care about clients’ well-being and have the self-motivated management and interpersonal skills to make it count. I would love to use this people-focused outlook to proactively reach clients who view me as the long-term solution as they let me know what they’ll need next. I’d love to meet soon to share more about how my ability to juggle performance objectives and hiring needs can empower TalentCare’s teams—and clients. 

Why It’s Good:  The enthusiasm here is genuine. This applicant feels passionate about the recruiter job role and is eager to use their position to help others, which the company values. Additionally, the references to the job description’s wording and the warm call to action reinforce compatibility.

How to end a recruiter cover letter

Signature:  If you didn’t thank the reader for their time in your closing paragraph, then there’s no time like the present! Once you say “thank you,” sign off with your real name.

Thank you so much for your time and consideration, 

• Formatting :  If you’re presenting hard copies of your recruiter cover letter, quadruple space in order to sign your name by hand in blue/black ink.

Enclosure(s):  This part of your cover letter is important since it signals that there’s more to your application package! For example, a recruiter would include their job resume and any needed certifications.

Enclosures: Resume Application IPMA-CP certificate 

• Formatting : Make sure you use the proper singular or plural form of “enclosure,” depending on how many items you’re enclosing.

Secure Your Next Recruiter Role with a Resume That Wins

You’re so close—congratulations on investing in your cover letter! But before you call it a day, it’s essential to take this opportunity to write or  review your resume  and cover letter to ensure that your entire application package is thoughtfully put together, polished, and impressive.

Pro tip: It’s actually easier to write your cover letter once you’ve completed (or at least drafted) your resume! When you  build a resume , you get to see all your bullet-point accomplishments laid out in one place so that you can pick out the finest achievements to address in more depth.

And don’t worry if you’re not sure where to start. We have a treasure trove of versatile  resume templates  you can use to start writing your own, including this one here. 

Technical Recruiter Resume

Need a resume to pair with your technical recruiter cover letter?

We want to make it as easy as possible for you to get your next recruiting role as you use our resources and tools. We’re rooting for you every step of the way, so you can get to finding and retaining the best talent at your next dream job.

While what you write in your cover letter should be customized for each job, using a template can be extremely helpful to speed up the process and present a consistent, professional look for each one. Think about how you were probably impressed when prospective employees you were recruiting handed in cover letters that were well laid out. It’ll help you stand out to hiring managers and show you know how to approach hiring when making those key decisions yourself.

Standing out as a recruiter can feel like a tough task. After all, the other applicants are also very knowledgeable in the hiring process, just like you are. A great way to stand out is by using key metrics from your achievements and being very specific to the needs of each role you apply to. For instance, if the company wants to reduce turnover after hirings, you could explain how improving recruiter job descriptions in your last position helped boost candidate satisfaction rates post-hiring by 58%.

Your cover letter shouldn’t be longer than one page. Think about how many applicants you’ve generated during recruiting. It can be tough to manage all the information about each candidate, so concisely focusing on key abilities like social media recruiting and job boards will help those primary skills grab attention.

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Student Recruiter Cover Letter Example

Writing a cover letter for a student recruiter role can be an exciting process. It is a great opportunity to show off your skills and demonstrate why you are a great fit for the position. To help make this process easier, this guide will provide key tips on how to write a powerful cover letter for a student recruiter role, along with an example of a cover letter for reference. With this guide, you will be well-equipped to create a compelling cover letter to capture the attention of the hiring manager.

If you didn’t find what you were looking for, be sure to check out our complete library of cover letter examples .

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Student Recruiter Cover Letter Sample

Dear [Recruiter Name],

I am writing to apply for the position of Student Recruiter with [Company Name]. With my background in sales, relationship- building, and customer service, I am confident I will make a valuable contribution to your team.

Having recently graduated from [University Name], I have gained a deep understanding of the challenges that students face when seeking higher education. As a Student Recruiter, I will leverage my expertise in relationship- building to create meaningful connections with students and support them in their educational journey.

I have a proven track record of success in sales and customer service roles, having worked in these positions for the past [number] years. My ability to effectively communicate with customers, build rapport, and explain complex concepts in easy- to- understand terms have been integral to my success in these roles. Additionally, I am well- versed in using technology to research and analyze customer data and develop marketing strategies.

I am excited about the opportunity to join [Company Name] as a Student Recruiter. I am confident my sales and customer service experience, combined with my knowledge and understanding of the educational system, would make me an excellent addition to your team.

Thank you for your time and consideration. I look forward to discussing my qualifications in further detail.

Sincerely, [Your Name]

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What should a Student Recruiter cover letter include?

A student recruiter cover letter should include information about the applicant’s qualifications and experience as a student recruiter, as well as how they can be an asset to the organization they are applying to. The cover letter should detail the applicant’s skills related to recruitment, such as how they can find qualified students to fill vacant positions. It should also include a clear explanation of the applicant’s ability to manage the recruitment process, from sourcing candidates to interviewing and onboarding. Furthermore, the letter should give an overview of the applicant’s prior successes as a recruiter, if applicable. Finally, the cover letter should demonstrate the applicant’s interest in and enthusiasm for the role.

Student Recruiter Cover Letter Writing Tips

Writing a cover letter as a student recruiter can be a daunting task, especially if you haven’t done it before. Here are some tips to help you write an effective cover letter:

• Start with a strong introduction that captures the reader’s attention.
• Explain why you are applying for the position and what makes you a strong candidate for it.
• Highlight your academic achievements, internships and volunteer experience that show you have the necessary skills and experience for the job.
• Show your enthusiasm for the position and the company.
• Express your interest in meeting with the hiring manager to discuss the job opportunity.
• Make sure to include your contact information so that you can be contacted for an interview.
• End the letter with a strong close that encourages the reader to take the next step.

These tips will help make sure your cover letter stands out and shows you in the best light possible. Good luck with your application!

Common mistakes to avoid when writing Student Recruiter Cover letter

Writing a cover letter is one of the most important first steps to take when applying for a student recruiter job. Your cover letter is your chance to make a strong impression on potential employers, so it’s important to make sure it’s well- crafted and tailored to the position you’re applying for. To help you make the most of your student recruiter cover letter, here are some common mistakes to avoid:

• Not tailoring the letter to the specific job: It’s important to make sure your cover letter is tailored to the specific job you’re applying for. This means researching the company, job description, and listing the relevant skills and qualifications you bring.
• Not doing enough research: As mentioned above, it’s important to research the company and job you’re applying for. This helps you understand what the employer is looking for, and gives you information to use in your cover letter.
• Not emphasizing relevant experience: Student recruiters need to have the right combination of skills and experience in order to be successful. Make sure to emphasize the relevant experience you have and how it will help you excel in the role.
• Not providing examples of your work: A great way to show potential employers that you’re serious about the job is to provide examples of your work. If you have any relevant case studies or projects, make sure to include these in your cover letter.
• Not proofreading: You don’t want to give potential employers the impression that you don’t pay attention to detail. Make sure to proofread your cover letter and have a friend or family member take a look before submitting it.

By avoiding these common mistakes when writing your student recruiter cover letter, you’ll be more likely to make a great first impression and get your application noticed. Good luck!

Key takeaways

A Student Recruiter cover letter is a document that accompanies your resume when applying for jobs in the recruitment field. It is an invaluable tool to highlight your skills and experience, and set yourself apart from other applicants. Here are some key takeaways for writing an impressive Student Recruiter cover letter:

• Showcase your knowledge of the recruitment field: Your cover letter should highlight your knowledge of the recruitment field, and how that knowledge can benefit the company. Describe any relevant experience you have, such as organizing events, running job fairs, or managing recruitment campaigns.
• Demonstrate your organizational skills: A Student Recruiter needs to be organized and efficient. Showcase your ability to manage multiple tasks at once, and your proficiency in scheduling and coordinating events.
• Highlight your communication skills: In the recruitment field, communication skills are key. Demonstrate your ability to communicate with clients, candidates, and staff by describing a time when you successfully navigated a complex situation.
• Showcase your research skills: A Student Recruiter needs to stay up- to- date on the latest trends in the recruitment field. Highlight your research skills by describing a time when you found a unique way to source talent or a successful tactic you implemented in a recruitment campaign.
• Mention any relevant certifications: If you have any relevant certifications or qualifications, make sure to mention them in your cover letter. Certifications can help demonstrate your expertise in the field and make you a more attractive candidate.

