Top talent acquisition professionals know that recruiting is all about building relationships. They also know that technology and tools can make that work easier or harder, depending on how they are used. Text messaging tools built for recruiters are no different. They offer enormous opportunities to improve recruiter efficiency, speed up time to hire and foster genuine connections with top talent. But, texting solutions must be implemented with a solid understanding of the underlying technologies, use cases and best practices that can help ensure success and mitigate risk.
Texting delivers higher ROI than almost any other technology or process improvement available to modern recruiting organizations… if it’s done right. Implemented the wrong way, it can create needless inefficiency and real compliance headaches. The ins and outs of successful texting for recruiters aren’t complicated, but they are important.
This guide aims to educate you about those ins and outs, so your recruiting team gets it right from the start, regardless of the specific tools or platform you choose. It offers perspective on the following key questions and lots more…
- Why is texting important for recruiters?
- How does texting fit in with my existing recruiting process?
- Are there best practices my organization should employ?
- What do I need to consider in terms of my employer brand?
- Do I need to worry about legal and compliance issues?
- How should I think about texting etiquette?
We hope that our Recruiters’ Guide to Texting will provide you a solid foundation for evaluating texting platforms and processes. Most importantly, we hope it empowers you to recruit more effectively.
While an increasing number of technical tools are available for recruiters, developing close ties with candidates requires a personal touch that no technology can replace. But technology can help begin and maintain productive conversations. In fact, it’s changing the very nature of conversations in personal and professional contexts. For years, phone and email have been the dominant business tools for collaborating, delivering information and generally keeping in touch. Now, text messaging is gaining rapid traction in the business world as a key communication channel.
Since relationships are built on dialogue, recruiters must be experts on how to effectively use different tools to maintain communications. Today, more than three-quarters of Americans own a smartphone. Most of them keep their device within arm’s reach 24 hours a day. That means recruiters have another way to reach candidates and build relationships—so long as they behave appropriately.
When recruiting, using text is trickier than it seems at first. The reason: Different generations approach messaging with different attitudes. Younger candidates text continuously, to the point that it’s integrated into almost every part of their lives. Older candidates use it somewhat less frequently and are more likely to object to receiving messages after business hours. Some may also be reluctant to share certain types of information over text. That said, there is no one “type” of user to focus on when you consider texting… virtually all ages and demographics use text extensively at this point. So, recruiters must think hard about how best to work it into their process and watch out for the communication cues that candidates offer them.
That’s what this guide is all about. We’ll show you how to use texting most effectively as you identify and recruit the talent your organization needs. We’ll look at what different types of candidates like—and don’t like—about texting, when it’s appropriate to use and how to make sure your efforts demonstrate your company’s culture and align with its brand.
If you have questions or suggestions about topics you’d like covered in the guide, please reach out to us at [email protected]. We’d love to hear from you!