Many different channels of communication exist to connect with candidates. Phone, e-mail, and social media platforms are all common, but the new and most preferred way to communicate with candidates today is texting. According to Recruiting.com, “The average person checks their phone over 150 times a day and 91 percent of people report always having their phone within arm’s reach, meaning your message is sure to be seen.” Implementing texting into your recruiting strategy will help engage with talent faster and beat the high competition for talent.
Texting enables convenience in the recruiting process. Candidates can choose their own time to talk and avoid phone tag. All parties can communicate in real time if the candidate is unavailable for a phone call at that precise moment. Adding texting to your communication mix creates a positive recruiting experience for candidates, positively positioning your employer brand to attract the best talent.
For companies which have evergreen roles, texting is a great way to build a talent pipeline. You can send text alerts to previous candidates who expressed interest in the same position before. Fill these evergreen roles faster by reaching back out to qualified candidates through texting.
If you do implement text messages in your recruiting strategy, it is important to include an opt-out option for candidates. Be sure to honor any opt-out requests in a timely manner. We recommend consulting with your legal team before you begin to ensure your text strategy is compliant with applicable regulations and policies.
Be sure to test your messaging with candidates and find what works best in engaging with them. Try adding visual elements such as emojis to connect with candidates. In the text message, you can include links to the company website or the specific job posting the candidate applied to. The timing of when the text message is sent can also be an important factor in engagement. Experiment with sending texts in the morning, lunch time, and late afternoon to discover when candidates are more likely to respond.
Here are some best practices to help write your text messages:
- Keep it short and simple. A text is not an email.
- Capture the candidate’s interest quickly.
- Add a call to action to increase engagement.
Time is money in the job market and in business. Not implementing texting into your recruiting process puts you behind the curve in today’s competitive job market. Position your organization to attract the best talent by creating a convenient recruiting process through texting.