By following these key takeaways, you can create a standout cover letter for Student Recruiter positions. Showcase your expertise and demonstrate why you are the perfect candidate for the job.

Frequently Asked Questions

Regardless of whether you have experience or not, crafting a compelling cover letter for an Student Recruiter job can be a challenge. You need to be able to show the employer that you have the skills, experience and passion for the job. Here are some tips for writing a cover letter for an Student Recruiter job that stands out:

1. How do I write a cover letter for an Student Recruiter job with no experience?

If you’re applying for a Student Recruiter job with no experience, you want to emphasize your enthusiasm for the role and your commitment to learning and growing. You should also highlight any internship or volunteer experience you may have in student services or recruitment. Be sure to mention any specific projects or initiatives you were involved in and how they could be applicable to the Student Recruiter position you’re applying for.

2. How do I write a cover letter for an Student Recruiter job experience?

If you have experience in Student Recruiting, you want to focus on your accomplishments and accomplishments. Demonstrate your ability to recruit and motivate students, as well as your ability to troubleshoot and problem- solve in unique student situations. Describe how your experience has equipped you with the skills and knowledge necessary to be successful in the Student Recruiter role.

3. How can I highlight my accomplishments in Student Recruiter cover letter?

Highlighting your accomplishments in a Student Recruiter cover letter is key. Make sure you list any awards or certifications you have received that are related to the role. Additionally, you should provide examples of successes you have achieved in previous positions and describe how those successes could be applied to the Student Recruiter role.

4. What is a good cover letter for an Student Recruiter?

A good cover letter for an Student Recruiter should be concise, professional and tailored to the role you’re applying for. Be sure to focus on the skills, experience and qualifications you have that align with the job description. Additionally, provide examples of successes you have achieved and how they could be applied to the position. Finally, make sure to emphasize your enthusiasm for the job and your commitment to learning and growing in the role.

In addition to this, be sure to check out our cover letter templates , cover letter formats ,  cover letter examples ,  job description , and  career advice  pages for more helpful tips and advice.

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Sample Cover Letters for Higher Education Communications

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Cover Letter Template

Cover letter examples.

Customizing your  cover letter  is a highly important part of an effective job application. By customizing your cover letter, you'll provide employers with all the reasons to hire you. 

The end result is far more persuasive than a cookie-cutter cover letter where all you do is swap out the company name and hiring managers. When you take the time to create a customized letter, it shows—and it can lead to good results. 

If you're looking for jobs in higher education communications, take a look at some advice on what to include in your letter and tips for writing it. Plus, you can review an example of a cover letter targeted for a  job in the higher education industry , in the field of communications. 

What to Include in Your Cover Letter 

In every cover letter, regardless of industry, there are certain elements that must be included, such as:

• A salutation:  Start off your letter with an appropriate greeting. Do your best to find out the name of the hiring manager, and address the letter to this person. 
• Why you're writing:  Traditionally, the opening paragraph of the letter will share why you're writing and where you saw the job listing. If someone referred you, mention it here! 
• Your  qualifications :  This is the heart of a cover letter. You want to explain your work history and qualifications. But don't simply duplicate your resume. The goal is to call out elements that will be of particular interest for this specific role. 
• End the letter appropriately:  Include an appropriate sign-off and signature. 

You'll need to format your cover letter slightly differently if it's an email, but most elements remain precisely the same. 

Tips for Writing a Cover Letter 

Do some research:  Before you jump into writing your cover letter, you'll want to do some research. Knowing the higher education institute's values and goals will help you know which points to emphasize. Even small things, like the size of the college or university, make a difference. The communication needs of a small-town college are different than those of a world-renowned research institution. 

Match your skills to the job description:  You should also take a very close look at the job description in the job ad, and match it to your credentials. Pay attention to the responsibilities and skills that are called for. Then, think through your own work history, looking for examples of times when you've used these skills or done similar tasks. For example, if the job description is looking for a strong writer, you can mention that in your last role, you wrote five press releases a month, and were able to garner coverage based on 70% of the press releases that were distributed. 

Call out accomplishments:  In your cover letter, highlight any major achievements you've made in previous roles. This is more powerful than simply listing the day-to-day tasks you've performed in the past. 

This is an example of a cover letter for a higher education position . Download the higher education cover letter template (compatible with Google Docs and Word Online) or see below for more examples.

Cover Letter Example - Higher Education / Communications (Text Version)

Alexandria Applicant 123 Main Street Anytown, CA 12345 555-555-5555 alexandria.applicant@email.com

February 15, 2021

Jon Lee Director, Human Resources University of North Florida 123 Business Rd. Business City, NY 54321

Dear Mr. Lee,

As an experienced communications professional, I'm very interested in the position of Associate Vice President of University Campaign Communications at the University of North Florida.

I have a proven track record in a majority of the competencies you're seeking, especially in strategically communicating institutional priorities. I believe I would be the ideal candidate for this role, as my experience and my skills align with the role outlined in the job description.

Here are a few highlights of my candidacy:

• Twelve years. experience developing and implementing internal and external communications for ABCD Energy/Electric and ABCD Corporation.
• Handling a wide range of creative services, collaborating with and supervising creative services staff and vendors to produce marketing and other print communications, as well as online communications and video projects.
• Exceptional writing and editing skills honed over the past 13 years in public relations and corporate communications; from press releases to newsletters to video scripts to websites and intranet publications.
• Providing communications counsel and expertise to executives and managers for issues management, benefits communications, and employee relations.

As a recent transplant to Miami, I still own a home in Tampa and would love to put my skills to work back in Tampa.

Please let me know if I can answer any questions or provide any work samples.

Signature (hard copy letter)

Alexandria Applicant

Cover Letter for a College Communications Position

Thomas Applicant 123 Main Street Anytown, CA 12345 555-555-5555 thomas.applicant@email.com

September 15, 2021

Anthony Lau Director, Human Resources Acme College 123 Business Rd. Business City, NY 54321

Dear Mr. Lau, 

I am writing to indicate my interest in the position of Assistant Director of Campaign Communications. I'm a passionate supporter of our current campaign, and a fully-engaged member of the College community.

For many years, I've had a long and happy affiliation with this College, as an employee, parent (Marie 'XX), student, and Alumni Board member. My current position as Administrative Coordinator in the English Department has allowed close collaboration with my Chair, student majors, and 40-plus faculty, as well as many different offices and departments. It's been a joy to work in the English Department, though, and I'm eager to use my talents in greater contribution to the College.

The position of Director of Campaign Communications provides a wonderful opportunity for the College to engage one of its most enthusiastic community members in promotion of its important message. It is a position where my interpersonal and organizational skills, and experience with so many college constituencies, could be put to very productive and successful use.

Speaking to position qualifications, concentrations in literature and writing in both my undergraduate and graduate programs here have allowed me to become a skilled writer. I look forward to incorporating the technologies I've used in the past, and I am very excited to work with new systems. Organization is vital when balancing multiple projects and demands, and the ability to organize well has made my experience in the English Department much more rewarding.

Perhaps the greatest asset I offer is the ability to work with many personalities and groups of people, and I realize just how valuable that is when working with College constituencies, on committees, and in my work with our Alumni Board.

I can think of no better way to honor the riches of my education and work history than sharing the important message of this campaign. I appreciate your considering my application. Please review the attached resume. I look forward to hearing from you.

