There are as many ways to integrate texting into your recruiting process as there are topics to communicate about. Most recruiting organizations that we talk to share a common set of pain points and use cases with others. But, most also have needs or goals that are unique to their industry or organization. It’s worth thinking hard about both questions as you evaluate text recruiting solutions. How do other recruiters leverage texting? And, how can texting address some of our unique challenges?
Many recruiting organizations already have a large database of interesting prospects in their ATS. Text messaging is an extremely effective way to reach out to those contacts at scale to rapidly generate interest in new positions. Done right, candidates will feel like you’re prioritizing them for consideration, boosting engagement.
Texting candidates to confirm that their job application has been received and is under review can be a great way to keep them engaged in the process. It makes the recruiting process feel more personal and less like a black hole.
Interview coordination is ideally suited to texting. Many candidates will already need to consult the calendar on their mobile phone, so responding from the same device is the natural choice. Some organizations text links to scheduling apps like Calendly to streamline things further.
High volume recruiters simply cannot respond to most applicants individually. Using text, they can qualify applicants faster using response templates and automated screening questions. Advanced recruitment texting platforms can be programmed to send back follow up questions, job application links or other content based on candidate responses.
Sometimes, coordinating with the candidate is only half the battle. Some recruiting teams use texting to send interview reminders to hiring managers and colleagues, so nothing slips through the cracks. Fewer missed interviews means shorter time to hire.
Employers with lots of seasonal jobs often re-hire many of the same workers year after year. But, it can be difficult to stay in touch during the off season and figure out how many past employees plan on returning and how many new employees will need to be hired. Text messaging makes it dramatically easier to check in.
SMS ‘short codes’ are five to six digit numbers that are often paired with keywords for use in text recruiting (ex. ‘Text JOBS to 12345’). Employers utilize them on signage at on-campus events to maximize ROI. They allow students to register interest in learning more about opportunities, even if they’re not able to speak with a company representative directly.
Retail, hospitality and other employers with large physical footprints can also utilize text short codes to capitalize on walk-in applicants. Signage placed on doors, at the register or elsewhere connects job seekers directly to the online job application forms and minimizes distractions for managers in the field.
The list above captures some common texting use cases for recruiters, but is not exhaustive. Brainstorming with your team and talking with peers is likely to yield other valuable ideas for utilizing texting within your organization’s recruiting process.
Candidates want personal contact. Texting is effective when used to provide that at the right time and for the right purposes. Or, when it’s used to speed up and simplify parts of the process that don’t require a personal touch.