Brands are using text messaging for recruiting more and more for a simple reason: it works. Finding the right candidates is not easy, and miscommunication is more common than you think. Candidates do not always pick up the phone or open their emails in time. But text messages engage them much more directly, and the chances that candidates open, read, and reply to them are much higher than other channels.
This phenomenon has developed more as the Millennial and GenZ generations entered the workforce. In fact, 2/3 of Americans check their smartphones 160 times per day. That alone can give you an idea on how useful text messages can be in order to engage new recruiters. In this article, you’ll find good examples on how text messaging can help you find the right candidates.
Practical Examples on How to Use Text Messaging for Recruiting
QR Codes and Text Keywords for Text-to-apply
Text messaging features can be used to promote a position through social media or even printed posters. You can attach SMS QR codes on them so those interested can scan with their phones and access the information of the open position they want to apply for. This option is very convenient for candidates to save and apply if they can’t do it on the run.
Another option is using text keywords, which consist of short words or phrases people can text to receive an automated text message with information; in this case, about the position you want to promote. You can use different for each different position, or one keyword for general updates.
Text Interviews
Recruiters can verify candidates’ skills, experience, cultural fit, and other recruiting factors using text messaging as a pre-screening tool. They can send automated text messages with specific questions and then receive recruiters replies to discuss the role. That back and forth is possible because two way texting allows you to carry out conversations in real time from your company inbox.
Automation can also be used to schedule interviews in every stage of the recruiting process. And two-way-texting is also very helpful when it comes to answering specific questions from each candidate. Plus, they get the relief that somebody on the other side is willing to answer; which improves their experience and your company’s image.
Follow Ups and Reminders
It may happen that a candidate doesn’t reply to an email for an interview. This can be easily fixed by using text appointment reminders. You could automate a message that reminds recruiters to check their inbox and confirm attendance. That way, you can save tons of time (and frustrations) from no-shows, and filter your prospects better.
Appointment reminders can also be used, for example, to tell the prospect what documentation is necessary for him or her to bring during the onboarding. You can even engage with them even when they’re already part of the company: send event reminders, shoutouts, activities for different teams, and more.
When NOT to Use Text for Recruiting
Text messages are a valuable and valid way to engage with candidates. But that doesn’t mean you should always use it. There are certain occasions in which you shouldn’t use SMS for recruiting, and necessarily need to escalate to a phone call or in-person meeting. One good example of this is when you need to discuss salary expectations, or share personal information.
Text messages are a powerful tool but that’s what they are: a tool. Building and sustaining relationships with your candidates is a crucial part in a recruiter’s work. Whether you work as a third-party HR or are part of a company’s recruiting team, you shouldn’t limit yourself to just one tool. Using text messages along with phone calls, emails, and personal or virtual meetings will definitely lead to a winning experience for you and those looking for a new job.
If you’d like to contact one of our experts and talk more about how our texting software can help you improve your recruiting process, please call or text 1-888-707-3030.