Thomas Applicant

Cover Letter Example - Director of Communications

Timothy Applicant 123 Main Street Anytown, CA 12345 555-555-5555 timothy.applicant@email.com

Julia Rodriguez Director, Human Resources American Organization 123 Business Rd. Business City, NY 54321

Dear Mrs. Rodriguez,

As an experienced communications professional, I'm very interested in the American Organization's Director of Communications position.

I have a proven track record in almost all of the competencies you're seeking. Here are a few highlights:

• Handled a wide range of creative services, collaborating with creative services peers, subordinates and vendors to produce marketing and other print communications, as well online communications and video projects.
• Exceptional writing and editing skills honed over the past 13 years in public relations and corporate communications; from press releases to newsletters to video scripts to websites and yes, guest columns.
• Developing and implementing communications strategies for reaching employees and other stakeholders.

In my current role at Company A, I've worked closely with nonprofits while administering our corporate marine conservation donation program. This is the most rewarding part of my job, helping connect worthy organizations with funding.

I will call in one week to follow-up and find out if I can answer any questions or provide any work samples.

Timothy Applicant

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Resumes & Cover Letters

Creating a dynamic resume and cover letter can set you on the right path in acquiring your dream job. Learn how to create documents that will make you stand out to potential employers.

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Resume Writing Tips

What is a resume

What is a Resume?

Your resume is a concise summary of your qualifications that relate to the position for which you are applying. It serves as an advertisement of what you have to offer and creates a prospective employer’s first impression of you. Employers screen resumes in between 2.5 and 10 seconds, so your resume should quickly capture the reader’s interest.  A resume distills to one page all of your education, training, leadership, and work experience in relationship to your potential value to an employer or an opportunity.

Brainstorm a list of experiences and skills that you might want to include in a resume. Consider your academic background, paid and volunteer work or internships, research projects, awards, and special skills. Once you have compiled your list, you can start organizing this information to the position or industry that you are targeting.

Gathering Career Information

After you have completed your personal inventory and have developed your career goals, you will then want to research these career areas and those employers that are active in them. For each potential position you need to know the qualifications, duties, and skills required for the job, and any special talents or personal characteristics sought by the employer.

Organizing Your Resume

Your name, address, telephone number, and email address are centered at the top of the page or placed to one side. Do not use headings such as "name," "telephone," "resume." This information is self-evident and the headings are unnecessary.

If you state a career objective, it should be brief, concise and address the current job only, not future career plans. This category should be used only when your job objective is clear or definite.

Your educational history should be placed near or at the top of the page if it is your most important qualification. Under this heading include the names of schools, degrees, major, minor or concentration and dates received or expected graduation.

These areas can be titled "Work Experience," or "Professional Experience,”  “Volunteer Experience,”  Internship Experience" or "Related Experience.” In describing your work experience, use action words which will show your strengths and skills.

This category can include club and professional memberships, awards, honors, volunteer experience, and community service.

Skills included should be hard skills, technical experience, or knowledge of another language. Academic or work accomplishments can be included.

Choosing a Format

There is no single prescribed resume format but the two basic styles of resumes are chronological and functional. Some resumes use features of both and are called combination resumes. 

• This is the most widely used and familiar format. The experience section is listed in chronological order, starting with your most recent experience. It is most effective when the job target is in line with your experience and academic background.
• If your most relevant experience for a particular career field was not your most recent, it can be featured by creating two "experience" sections. These can be called "Related Experience" and "Other Work Experience." By separating the information into two categories, you can maintain a chronological format while emphasizing your most pertinent skills.
• The functional resume highlights skills and accomplishments and de-emphasizes specific job titles, organizations, and dates of employment. Functional resumes are appropriate if you have held a number of unrelated jobs, the position that you are seeking is outside the academic field, or there are significant gaps in your work history.

General Resume Guidelines

• Font : Use an easy-to-read font such as Times New Roman, Arial, Calibri, Cambria, or Garamond.
• Size : Stay between 10 pt. and 12 pt. Your name can be larger than 12 pt.
• Margins   : 0 .5-1” margins all around
• Must be well-organized, neat, and concise.
• Proofread to make sure grammar, punctuation, and spelling are flawless.
• Use "bulleted" statements rather than complete sentences where appropriate.
• Use quantities, amounts, dollar values where they enhance the description of what you did.
• Do not use "I".
• Do not include hobbies, avocational, or social interests.
• Put the strongest statements or qualifications at the top.

Common Mistakes in a Resume

• Spelling Mistakes -   Be sure that there are no spelling errors, poor word choice, or misuse of language.
• Repetitive Words   -   Do not use the same action verb repeatedly to describe your work experience.   List of action verbs
• Leaving Out Dates-   It might seem like you are trying to hide certain information.
• Just having One Version   -   Tailor your résumé for each job for which you are applying.
• No Cover Letter-   A cover letter should be sent out with every résumé.
• Unprofessional Email Address   - Use a professional address such as your school email or email that only includes your first and last name.
• Cluttered Information - Filter out information that might seem irrelevant to the position.
• Including Personal Information   -   Personal information, like age, gender, and head shot should not be included on your résumé (unless you are a performing arts student).
• Using Abbreviations or Contractions   - Be sure to omit abbreviations or contractions in your words or sentences.

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It is easy to use, with examples specified to majors and fields of study. The Titan Resume Builder allows you to build, manage, and control multiple resumes.

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If you need assistance with any aspect of this service, please contact the Career Center at   [email protected] .

Cover Letter Tips

An effective cover letter is just as important as an effective resume. The cover letter accompanies the resume - it is the piece of paper that the prospective employer sees first. You should write a cover letter even if the employer/recruiter does not require one.

The cover letter is an opportunity to:

• Direct the resume to a specific person.
• Describe briefly what you know about the job and employer.
• Provide key qualifications that relate to the specific position for which you are applying.

Pain Free Cover Letter  pdf file PDF file type   - A Step-by-Step Guide

Utilize   grammarly@edu,  a free CSUF student resource, to help with your grammar and  writing style for your cover letter. 

Writing a Cover Letter

Part 1: "Make the Match" - A Brief Introduction Statement

If you have been referred by someone known to the company, (an employee, alumnus, a professor, etc.) use that person's name in your opening paragraph, and indicate why the contact referred you to that particular company or position opening. If you do not have a personal referral, the introduction should include why you are writing, much like an objective or profile summary on a resume.

Part 2: "Make the Case" - Why Should They Hire You?

This section of the cover letter is where you build an argument for why you should be hired by highlighting your key strengths and skills. Do not repeat the content of your resume, but point to the skills and experience in your resume that relate to the position. You can provide examples and details that support your qualifications. If you are able to make a compelling case for your candidacy in this section, the employer will look at your resume for confirmation of your claims.

Part 3: "Make the Close" - Finish Strong

The last section "closes" the letter by recapping what you have to offer and how you are a fit for the position. It suggest that the reader look at your resume, give it positive consideration, and schedule you for an interview. Also, state what your own next action will be.

Follow-Up & Thank You letters

• An appropriate way to maintain contact with the interviewer. These letters should be brief and should express your appreciation for the interview and confirm your interest in the company.
• Send a thank you letter for every contact. It can be an email or a handwritten letter.
• Write it on the same day as the interview if possible.
• Be personal, specific, and genuine in your thanks.
• Correct any significant misunderstanding you may have realized after the interview.
• There are different ways to decline an offer, depending on the history of your contact with the employer or recruiter. If the offer comes in an email or a voice mail message, your best option would be to respond promptly. It is important that you display your professionalism throughout all stages of the job search, even if you are not interested in the job.

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• Government efficiency, transparency and accountability

Civil Service Pay Remit Guidance 2024 to 2025

• Cabinet Office

Published 29 July 2024

© Crown copyright 2024

This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: [email protected] .

Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned.

