As an increasing number of Millennials and Gen Zs enter the workforce, behavioral patterns are changing vastly, with rising demands for digitization, convenience, and efficiency. With over 4 billion active users a month and a 90% open rate for text messages, which are often read in the first three minutes , messaging becomes an increasingly popular part of the recruiting process. Text recruiting is a very topical method that can help broaden the talent pool and enhance the candidate experience. Not only will texting candidates help with the rising generations but text recruiting software will make the lives of hiring professionals exponentially easier.
Text recruiting is a modern and efficient approach to talent acquisition that leverages the power of SMS (Short Message Service) and instant messaging platforms to engage with potential candidates. It involves using text messages to communicate with job seekers, share job openings, schedule interviews, and even conduct initial screening processes. Text recruiting provides a quick and direct means of connecting with candidates, making it a valuable tool for recruiters and employers seeking to streamline their recruitment efforts and engage with candidates in a more personal and immediate way.
Show your candidates that you value their time. Instead of assuming that they’re available, texting for recruiting acts as a ‘heads up’ and gives them time to make preparations. There is a high chance that these candidates are already in a day job, with busy schedules or environments that do not allow for them to pick up their phone (especially from an unknown caller). Dropping a text prior to the call allows them to move to a quieter place, or revert on their availability.
Messaging speeds up the entire communication (and eventually hiring) process, as most people are almost always on their phones, and are more likely to check their messaging apps than their email inboxes. Text recruitment via SMS text messages has 18 times the response rate of emails , with a much greater chance of the applicant responding to your message.
Sending out a text message takes only a couple of seconds, and can be used as a follow-up to prompt candidates to take a look at their inbox.
Not only is it a quick method to connect with your candidates, it will also allow them to contact you instantly when the need arises. To set the context, texting a candidate prior to the interview allows them to follow up with a call to you (the job recruiter) should there be technical difficulties, or if the interviewer does not show up on time.
As the hiring process is often stressful for candidates, choosing to send a message instead of springing a surprise call can also help them get in the right headspace. They will then be able to perform to their best abilities during the interview, since they will be more composed and prepared for the interview, rather than being caught off guard. It will also provide them with sufficient time to refresh their memory about the role, especially if they applied for multiple roles or applied for your role a while ago.
From sending personalized messages to individuals or group broadcasts to multiple candidates, text messaging grants flexibility to the job recruiter. This saves you time from sending messages individually, but instead blast messages based on credentials or pre-set lists based on the stage of the recruitment process the candidates are at.
To create a seamless recruitment experience for a candidate, it is crucial to understand what they want. Still not convinced that text messaging is the way to go? Let’s take a look through the lens of a candidate. We have compiled a list of statistics highlighting the preferences of candidates, based on surveys and studies conducted by various institutes.
Candidates are open to being contacted via text messages during the recruitment experience. 66% of job seekers feel that it is acceptable for recruiters to contact them via text, while 73% say they want to receive targeted job offers via text.
A 2019 research study showed that candidates who received mobile text notifications rated their recruiting experience 50% higher than those without. This implies that in the eyes of the candidates, text messaging does improve the hiring process and improves their experience.
A study by OpenMarket highlights 75% of millennials stating a preference for recruiting text messages over phone calls. iCIMS’ class of 2021 report also shows that 89% of Gen Z college seniors are comfortable with texting potential employers during the hiring process.
By texting your candidate to arrange for a call, they will be able to identify your phone number (rather than rejecting the call from an unknown caller ID) and provide their availability. You will save time as a hiring manager since candidates are more likely to pick up your call afterward or call back if they’ve missed your call, rather than ignore the call completely.
From the candidates' perspective, it also saves them from awkward situations, such as picking up your call while they’re in their current workplace.
Have an urgent interview to schedule, but the potential candidate hasn’t replied to your email? Follow up with a simple text message, by reminding them to take a look at their inbox at their convenience. Following up with text messages will help encourage prompt email replies, and allow you to obtain missing information more efficiently.
Text messages can act as reminders for candidates, such as interview schedules, documentation, or even advice or encouragement. This saves both parties the hassle in the event that a candidate forgets about their interview and doesn’t show up.
Text recruiting is more than just texting back and forth with applicants. Text features can be incorporated not only on the recruiter’s end but also for the candidate. Consider the use of text-to-apply posters , where custom posters with QR codes are printed and displayed at locations (such as your QSR). When customers scan the QR code or text the number displayed, they will gain access to all open positions and this can become an awesome tool in a hiring managers recruiting strategy.
