4 Pro Moves for Text Recruiting

Looking to ramp up your mobile recruitment? Add text recruiting to your strategy. When you think about it, a large majority of your candidates have smartphones in their hands or pockets. Their attention may be on social media post or a careers website, until they get a text from you. You’re using candidates’ preferred method of communication to reach them. And, we know from Mobile Marketing Watch that 98% of text messages sent are read. With text recruiting, you can break through the digital clutter to engage candidates with your jobs and your company. Read on for four moves that will have you text recruiting like a pro.

Use Text for Scheduling

75% of younger workers prefer to communicate via text, especially for setting up appointments and answering quick questions. Why not use text to ease the back-and-forth of scheduling interviews? Some purpose-built video interviewing software has automated scheduling built right in, so you can reach candidates with a text invitation to self-schedule a convenient interview – a capability that candidates of all ages truly appreciate. And, no more phone tag. Automated scheduling with text takes the administrative work off you, so you get scheduling done more quickly and have time left over for more strategic tasks.

Use Text Interviews to Qualify Candidates

A brief text interview with a few simple yes/no or multiple-choice questions can help you efficiently gauge candidates’ qualifications to move on in your hiring process. When your role requires licenses or certifications, or availability for specific shifts or work hours, text interview to quickly identify candidates who meet the requirements in applicant pools both large and small. It’s convenient for candidates, too. They’re able to provide the information you need easily via their phones. And, they learn immediately whether they’ll be considered or should move on to other opportunities.

Use Text to Keep Candidates Updated

Communicate more often’ is one of the top wishes candidates have for a better hiring experience, according to the Talent Board’s 2017 Candidate Experience research. Use text recruiting to keep candidates informed with status updates, and communicate more often to keep them engaged.

Use Text to Get Candidate Feedback

Candidates are a vital and unique source of information about your hiring experience. Leverage their knowledge by gathering feedback at key points in your hiring process with a quick text survey.

Text Recruiting Etiquette

Here are a few of the guidelines text-savvy recruiters follow to get the most from their text recruiting efforts:

  • Offer the opt-out. Wondering if you have the ok to use candidates’ mobile numbers to text? It’s ok to text one time as long as you offer an opt-out option in that first message. Alternatively, you can secure their permission up front when you gather their mobile number.
  • Be mindful of image or video files. While most phones today have SMS text capabilities, not all have the ability to accept video and/or image files. Include these files if you’d like, but know that some candidates may not be able to see or watch them, which could be a frustrating experience.
  • Check country-specific text rules. Though text is becoming widely used worldwide, some countries have certain regulations about total length of message, and acceptable times of day for texting. If you’re recruiting candidates globally, check the rules so your messages are not rejected by local networks.

Text recruiting is a high-value strategy for engaging with candidates quickly and effectively, and for increasing your own efficiency. Text recruiting capabilities that are integrated with hiring software, like a video interviewing platform, can help you be even more efficient, so you can devote more of your day to your candidate relationships.