This publication is available at https://www.gov.uk/government/publications/civil-service-pay-remit-guidance-2024-to-2025/civil-service-pay-remit-guidance-2024-to-2025

1. Scope and Purpose of the Pay Remit Guidance 

This guidance covers pay setting arrangements for civil servants throughout the Civil Service, including departments, non-ministerial departments and agencies, as well as for public sector workers in non-departmental public bodies [footnote 1] and other arm’s length bodies. [footnote 2]  

• Where reference is made to departments it also includes those organisations which are not government departments but are in scope of the Pay Remit Guidance.
• Where reference is made to civil servants, it also includes references to other workers employed in organisations covered by this guidance. 

The guidance provides a framework within which all departments will set pay for 2024/25 and for departmental pay strategies and pay reporting. This guidance does not apply to departments which are already in approved arrangements outside of the Pay Remit Guidance, including those for which multi-year deals extending into the 2024/25 pay year have been agreed. A glossary of terms used in the guidance can be found in Section 7.

2. Key factors determining the 2024/2025 pay remit

2.1 introduction , context and 2024/2025 headline figure.

This year, departments are able to make average pay awards up to 5%.

This 2024/25 pay remit year is the last of a three year spending settlement for departments. It is critical that departments consider which priorities are best addressed in the final year of the current Spending Review, and how these relate to and facilitate longer-term objectives and wider workforce priorities without limiting options under the next Spending Review. This year, departments have flexibility to target their pay awards in a way which best suits their needs. This will enable departments (and other organisations covered by its scope) to provide their workforces with a significant consolidated increase, whilst also providing flexibility to address pay anomalies or wider workforce issues, such as recruitment and retention challenges. Departments should have particular regard to such issues as addressing pay compression due to National Living Wage (NLW) increases.

Departments must ensure that pay awards are affordable within their current spending settlements. Departments should be aware of the need to balance other budgetary pressures with consideration of the wider economy and the Government’s macroeconomic framework.

The percentage increase will refer to overall average pay awards within the department.  Individuals may receive a higher or lower award, as it is for departments to decide how to target their pay award based on their own workforce and business needs, and the criteria as set out above.

Increase in Remuneration Costs (IRC)

Organisations are reminded that all elements which increase paybill cost must be included in the calculation of a pay award, except employer National Insurance contributions and employer pension contributions. The following must be included:

• Re-valorisation of paybands
• any remaining historic progression increments
• introduction of new allowances
• increases to existing allowances
• cost of increases in the non-consolidated performance pot above its existing proportion of total paybill
• non-consolidated payments (except for payments related to performance from the non-consolidated performance pot)
• buy-out of allowances or non-pay entitlements
• incentive payments relating to the implementation of pay reforms
• cost associated with changes in non-pay benefits/rewards (e.g. increasing annual/sick/maternity/paternity/parental leave entitlements, introducing long service or non pay recognition awards)
• increases arising from pay restructuring (e.g. associated with Machinery of Government changes or repositioning staff within the pay range)

salary sacrifice schemes [footnote 3]

Exceptions to Increase in Remuneration Costs

• Buying and selling annual leave schemes - where increased costs associated with the scheme will be offset against additional productivity.
• Costs associated with employee benefits from cross-government benefits framework - costs associated with employee benefits from the cross-government benefits framework or a departmental benefits framework 
• Carers leave - From 1 April 2024, the cost of introducing the legislative requirement of one week unpaid leave for care provision

As set out above, if a department makes any changes to elements of their paybill this forms part of their total paybill. If that presents an increase in remuneration costs (IRC) for the remit year above the controls set out in this guidance, i.e. 5%, then further approval is required from Cabinet Office and HM Treasury Ministers.

Departments should contact the Cabinet Office for advice if they are unsure whether any changes they are considering would present an IRC.

Cabinet Office and HM Treasury will consider requests from departments for pay flexibility proposals in very exceptional circumstances, and where they meet the requirements set out in Section 3. Departments are encouraged to discuss any potential business case with the Cabinet Office at the earliest opportunity and before starting detailed work on any pay flexibility business case, in the first instance at [email protected] . The deadline to submit a case for the 2024/25 remit year is no later than 31 October 2024.

Pay remits can only be reopened in exceptional cases once the relevant Secretary of State has approved them. For example, organisations may be able to make an award within remit whilst awaiting the outcome of a pay flexibility case. Organisations must seek approval from the Cabinet Office and HM Treasury prior to implementing an interim award.

2.2 National Minimum Wage & National Living Wage

From 1 April 2024, departments must ensure that they apply the legislative increase to the National Living Wage (NLW) and National Minimum Wage (NMW). The cost of raising individuals to the new rates can be met outside departments’ pay remit.

2.3 Holiday Pay 

Employees (including specific arrangements for irregular hours and part-year workers) are entitled to holiday, paid at a rate which reflects their normal earnings, so that they do not see a reduction in earnings when on annual leave. This calculation may include regular overtime, including using the statutory 52 week reference point for the calculation, and organisations should ensure that they are fully compliant with their legal obligations.

Increases in remuneration made specifically to fulfil the legal obligation to include payments such as regularly worked overtime in statutory holiday calculations should be considered outside of the headline pay awards, providing that the increases are made only to the extent that they fulfil the legal requirements.

If a department wishes to clarify the position on Holiday Pay, and further advice is required, they should contact the Cabinet Office using the contact details in Section 6. Any element of such payments from departments that exceeds the required legal obligation should expect to seek explicit HM Treasury consent, before the payment is made, as per the processes detailed in Managing Public Money .

2.4 Carer’s Leave

The Carer’s Leave Act 2023, which came into effect on 6 April 2024 and entitles employees to take 1 week unpaid leave every 12 months as a non-pay benefit to help a dependent who needs long-term care. The cost of implementing unpaid carers leave can be met outside departments’ pay remit.

2.5 Performance-Related Pay Awards

Non-consolidated performance pay will continue to be managed, as in previous years, within each department’s non-consolidated performance pay ‘pot’ calculated as a fixed percentage of paybill. Public sector organisations are encouraged to target their funds to ensure there are enough staff to deliver vital public services. In exceptional circumstances and with the agreement of HM Treasury and the Cabinet Office, departments have the option of transferring money between their consolidated and non-consolidated pots as set out below in Section 3.2.

Requests to increase the size of the non-consolidated performance pay ‘pot, permanently or temporarily, will only be considered in exceptional circumstances. Consideration of this change will be dependent on factors including the current size of a department’s non-consolidated performance pay ‘pot’ and the proposed increase, as well as the justification for change. If an organisation’s non-consolidated ‘pot’ has been previously reduced to fund higher consolidated pay, further requests will not be considered.

2.6 Recyclable Savings 

Employer National Insurance and pension contributions saved as a result of salary sacrifice schemes, where such schemes are permitted by HMT, are recyclable savings and can offset against the IRC of a 2024/25 pay award.

3. Pay Flexibility

The Government wants to ensure that it is attracting the best and brightest to work for the Civil Service, and rewarding hard working staff fairly. It is important that pay awards ensure sustainability of public finances, deliver value for money for the taxpayer and consider economic conditions. Departments should also consider how their long-term pay strategy delivers on workforce priorities and efficiencies. Since 2017/18, the Pay Remit Guidance has permitted departments to submit a pay flexibility business case to HM Treasury and Cabinet Office ministers to make awards for delegated grades above the headline figure in the Pay Remit Guidance, only where departments can demonstrate productivity gains and efficiencies in return for a high pay award. 

This year, departments are able to make average pay awards of up to 5%. Departments have flexibility within this figure to provide their workforces with a substantive consolidated pay increase to address any recruitment and retention issues or pay anomalies. 

As a result of this, the normal Pay Flexibility Process will be paused for 2024/25. 

Requests for pay flexibility will only be considered in very exceptional circumstances, for example, where a department is experiencing acute recruitment and retention issues that create a risk to service delivery. These cases should be limited to one year as it is the last year of the 2021 Spending Review. 

Departments considering a request for pay flexibility should contact the Pay and Reward team in Government People Group, [email protected] . 