A consolidation of open positions makes it easy for them to explore roles they’re interested in, and texting for recruiting will also make it more convenient for candidates to apply.
Automate text messaging by utilizing features such as Workstream’s automated scheduling , where hiring managers can select applicants they’d like to move to the next stage. These applicants will instantly get a text message link to the hiring manager’s Workstream - Google Calendar to schedule a zoom. Reminders are later sent to reduce ghosting.
This will give hiring managers more time to focus on more important tasks such as hr strategy and final hiring decisions that help create greater value for the organization.
Text recruiting also allows the human resource team to easily send handbooks, checklists, and training videos through a text message link . This makes training materials easily accessible for all employees, and this information can be sent to both new and existing hires, with SMS reminders to guarantee completion.
Unsolicited texts may seem invasive - which may cause unintentional conflict or lower their chances of responding. In application forms, include a section for candidates to indicate their preferred means of communication, be it via email or text messaging.
If possible, get a company phone to manage text recruiting. With job postings attracting many applicants, it will be too much to manage on your personal phone, which will be constantly buzzing. Company phones also ensure that you do not give out your personal contact number to candidates - doing so will increase the chances of being contacted even after office hours, making it difficult to separate work from your personal life.
When you reach out to a candidate, be sure to include your name and the company you’re recruiting for, together with the title of the role. This allows applicants to figure out who you are, instead of simply deleting the text thinking it’s a spam message.
Do ensure that you maintain a formal to semi-formal tone when reaching out to candidates via text messages. This is dependent on the branding of your company, and while it is possible to maintain a friendly tone, it is still essential to convey professionalism. Abbreviations and shorthands should be avoided, especially in the first few text messages.
Take note that you should contact them within business hours, and never text outside of these hours except when it is initiated by the candidate. If you’re working with candidates across various time zones, you should also be aware of the timings to prevent instances of texting them when it’s 1 am in the morning at their location.
One easy best practice is to create text recruiting templates. These templates serve as a valuable tool for simplifying the recruitment process, allowing recruiters to quickly and consistently reach out to potential hires. They often include standard introductory messages, interview scheduling requests, follow-up inquiries, and more. By utilizing text recruiting templates, recruiters can save time, maintain professionalism, and maintain a consistent and engaging candidate experience. These templates can be tailored to specific roles, industries, or stages in the hiring process, making them a versatile resource for modern recruitment efforts.
When you text a candidate, you expect them to reply as quickly as possible. The same goes for when a candidate reaches out to you. Ensure that you’re on track with replying to messages and do not leave them hanging for a long time. After all, text recruiting is supposed to be efficient and should help in speeding up the job-hiring process. Talent acquisition is hard so lets try and make it significantly easier!
As you can’t be expected to reply to messages 24/7, automatic replies within the text recruiting platform you use will also serve as a good substitute for when you’re unavailable. These include out-of-office texts, and when they can expect you to get back to them.
Now that you’ve understood the importance of text recruiting and how it can elevate a candidate’s experience, incorporate it as a new feature in your next recruitment campaign. Be sure to keep in mind the best practices, and you’ll be one step closer to an optimized and more efficient recruitment process.
Looking for more ways to implement automation and artificial intelligence into your recruitment HR strategy? Schedule a call with us for personalized insights and recommendations to take your QSR to the next level!
How do you recruit through text?
Recruiting through text involves several key steps. First, recruiters compile a list of potential candidates and obtain their consent to receive text messages related to job opportunities. Once candidates opt in, recruiters can send them job alerts, details about open positions, and even conduct preliminary screenings through text-based interviews. It's essential to keep messages concise and engaging to maintain candidates' interest. Recruiters can also use texting platforms that integrate with applicant tracking systems (ATS) to manage and track candidate interactions effectively.
How much does text recruiting cost?
The cost of text recruiting can vary depending on the platform or service you choose to use. Some text recruiting solutions offer pay-as-you-go pricing models, while others may charge a monthly subscription fee. Additionally, costs may increase with the volume of texts sent and the number of candidates you need to reach. It's essential to consider your budget, the size of your recruitment needs, and the features offered by different text recruiting providers when determining the cost that aligns with your recruitment strategy.
Is it okay to text recruiters?
Yes, it is generally acceptable to text recruiters, especially when they have obtained your consent to do so. Many recruiters and employers have adopted text messaging as a communication channel to reach candidates more efficiently. However, it's essential to be mindful of the timing and content of your messages. Opting in to receive texts from recruiters is typically a positive step if you are actively seeking job opportunities. It's also a good practice to respond promptly and professionally to any texts from recruiters, as it demonstrates your interest and engagement in the recruitment process.
