Implementation

Text Recruiting Implementation Tips

When it comes to implementing a tool like Emissary into your recruiting process, talent acquisition leaders need to plan and prepare for making text recruiting a reality. Fortunately our platform makes it relatively easy. Once we get rolling use these best practices for implementing a text recruiting software into your recruiting process: Create a plan. Before you start using a text recruiting software, take some time to think about how you want to use it. What are your goals for text recruiting? How will you integrate text recruiting into your overall recruiting process? What will your text messages say? Get your team on board. Once you've chosen a text recruiting software, make sure to train your team on how to use it. This includes teaching them about the software's features, best practices for text recruiting, and how to track and measure results. Start small. Don't try to do too much too soon. Start by using text recruiting for a specific purpose, such as scheduling interviews or sending job alerts. Once you've mastered that, you can expand your use of text recruiting to other stages of the recruitment process. Get feedback from candidates. Ask candidates for feedback on your text recruiting experience. This will help you to improve your process and make sure that you're using text recruiting in a way that is effective and respectful. Don't forget the importance of introducing yourself on the first contact. Once you've got the basics down, consider these additional tips for implementing a text recruiting software: Make sure you have permission to text candidates. Before you send a text message to a candidate, make sure that you have their permission. You can do this by asking them to opt in to text messaging during the job application process. Be professional and respectful. When you're texting candidates, be sure to be professional and respectful. Avoid using slang or emojis. Keep your messages short and to the point. Candidates are busy people, so keep your text messages short and to the point. Get your message across quickly and efficiently. Use a text recruiting software that is easy to use and navigate. This will make it easier for your team to use the software and communicate effectively with candidates. Track and measure your results. It's important to track and measure the results of your text recruiting efforts. This will help you to see what's working and what's not, so that you can make adjustments to your process as needed. Job candidates love to use texting during the recruiting process. A 2019 survey by Jobvite found that 73% of job seekers want to receive targeted job offers via text, and 66% feel that it is acceptable for recruiters to contact them via text. There are several reasons why job candidates like to use texting during the recruiting process: It's convenient. Texting is a convenient way to communicate, especially for job candidates who are busy with work or other commitments. It's fast. Text messages are typically read and responded to more quickly than emails. It's informal. Texting is a more informal way to communicate, which can make job candidates feel more comfortable. It's personal. Text messages can be more personal than emails, as they are typically sent from one person's phone to another. Recruiters can use texting to communicate with job candidates at all stages of the recruiting process, from initial outreach to scheduling interviews to making job offers. However, it is important to use texting in a professional and respectful manner. Recruiters should always get permission from job candidates before texting them, and they should avoid sending spammy or irrelevant messages. Overall, texting is a popular and effective way for recruiters to communicate with job candidates. By following our best practices, recruiters can use texting to improve the candidate experience and speed up their chances of hiring top talent.