Where there are very exceptional circumstances and departments request pay flexibility, cases should be cost neutral in the medium-term, with details to be set out in a business case. This means that any additional costs should be offset by delivering savings, which may include tangible productivity and efficiency gains. Proposals will be considered where savings and efficiencies to the paybill which cover the IRC can be met within the business case lifecycle or in the medium-term.

Below is a summary of the types of business case that can be submitted:

• transformational pay and workforce reform, including pay restructuring as a result of Machinery of Government changes
• to address recruitment and retention issues (including adopting the Digital, Data, Technology and Cyber pay framework)
• transfer of funds from the non-consolidated pay pot to consolidated pay, or increasing the size of the non-consolidated pay pot in exceptional cases

3.1 Pay Flexibility Process

As outlined above, cases for pay flexibility will only be considered in very exceptional circumstances. 

Where departments feel that they meet this threshold, business cases for pay flexibility are subject to approval by Cabinet Office ministers, with subsequent sign-off by the Chief Secretary to the Treasury. Departments are required to seek their own relevant minister’s approval before submitting their proposals using the pay flexibility pro forma.

Departments must also receive approval from their Permanent Secretary and Human Resources and Finance Directors.

The deadline for submitting pay flexibility proposals for 2024/25 is 31 October  2024.

Non-ministerial departments and agencies, as well as for public sector workers in non-departmental public bodies (NDPBs), and other arm’s length bodies can also request pay flexibility in very exceptional circumstances. Proposals should be submitted to the Cabinet Office through their relevant sponsor department’s Secretary of State.

Where departments consider that their circumstances are very exceptional and have submitted a case for pay flexibility, they should await the outcome of Cabinet Office and HM Treasury decisions before paying any award for their workforce. In exceptional cases, subject to approval from Cabinet Office and HM Treasury officials, departments may be able to make an interim award. Accounting Officers should ensure that any interim award made does not affect the affordability of the pay case or exceed the headline award permitted by this guidance and would not result in overpayments to individuals in the event that Cabinet Office and HM Treasury ministers reject the pay flexibility proposals.

Departments should have removed automatic progression pay based on time-served from their workforces and it should not be reintroduced. Any progression pay still in place in core departments or their ALBs not agreed through business case approvals will be in breach of government policy and Cabinet Office and HM Treasury must be notified immediately. 

Going forward, departments should ensure that pay arrangements they put in place do not involve automatic time-served progression pay, or create an entitlement for employees to receive automatic incremental pay increases.

3.2 Types of Business Case

Recruitment and retention.

Where there are exceptional circumstances, departments may seek targeted pay flexibility to address specific problems associated with recruitment and retention in specific grades and/or professions within their department. These cases must include associated efficiencies and reforms to deliver sustainable savings going forward. Organisations must include robust evidence in support of pay proposals and consider the wider current economic and labour market context. Proposals must also be strictly targeted and involve prioritisation.

The degree of labour turnover and recruitment deemed to be problematic will vary by department and by grade and profession of staff. Departments will need to demonstrate (with robust relevant data) that recruitment and retention problems are exceptional and severely risk service delivery, and the degree to which any turnover problems are associated with pay rather than other wider organisational factors.

Where departments are citing staff motivation as a contributor to turnover, they must demonstrate whether these problems are associated with pay, for example, through evidence from surveys of staff and exit interviews. Departments should expect to be challenged on whether alternative measures are more appropriate to address the issues they have identified. Departments can also consider a business case to adopt the Digital & Data pay framework to address specific recruitment and retention challenges (see below).

Transfer of funds from the non-consolidated pot to consolidated pay

Departments and NDPBs are permitted, in exceptional circumstances, to reduce their non-consolidated performance related pay (PRP) pot permanently as a percentage of consolidated paybill to offset agreed increases in paybill costs applied to meet targeted recruitment or retention pressures, and to address pay anomalies.

The permitted reduction in the PRP pot is capped at an amount equivalent to 50% of the pot, or 0.5% of the baseline paybill if smaller, in order to ensure that departments maintain sufficient resources to continue to fund non-consolidated performance arrangements. PRP pots may not be reduced to provide additional funding for the consolidated paybill generally (for example to fund an across-the-board increase to staff), but must be targeted to address recruitment and retention pressures or pay anomalies.

Funding remaining within the ring-fenced PRP pot following an agreed reduction is expected to be applied to performance-related payments. To avoid this flexibility resulting in subsequent paybill increase, the reduction in the PRP pot will be permanent once the pot as a percentage of paybill has been reduced. Departments must be satisfied that their proposed reduction will not jeopardise the operation, development or effectiveness of their performance-related pay arrangements.

Requests to increase the size of the non-consolidated performance pay ‘pot’, permanently or temporarily, will be considered in exceptional circumstances. If an organisation’s non-consolidated PRP pot has been previously reduced to fund higher consolidated pay, further cases will not be considered.

Transformational

In previous years, departments have been able to submit proposals for transformational pay reform. Departments may seek to take forward transformational pay reform to address structural issues or support delivery of workforce reform. This may include pay restructuring which is necessary as a result of Machinery of Government changes.  

In 2024/25, such proposals will only be considered in cases where there is evidence that such reforms are necessary to address acute recruitment and retention issues and to ensure the continued delivery of vital public services. 

In these cases, proposals are expected to be offset by delivering sustainable savings, which may include tangible productivity and efficiency gains. Such proposals will only be considered where there is a clear case that reforms will generate transformation in departmental and public service delivery, and are expected to be offset by delivering sustainable savings, which may include tangible productivity and efficiency gains. This may include, for example, reduction in contingent labour, savings from reduced turnover, recyclables, changes to terms and conditions of employment, or other productivity and efficiency savings.

Departments should also consider delivery of Spending Review priorities when formulating a business case.

Departments must discuss options with the Cabinet Office before formally submitting a business case. The assessment of a business case will take into account the individual circumstances of the department.

Capability-based pay frameworks

Departments have previously been permitted to seek approval from Cabinet Office and HM Treasury to introduce arrangements that enable movement through pay bands based on achievement of higher workforce productivity e.g. growth of capability. 

In 2024/25, work will be undertaken to analyse the impact of these arrangements where they have been implemented. Following this, further guidance will be given in future versions of the Pay Remit Guidance in relation to the implementation of capability-based pay frameworks as part of multi-year pay flexibility cases. 

As such, departments that submit requests for pay flexibility in 2024/25 as a result of very exceptional circumstances should not submit requests for the introduction of capability-based pay frameworks in the 2024/25 remit year.

The pay framework for Digital & Data, and for Cyber staff

Departments will continue to be able to submit a business case to the Cabinet Office for approval to adopt the  Digital & Data Pay Framework, without the need to demonstrate very exceptional circumstances. The Pay Framework enables departments to pay capability-based allowances to recruit and retain staff in hard to fill digital and data, and cyber roles.

Business cases to adopt the pay framework are funded outside the headline pay remit by recycling  savings from reducing contingent labour use. Departments should discuss options with the pay team in the Central Digital & Data Office before submitting a business case.  The cost of paying allowances under the framework does not count towards the calculation of Increase in Remuneration Cost.

Digital & Data Pay Framework business cases do not require HM Treasury ministerial approval where they align with the pre-agreed Digital and Data Pay Framework. Any case which seeks to adopt this Pay Framework requires departmental ministerial approval.

Departments looking to adopt the Digital & Data pay framework should first discuss their business case with the pay team in the Central Digital & Data Office - [email protected] .

3.3 Business Case Assessment

As set out above, requests for pay flexibility will only be considered in this remit year where departments can demonstrate that there are exceptional circumstances which make flexibility necessary to ensure the continued effective delivery of public services. 

