As a recruiter, your goal is to ensure your messages are seen, clicked and replied to by interested candidates. With this goal in mind, it makes sense to use texting. While this is true, for some recruiters, text recruiting is still somewhat of a mystery.
If you’re ready to learn more about text recruiting and how to use it with your other recruitment tools, keep reading.
Text recruiting explained
As the name implies, text recruiting is all about using text messages to advertise available job positions, communicate with your applicants and maintain contact with these individuals during the hiring process.
Today, recruiters are using texting for several purposes, including:
- Sending applicants interview reminders
- Answering questions from candidates
- Checking in after an interview
- Letting candidates know about new opportunities
You can use text messages throughout the recruitment process, from the first contact to checking in before someone’s first day.
Why is text recruiting a good investment?
More than 60% of people around the world own a mobile phone. Most of these individuals also have access to text messaging.
Even more importantly, approximately 95% of the text messages people receive are opened, read and responded to within just three minutes.
The average person takes 90 seconds to respond to a text, much faster than the 90 minutes it takes to respond to an email.
Using text recruiting in your recruitment process
Now that you know what text recruiting is and why it is a smart investment, it’s time to learn more about incorporating this strategy with your other recruitment tools. Some examples are listed below.
Messaging potential candidates
When recruiting, you need to use the best resources available for messaging potential candidates, as competition for candidates is fierce in the current tight talent market.
With texting providing faster read and reply rates than email or other messaging channels, it provides an added competitive advantage that may prove crucial.
Getting the time or date of an interview wrong is a big reason why people don’t show up. You can make candidates’ lives easier by sending them a reminder via text message.
Also, by sending reminders and confirming interviews through text messages, you can show candidates that you care about their time and that you want to work within their schedule.
Sending updates to applicants
With text recruiting efforts, you can easily share updates about an applicant’s status or progress within the interview process.
You can also provide information about changes to the process and any deadlines for references or projects.
Answering questions from candidates
You should encourage job applicants to ask questions they may have about the position. This provides the applicant with a feeling of relief that your agency isn’t completely “out of reach.”
Promoting available positions
Another way you can use text recruiting is to promote new roles to your talent pool.
When texting your current database, you have a group of people who have opted in to receive this information. To build this database, you need to add a checkbox that candidates can select, giving consent to receive any job alerts or notifications.
With this consent, you can send out a text blast to your database to let them know when a new opportunity comes up.
Tips to optimize your text recruiting efforts
If you’re thinking about using text recruiting, here are a few best practices to help you with the shift to this recruitment tool.
Keep the messages professional and short
When sending texts to applicants, keep the messages short and concise. Try to stick to 320 characters or less and one paragraph. However, don’t sacrifice the professionalism of the message and make sure you spell check it before sending. Be polite, professional and personalised to the recipient (as in, include their name and any connecting details you may know so they don’t think you’re a bot!).
Be courteous and quick
Don’t send messages out of office hours, and if you have to then send them no earlier than 8am and no later than 8pm.
Think about how you would feel to receive a late text from a recruiter, you don’t want the candidate to associate you with annoyance.
When texting with a candidate, make sure you respond quickly and efficiently, demonstrating that you value their time.
Add a CTA
Each text message you send to a potential hire needs to include a CTA (call-to-action). If you message someone about an open position, be sure to add a link to apply. Be sure the CTAs are also straightforward. This makes it easier for applicants to take the desired action.
By adding a CTA to the messages, you are encouraging more people to complete the action and simplifying the process for them.
Selecting a text recruiting service
As you can see, text recruiting has a lot to offer. If you want to implement and integrate with your other recruitment tools, investing in the right tech is a must.
Text recruiting software is specifically designed to allow recruiters to send and receive SMS texts with their candidates from a desktop (instead of using their personal cell phones) and is often integrated with an applicant tracking software (ATS) for data retention and security.
Luckily, our ATS has an integration partnership with Rectxt, which empowers recruiters to instantly and easily send 1:1 text messages and group text campaigns to candidates in an efficient, scalable, safe, and compliant way (all without the use of personal phones!).
Brian Thompson, veteran recruiter and Rectxt co-founder, states that this is a huge plus. “Allowing your recruitment team to text candidates from their personal cell phones is not a smart business decision. Not only does it put your recruiter’s privacy at risk, but valuable conversational data isn’t stored in your ATS and can never be accessed by other team members. Integrated text recruiting software ensures that you have a ‘paper trail’ on all candidate text communication and can leverage relationships across your teams.”
To find out more about text recruiting and how your agency can utilise it, download our free eBook: The modern era of text recruiting.