de einde van de motiverende brief
Amsterdam, maandag, 1 juni 2026.
De klassieke sollicitatiebrief raakt achterhaald. Steeds meer kandidaten gebruiken kunstmatige intelligentie om hun motivatiebrieven te schrijven. Dat vermindert de authenticiteit van de teksten. Werkgevers kunnen moeilijker inschatten wie geschikt is. Het signaal dat een brief gaf, is niet langer betrouwbaar. Experts wijzen erop dat de inhoud van zo’n brief nooit goed voorspelde hoe iemand presteerde op het werk. Ruim zestig procent van de grote werkgevers in Nederland vraagt de brief al niet meer verplicht. Voor veel bedrijven is het actieve solliciteren zelf bewijs van motivatie. De praktijk muteert snel. De discussie loopt hoog over wat er nu moet komen. Eén ding is zeker: het oude systeem werkt niet meer.
the rise of ai in job applications
Applicants increasingly rely on artificial intelligence to draft motivation letters. Tools like Claude assist in generating application texts quickly [6]. This shift raises concerns about authenticity. Many hiring managers now question the value of these documents. The personal touch once expected is often missing. Instead, standardized and formulaic language dominates. According to journalist Jildou Beiboer, this trend renders the traditional cover letter obsolete [3]. Candidates using AI may gain efficiency but risk sounding impersonal. The practice reflects broader changes in how people approach bureaucratic tasks.
employers rethink selection criteria
More than 60 percent of the Netherlands’ 500 largest employers no longer require a motivation letter [2]. Some omit it entirely from their application requirements. Others mark it as optional with an asterisk, unlike mandatory fields such as the CV [2]. Work organizations recognize that submitting an application already signals interest. The act of applying serves as sufficient proof of motivation for many companies. Research confirms that content in motivational letters lacks predictive power regarding job performance [2]. Employers are thus shifting focus toward practical assessments and interviews.
flawed processes under growing pressure
Public institutions face similar challenges with AI-generated communications. The European Consumer Centre (ECC) reported a 30 percent increase in inquiries, leading to temporary suspension of its email service due to overload [5][6]. Similarly, Montferland municipality processed 400 percent more formal objections, most generated via AI tools [5][6]. Organizations respond by deploying AI to handle AI-driven input, creating feedback loops. Critics argue that inefficient systems—complex forms, ticketing platforms, lack of human contact—are to blame, not AI itself [6]. The technology merely exposes existing weaknesses in public and private sector processes [6].
call for fundamental reform
Experts urge businesses and government bodies to redesign outdated workflows. Relying on AI to manage AI-induced volume is not sustainable [6]. True improvement lies in simplifying procedures and restoring human interaction points. Aaltje Vincent notes that applicants historically used templates, resulting in generic phrasing like “I saw your vacancy and enthusiasm arose” [2][6]. Today’s AI amplifies this issue but also highlights opportunities for renewal. Rather than clinging to flawed traditions, organizations should create meaningful ways to assess candidates. Modernization—not resistance—is key to building trustworthy and efficient systems [6].