If departments believe that this threshold is met, the business case produced must demonstrate that they have considered the following headline principles throughout their proposals:

• Transformational and targeted
• Delivers efficiencies and productivity
• Evidence-based

These principles should be met and are applicable specifically to the following business cases:

Transformational workforce reform

• Transformational and targeted: proposals should deliver long-term focused transformational changes to departmental delivery and, therefore, significant improvements in productivity and/or resolve specific problems encountered by departments. Proposals must consider how a pay strategy may support delivery of Spending Review workforce priorities, deliver productivity and efficiency gains, savings including through changes to terms and conditions of employment, and other recyclables.
• Delivers efficiencies and productivity: Proposals are expected to be cost neutral in the medium-term and, as set out in the business case, should not place a cost pressure on the department’s budgets, and should deliver on Spending Review priorities. This means that any additional costs should be offset by delivering savings, which may include tangible productivity and efficiency gains. Proposals should be accompanied by a holistic workforce strategy including detail on how proposed reforms will enable workforce targets to be met, and are also expected to provide sustainable and measurable workforce productivity gains.
• Evidence-based: proposals should demonstrate robust evidence in the form of data to back up the proposals. For example, showing low levels of pay that are below relevant comparators, and how this has translated into significant recruitment and retention problems (including relevant statistics). Proposals should demonstrate robust evidence that the pay proposals will have a front line impact on business delivery, outcomes, and productivity. Proposals should also provide evidence that demonstrates expected efficiencies and savings resulting from the duration of the pay deal.
• Measurable: timelines and milestones must be provided to enable the tracking of the pay reform to ensure savings and impacts are being achieved.
• Coherence: proposals must take into account wider Civil Service context and departments may decide it is appropriate for them to look towards more consistent approaches and policies. In particular, business cases are encouraged to look at where historic divergence between departments has made reward systems more complex, less agile, less fair to employees and less efficient overall to the taxpayer.
• Equality: Compliance with age discrimination and equal pay legislation, and ensuring an equality impact assessment has been undertaken when developing proposals.

Addressing recruitment and retention issues

• Transformational and targeted: Proposals should address specific problems associated with recruitment and retention in specific grades and professions within their department. Proposals should also deliver sustainable savings going forward and clearly demonstrate associated efficiencies and reforms.
• Delivers efficiencies and productivity: proposals are expected to deliver savings and efficiencies to the paybill which cover the Increase in Remuneration Cost (IRC), and do not place a cost pressure on the department’s budgets. Proposals are also expected to provide sustainable workforce productivity gains.
• Evidence-based: proposals should demonstrate low levels of pay that are below relevant comparators and how this has translated into significant recruitment and retention problems (including relevant statistics) that severely risk service delivery, and the degree to which any turnover problems are associated with pay rather than other wider organisational factors. Proposals must also demonstrate clear evidence that the pay discrepancy will have a front line impact on business delivery, outcomes, and productivity.
• Coherence: proposals may take into account wider Civil Service context and departments may decide it is appropriate for them to look towards more consistent approaches and policies. In particular, business cases are encouraged to look at where historic divergence between departments has made  reward systems more complex, less agile, less fair to employees and less efficient  overall to the taxpayer.

Transfer of funds from the non-consolidated pay pot to consolidated pay

• Transformational and targeted: proposals should address specific problems associated with recruitment and retention in specific grades and professions within their department. Proposals should demonstrate that funds are being targeted to ensure there are enough staff to deliver vital public services.
• Delivers efficiencies and productivity: proposals are expected to deliver productivity and efficiency savings which cover the Increase in Remuneration Cost. Proposals are also expected to provide sustainable workforce productivity gains. Proposals should demonstrate that the proposed reduction of the non-consolidated pay pot will not jeopardise the operation, development or effectiveness of their performance-related pay arrangements.
• Evidence-based: proposals should demonstrate low levels of pay that are below relevant comparators and how this has translated into significant recruitment and retention problems (including relevant statistics) and robust evidence that the pay discrepancy will have a front line impact on business delivery, outcomes, and productivity. Proposals should provide evidence that demonstrates expected efficiencies and savings resulting from the duration of the pay discrepancy.
• Coherence: proposals may take into account wider Civil Service context and departments may decide it is appropriate for them to look towards more consistent approaches and policies.  In particular, business cases are encouraged to look at where historic divergence between departments has made reward systems more complex, less agile, less fair to employees and less efficient overall to the taxpayer.

All business cases must also include a detailed plan for implementation, including departmental Trade Union engagement.

4. Pay Remit Process and Approval

4.1 responsibilities, cabinet office and hm treasury.

Cabinet Office has responsibility for the overall management of the Civil Service. It is responsible for the publication of the Civil Service Pay Remit Guidance and ensuring that it is sufficiently affordable and flexible for all relevant departments to apply within their budgets. It works with departments and agencies on their workforce and reward strategies to encourage them in implementing tailored reward strategies that are consistent with their workforce and business needs, ensuring that they are able to attract and retain talent to deliver the Government’s priorities and world class public services.

HM Treasury has overall responsibility for the Government’s public sector pay and pensions policy, and maintaining control over public spending including with regards to departmental spending. Departments who have previously been granted clearance can continue the paybill control system going forward. HM Treasury will continue to keep the use of paybill control under review and will not consider new proposals this remit year.

Departments

Departments have responsibility for implementing Civil Service pay policy for their workforce in a way that is consistent with the Civil Service pay guidance but also reflects the needs of their business and their labour market position. All pay remits must be approved by a Secretary of State or responsible minister, and each department, through its accounting officer, is responsible for the propriety of the pay award to staff, including their obligations as set out in Section 4.3.

Trade Unions

Departments are responsible for negotiating the annual pay remit with their recognised Trade Unions in line with the delegated pay framework. As a matter of course, departments are encouraged to work constructively with recognised Trade Unions on the development of their overall pay, reward and workforce strategies, including annual pay remits and the development of pay flexibility business cases. Once the annual pay remit has been agreed by the relevant Secretary of State, departments can enter formal negotiations with the Trade Unions. If departments require guidance or advice about what constitutes ‘formal negotiation’, they should contact the Cabinet Office.

4.2 The Remit Process

Departments, NDPBs and Agencies are required to submit a short business case to their relevant Secretary of State or appropriate Minister for approval. The only exceptions to this are Government Communications Headquarters, the Secret Intelligence Service and the Security Service where there is no Secretary of State with authority to determine pay. Their annual pay remits will continue to require HM Treasury ministerial approval.

No further approval from Cabinet Office or HM Treasury is necessary unless specific arrangements or requirements are already in place, or a department is looking to implement a pay award outside of the remit set by this guidance (such as a pay flexibility business case) at which point they should contact Cabinet Office and refer to the guidance in Section 3.

Pay flexibility business case to the Secretary of State

In very exceptional circumstances where departments have decided to submit proposals for pay flexibility, departments should ensure that clearance is sought from the relevant HR and Finance Directors, and Permanent Secretary prior to submission to the Secretary of State.

Secretaries of State should consider the proposals against the following criteria:

• Whether the circumstances within which the department finds itself are exceptional enough as to make flexibility necessary to ensure the continued effective delivery of public services. 
• Departments need to demonstrate that their proposed pay remit is affordable within departmental budgets and through savings generated as a result of further flexibility in line with the guidance at Section 3.
• The requirements in Section 3 of this guidance must be met.
• information on how the business case is consistent with the department’s overall workforce, pay and reward strategy, and Spending Review priorities.
• information on the makeup of the department’s workforce, and the internal and external labour market in which they operate
• the relevant local labour market in which staff operate
• the recruitment and retention situation within the workforce
• Equality Act requirements to avoid discrimination, including the need for departments to meet their obligations under the Public Sector Equality Duty, and to record their findings on this
• the total reward of staff, including pensions and conditions of service
• any structural changes or reforms to pay arrangements
• information on how the department is meeting key long-term priorities

Departments should also work constructively with Trade Unions on the development of their overall pay and reward strategies, and may find it helpful to discuss proposals with Trade Unions as they are developed. Following approval from the relevant Secretary of State, departments should enter formal negotiations with their departmental Trade Unions. However, if during subsequent negotiations with Trade Unions there are any significant deviations from those proposals, then these must be reported to the Secretary of State and, as appropriate, Cabinet Office or HM Treasury before any final agreement is reached. Any department that is uncertain as to whether what they propose to agree constitutes a significant difference from that specified under the remit should contact the Cabinet Office for advice.

