Texting is a sneaky mode of communication, so-called “fingered speech.” If you think about it a little more, we’ve now found a way to write as we talk. Nobody really worries about adding upper case letters or punctuation when one texts. But again, do you think about those things when you talk?
If so, what’s with the concept of text recruiting? According to Emissary, an American employee gets an average of 121 emails every day, with an average open rate of 20%. That means only 24 on 121 emails are opened per day. In comparison, the average American sends and receives 94 text messages every day, with a response rate of 80%. Yes, 80% of response rate! If used as a major communication tool, effective text recruiting can be a show stopper for recruiters.
Candidates in today's youth anticipate being texted. Text messages are preferred by 73% of job seekers for receiving tailored job prospects. With no longer wait, let’s quickly find out the ongoing trend on text recruiting and how it can augment your candidate experience.
7 top tips for effective text recruiting
1. Social recruiting remains your start point: Where to text
You may first need to use existing resources to text qualified candidates for the position. Social media is an excellent area to locate new applicants. Social recruitment tools, and platforms like LinkedIn, Facebook, etc., are known to accelerate your candidate pool. You may also look at employee referrals, previous applicants, and similar sources in addition to social media.
Note: A country may have its own SMS restrictions. You may want to research and spend some time checking the SMS legislation to avoid any legal issues, for the nations you'll be contacting. For example, the Telephone Consumer Protection Act in the United States restricts telemarketer communication via text messaging, faxing, and other comparable services. As a general rule, only send recruitment texts to people who have given their permission.
2. Frame your message well: What to text
As a general rule, try to keep your messages under the 160-character limit. However, don't use acronyms, emojis or text jargon. These may give the wrong impression, leading potential employees to believe they are being handled unprofessionally.
Identify yourself at the very start of the chat, along with the job title, description and organization's name. You're most likely not the first recruiter a candidate has contacted. Potential employees may not be able to tell which job you are talking about. Include call-to-action in the initial text you send to the candidates. For example, if you text someone about a job vacancy, you may want to add a link to the application. The idea is to encourage them to apply for the position.
3. Choose the right time: When to text
Texting prospects outside of typical business hours may be a smart approach to ensure that they see your message, but it is not for everyone. This would be considered unprofessional by 14% of job seekers. As a result, it's a good idea to ask when they like to receive texts from you and to win their permission for texting outside of typical office hours.
Note: Taking the time to answer candidates' messages directly keeps them interested and excited about the opportunity you're providing. It's therefore important to indulge into a two-way texting method. This way, you make it easy for them to ask questions about the application process or learn more about your company culture or the job.
4. Keep your candidates updated
Applicants want to know the status of their job application after submitting it. They must be informed of any updates, modifications, or deadlines that may affect them. You can do so by employing recruitment and hiring solution to automatically send timely messages to potential candidates. You will maintain the structured process and make it seamless for everyone involved, if you notify candidates about the key information.
5. Schedule interview reminders
Surrounding the corporate world, many of us have a busy lifestyle. Recruiters may not be able to solely rely on applicants to recall scheduled calls or interviews. Take efforts to send follow-up texts to remind and confirm their availability for the interview. This is also true for text interviews, as you may ask candidates if they are willing to participate in one.
Note: When you're framing text interview questions, keep in mind that your messages should be no longer than 140 characters. This indicates that queries should be short and to the point, while extended sentences should be avoided. This reduces the chances of an interviewee misinterpreting the question.
6. Make use of candidate assessments tools
Creating candidate polls and questionnaires is a terrific method to quickly get basic information about them and learn more about their talents and experience. These allow recruiters to look beyond their résumé, screen out unsuitable prospects without having to spend time on the call. You may further get the opportunity to discuss the information, in-depth, with screened candidates during interviews. Some recruiters are even completely depending on texting to conduct comprehensive interviews.
7. Track your recruiting progress
You may want to keep track of all of your texts, responses and progress using a recruitment software solution. This makes handling a big number of possible candidates easier. If you're waiting for a response, you may also set up automatic follow-up communications. It's critical to be mindful of the kind of information you send via text message and how those communications are logged. peopleHum's ATS tracking systems may be fruitful in this situation.
It lets you to assess and enhance the effectiveness of your automated workflows, allowing you to identify the areas where the timing or substance of your messages may be costing you applicants. Reviewing this data on a regular basis helps you improve your candidate experience in the future.
Texting is an effective recruiting strategy than email, since people have their phones with them for an average of five hours a day. A text message's average response time is three minutes. In comparison, an email response time is 47 minutes on average. And so, you'll get a quicker response than if you contact them via email.
As a peopleHum patron, you amplify your communication effectiveness much further with the peopleHum ATS mobile app. Not only you can review candidate resumes and answers to the application questions- the instant they’re received, but also communicate internally with the other recruitment team members. Additionally, you get to directly interact with the candidates via phone, email, and of course, effective text recruiting. peopleHum is available now for iOS and Android mobile devices.