Pay settlement changes are expected to apply from the settlement date upon which the department’s pay remit year commences, and should not be deferred.

4.3 Legal Considerations for Departments

Departments are reminded of their obligation to comply with their Public Sector Equality Duty when considering pay awards for their staff and the requirements of the HR Functional Standard (including adherence to all legal and regulatory requirements).

Departments are also expected to apply this guidance alongside the HM Treasury guidance on public sector pay and terms .

Departments are encouraged to take legal advice on the drafting of any pay commitments to ensure that these are affordable and consistent with this guidance.

Ministerial approval of pay remits is given on the basis that a department does not enter into any legally binding agreements in Trade Union negotiations that effectively commit it to automatic costs in the future.

4.4 Senior Staff

Senior Civil Servants (SCS) and NDPB equivalents are not included within the scope of this Civil Service pay guidance. The pay of the SCS is covered by the Senior Salaries Review Body’s (SSRB) remit and is set centrally by the Cabinet Office. Pay for senior staff in NDPBs is not covered by the SSRB’s remit, nevertheless NDPBs have an important leadership role in following public sector pay policy, therefore, any annual pay increase or decision to award performance-related pay to such staff must be considered alongside and according to the same principles that apply to the SCS. Sponsor departments are responsible for enforcing this. The latest SCS Pay Practitioners Guide can be found on Gov.uk.

5. Pay Reporting to HMT 

In return for the continued delegation of pay to Secretaries of State, departments are expected to provide data to HM Treasury on their forecast and outturn data for the pay round.

Departments are asked to submit this data using the Workforce and Pay Remit (WPR) application in OSCAR for each remit. Further guidance will be issued to departments on the WPR including the deadline for submission of data.  

Failure by a department to provide appropriate data, or provide it in good time, may result in re-imposing the requirement for approval of remits for that department in future years or other action to encourage better compliance.

The information below summarises the data that departments are expected to report to HM Treasury for the 2024/25 remit year:

Each department should submit data covering the department itself, each non-ministerial department falling within the area of responsibility of their Secretary of State, each agency that they sponsor and each NDPB. Departments should not in general combine data relating to separate remits. Exceptionally, aggregate data may be entered for NDPBs with prior HM Treasury agreement.

The data required is outturn for 2022/23 and 2023/24, as well as a forecast for 2024/25. Data should be provided for the financial year, not the remit year. Outturn data should be consistent with published resource accounts (allowing for differences arising from the financial year basis of the latter) and forecasts, including any forecast changes to staff in post, should be consistent with the in-year expenditure forecasts that all central departments routinely provide to HM Treasury via the OSCAR system. Data must be provided for the delegated Civil Service grades and equivalents, and the Senior Civil Service and equivalent grades.

If there are significant anomalies in the data, for example because it represents less than a full year of activity, or there are large differences between successive forecast and outturn figures for a particular year, departments should provide a brief explanation, either in the space provided on OSCAR or in an email to the Workforce Pay and Pensions team at HM Treasury (see Section 6 for contact details).

HM Treasury will issue a commission directly to departments to formally begin the WPR process. This will include all relevant guidance and information.

6. Contacts

Any queries in relation to this guidance, or the remit process in general, should be emailed to the Cabinet Office in the first instance:

Email: [email protected]

Civil Service Reward and Employment Team Government People Group Cabinet Office, Zone 10/11 4th Floor 1 Horse Guards Road London SW1A 2HQ

For queries on WPR reporting: [email protected]

Workforce, Pay and Pensions Team HM Treasury, Zone 2 Red 1 Horse Guards Road London SW1A 2HQ

7. Glossary of Terms

7.1 total paybill (£ million).

Total paybill: Total paybill is the sum of direct wages and salaries, pension contributions and National Insurance Contributions. Includes all staff- related costs excluding the cost of staff not on the formal Civil Service payroll. This should include staff paid from programme budgets.

Direct wages and salaries: Direct wages and salaries are calculated from the sum of pay, allowances, non-consolidated performance (e.g. bonuses) and overtime entered in the OSCAR template. Direct wages and salaries include all the elements that go to employees on a current basis (as opposed to pension payments, for example, which are deferred).

Pension contributions: The total cost to the department of pension contributions. 

Employer National Insurance Contributions: The total cost to the department of employer National Insurance Contributions.

Exit costs: These include any benefits to an individual, in the form of pay, pension or other remuneration, when leaving service (through either compulsory redundancy or other agreed departures) other than entitlements accrued in the normal course of employment up to and including the exit date.

7.2 Non-paybill staff costs (£ million)

Consultants/interim/agency staff costs not included in the paybill: Total cost of all staff who are not on the formal Civil Service payroll, including for example, consultants, interim and agency staff.

7.3 Non-consolidated performance pay pot (% of paybill)

Non-consolidated performance pay pot (% of paybill): The size of the non-consolidated performance pay pot expressed as a percentage of total pay bill. Note that this may differ from outturn or forecast expenditure on non-consolidated pay recorded as a component of salaries and wages.

7.4 Paybill per head (£)

Paybill per head: There are two measures to show the total paybill divided by the workforce size. Paybill per head (headcount) is total paybill divided by headcount. Paybill per head (FTE) is total paybill divided by full-time equivalent (FTE) workforce.

Average earnings per head: There are two measures to show direct wages and salaries  i.e. excluding employer pensions and NICs) divided by the workforce size. Average earnings per head (headcount) is direct wages and salaries divided by headcount. Average earnings per head (FTE) is direct wages and salaries divided by FTE workforce.

7.5 Workforce size

Headcount and FTE must be calculated on the required basis for all years.

Headcount: The total Civil Service workforce on a headcount basis, calculated as the average for the remit year based on the size of the workforce at the end of each month.

Full time equivalent: The total Civil Service workforce on a full-time equivalent basis, calculated as the average for the remit year based on the size of the workforce at the end of each month.

Number of exit packages: The number of exit packages made within the year. This should relate to the ‘exit costs’ figure reported under paybill.

7.6 Wastage and vacancies (%)

Vacancy Rates: The number of unfilled posts (or forecast vacancies) in the final month of the remit year in question, expressed as a percentage of (headcount at the end of the month plus vacancies). This figure should reflect the number of posts that are either unfilled or filled by contract staff, which will be advertised under Civil Service fair and open competition rules. This figure should not include vacant posts that will be removed as part of organisational restructuring or planned workforce reductions.

Staff wastage: The proportion of employees leaving the department over the year (excluding redundancies but including exits due to all other factors including performance related exits and ill-health retirements) as a % of total workforce. Excludes those employees moving between jobs within the department.

7.7 Change in pay from previous year (%)

Basic award (%): The average % increase to the steps (for a step based pay system) or maxima/minima (for a non-step based pay system) of the pay ranges within an organisation. 

Pay drift (%): The difference between average earnings growth % and basic award %.

Average earnings growth (%): The change in average earnings per head (FTE) from the previous year, as a % of average earnings per head in the previous year. It includes all changes in direct wages and salaries.

Percentage increase in remuneration cost (IRC) (%): The percentage change in the IRC. This is the difference between the projected remuneration cost and the baseline remuneration cost expressed as a percentage of the baseline remuneration cost. All departments should enter data for all three calculations of the IRC:

• Increase in remuneration cost
• Increase in remuneration cost excluding legally binding progression increments or progression buy out costs
• Increase in remuneration cost excluding progression increments or progression buy out costs, and PRP pot switches

For those departments to whom the below do not apply, the figures will be identical:

• departments that pay contractual progression increments or
• departments who have agreed a switch in funding from the non-consolidated performance pay pot to fund recruitment and retention pressures

Those departments that fall under either or both of the above are expected to report the effects of these factors on their IRC by entering outturn and forecast data for all three versions of the IRC.

7.8 National Living Wage (NLW)

Number of employees on the NLW: The number of eligible employees that are on (or are within 5 pence of) the NLW from April in the pay remit year. For example, as of April 2024, the rate of the National Living Wage is £11.44.

Paybill costs of those on the NLW: The total paybill costs incurred by all employees on the NLW within the pay remit year and the cost of increasing the wages of eligible employees to meet the legal entitlement of paying the NLW.

7.9 Baseline remuneration cost

The baseline remuneration cost is the cost to the department, for the remit year, of the expected staff complement, excluding the costs of progression or revalorisation or any other increases. Baseline remuneration cost does not include employer National Insurance and pension contributions.

7.10 Projected remuneration cost

The projected remuneration cost is calculated by adding the IRC arising from the remit proposals to the baseline remuneration cost.

Example: if the total costs of the remit proposals were £100,000 and the baseline costs were £2,000,000 the projected costs would be £2,100,000.

7.11 Increase in remuneration cost (IRC)

As stated in Section 2, the IRC includes all increases arising from the remit proposals, apart from employer National Insurance Contributions and pension contributions, and is net of any offsetting reductions in the costs.

The IRC calculation should assume that all increases are implemented from the settlement date. Departments cannot reduce the IRC by deferring the date of implementation of component increases.

7.12 Non-consolidated performance payments

Non-consolidated performance payments are awarded to staff based on performance either at an individual, team or organisational level. They are re-earnable and do not have associated future costs. Types of payment include:

• Performance related payments based on individual contributions to the department and assessed by the department’s performance management system
• Special bonus schemes for individual payments for special projects or outstanding pieces of work that are not covered by the normal performance management system
• Non-consolidated performance payments met from the performance pot should be excluded from the IRC calculation. However, non-consolidated payments not related to performance, as well as increases in the non-consolidated performance pot, must be included in the IRC calculation.

7.13 Calculating the performance pot

The organisation’s existing non-consolidated performance pot is a cash value derived from a percentage of the consolidated baseline paybill, and not a fixed cash amount.

Example: In 2023-24, an organisation has a consolidated paybill of £20 million and has built up a non-consolidated performance pot of 3%. The cash value of the non-consolidated pot is therefore 3% of £20 million, and so equals £600,000. In 2024/25, because of staff reductions, the consolidated baseline paybill is reduced to £19 million. While the non-consolidated pot as a proportion of consolidated paybill remains unchanged at 3%, the cash value is reduced to £570,000 (3% of £19 million).

7.14 Other non-consolidated payments

Non-consolidated payments other than those related to performance must be included in the IRC calculation.

7.15 Progression Pay

Progression pay systems are those under which pay to individuals in a specific grade or post increases periodically. Progression pay cost is the cost of moving someone through the pay range; for spine point or step-based systems, it relates to the costs of incremental steps. In some cases this is subject to demonstration of increased capability (to a particular standard), a satisfactory performance assessment and/or may be a legal entitlement. Progression may also be as a result of targeting a pay award. In milestone and reference-point based systems, progression means the cost of moving staff within the pay range.

7.16 Revalorisation

Revalorisation relates to the uprating of pay ranges, spine points or step-based systems and is the value by which set points are increased. The cost of any revalorisation must be included in the pay award, i.e. the IRC calculation.

7.17 Non-pay rewards and benefits

These include increases in annual leave entitlements, reduction in working hours, etc. The cost of such changes should be calculated and included in the IRC calculation.

7.18 Remit year

The period for which the approved pay remit applies. Remits apply for one year but the settlement dates, i.e. the date upon which the pay remit year commences, vary from one body to another.

7.19 Recyclable Savings

Recyclable savings are generated when staff leave the department and are replaced by entrants with a lower salary cost. The difference between the leaver’s salary costs and the entrant’s salary costs is the saving to the paybill. 

Employer National Insurance and pension contributions saved as a result of salary sacrifice schemes are also recyclable savings and can be added back into the paybill. 

Vacant posts do not generate recyclable savings, because until the post is filled the salary cost to the paybill cannot be determined.

• Throughout the guidance the term “department(s)” includes all organisations (ministerial and non-ministerial departments, agencies and NDPBs) that come within its scope, unless the context implies otherwise, and departments should seek clarity as necessary. 
• Organisations should contact their parent or sponsor department to seek guidance from the Cabinet Office (contact details found in Section 6) if unsure whether they are in scope of the guidance. 
• A letter from the Financial Secretary to Secretaries of State on 3 November 2009 clarified the rules on salary sacrifice schemes in the public sector. Departments should refer to this if needed.

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Teacher pay: everything you need to know about the 2024 pay award

The Education Secretary has accepted the recommendations of the School Teachers’ Review Body (STRB) and confirmed the teacher pay award for 2024-25, setting out what school teachers in England can expect to be paid next academic year.

The STRB is an independent group that makes recommendations on the pay of teachers in maintained schools in England and reports to the Secretary of State for Education and the Prime Minister.

Each year the STRB recommends a pay award based on different factors including the economy, school workforce data and evidence from organisations including the DfE, and the teaching unions.

The government then considers the recommendations in depth and makes a decision on what pay award teachers receive for the coming year.

Here’s everything you need to know about teacher pay.

Are teachers getting a pay rise this year?

The STRB recommended a pay award of 5.5% and this has been accepted in full by the Education Secretary, reflecting the vital contribution teachers make to children’s life chances.

The 5.5% award would see pay packets increase by over £2,500 for the average classroom teacher, which would take the median salary for 2024/25 to over £49,000 a year.

Will teachers at all schools receive the pay award?

The pay award applies to maintained schools, with academies continuing to have freedom over their pay and conditions.

However, in practice most academies follow the recommendations of the STRB.

Is the pay award fully funded?

Yes. Schools will receive £1.1 billion in additional funding to cover their overall costs in financial year 2024-25, including fully funding the pay award for teachers at a national level.

This matches what we have calculated is needed to fully fund the teacher pay award and the support staff pay offer, at the national level, on top of the available headroom in schools’ existing budgets.

We are also providing an additional £97 million for schools delivering post-16 education (£63 million) and early years (£34 million) provision.

Taken together, this is an increase of almost £1.2 billion.

The pay award impacts both financial years 2024-25 and 2025-26. This additional funding only covers the financial year 2024-25 portion of the award. We will take into account the impact of the full year's costs of the teacher pay award on schools when considering 2025-26 budgets, which are yet to be agreed.

When will teachers receive their pay rise?

Teachers will start receiving their new salary in the autumn, after a new pay order is laid in Parliament and comes into force.

Pay will be backdated to 1 September 2024.

Will school support staff get a pay rise?

The teacher pay award only applies to school teachers, but the additional funding schools will receive also ensures schools are, at a national level, covered for the current 2024-25 pay offer for support staff, which is currently under negotiation.

Unlike teachers, most school support staff are currently employed on the pay and conditions of the National Joint Council (NJC) for Local Government Services. The NJC is a negotiating body made up of representatives from trade unions and local government employers.

We are committed to reinstating the School Support Staff Negotiating Body to give support staff like teaching assistants, caretakers and cleaners a stronger voice in government. The body will be tasked with establishing a national terms and conditions handbook, training, career progression routes, and fair pay rates for support staff.

What else are you doing to ensure teaching is an attractive profession?

Alongside the pay award, we have also announced that from September, schools will no longer be required to use the Performance Related Pay (PRP) system, which can lead to schools and teachers going through an overly bureaucratic process to agree individual teachers’ pay rises. This will help improve teacher workload.

We will also clarify that teachers can carry out their planning time at home, improving flexible working for staff.

You may also be interested in:

• What is the national curriculum and why is it being reviewed?
• The King’s Speech 2024: What does it mean for education?
• Letter to the education workforce from Education Secretary Bridget Phillipson

Tags: Chancellor , pay award , school teachers salary , schools , STRB , teacher pay , teacher pay award 2024 , teacher salary

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