5 Ways to Use Recruiting Texting

5 Ways to Use Recruiting Texting

Many companies are using recruiting texting in their hiring operations.

The open rates for marketing texts are legendary. Some studies put the text open rate above 90%! Compare that with around 45% for emails.

No Communication is More Immediate

Consider this: if a person has set up texting notifications, they can see a preview without opening the message. If the text is short, they can probably see the whole message in the notification window.

Many people allow notifications even when their screen is locked.

If you want immediacy, texting is clearly the way to go.

One caveat; you can’t apply all marketing texting statistics to recruitment texting. They aren’t the same thing. Yes, recruitment has a marketing component. But once a candidate applies, it becomes a form of business communication.

This fact should guide your recruiting texting policies.

How Do You Use Recruiting Texting?

Let’s discuss the specific ways recruiters use texting.

1. Hiring Process Updates

When a candidate has applied, they are in your pipeline. But your applicant has probably applied at several different companies. Interact frequently (but briefly) so you don’t get lost in the shuffle.

Hi Chase, this is Madison at Pro-Tech. Thanks for applying! Is it okay if I text you going forward?

2. Engaging With Your Talent Pipeline

You have a database of applicants in your ATS. Many of them almost made the cut the last time they applied. Keep your talent pipeline engaged for future opportunities. Each quick text strengthens your relationship.

Hey John. This is Lisa at Pinnacle Solutions. How are things? I thought you might enjoy our new ebook on IT interview tips. [LINK]

3. Appointment Confirmation

Recruiters who use self-serve interview scheduling should confirm appointments. You want your candidate to know that their interview appointment is on the books. They may prefer a text over an email.

Hi David. This is Brett at Springfield Home Health. Your interview is set for June 4 at 11:00 a.m. Let me know if you have questions. Thanks!

4. Day-of-Interview Instructions

The morning of the interview, send a text with a map link. Include parking or building access instructions.

Hello Charlotte, Amber from KBY. Here are the directions to our office. [MAP LINK] Use visitor parking on the north side. I will meet you at the main entrance. See you at 2:00!

5. Cold Texting Passive Candidates

Many companies don’t allow cold texting for recruiting. I included it in this list because some recruiters have success with it. You will have to decide if it’s right for your organization.

Tread carefully. Do you know anyone who likes cold sales calls?

This person has not given you permission to text them. Ask yourself these questions;

  • Is this person actively searching for a job?
  • Has cold emailing worked for this type of position?
  • Am I willing to risk driving this potential candidate away?
  • Is this a good time to send this?

Hello Katelyn—I saw you on LinkedIn. I’m Mark Shepherd, hiring manager at WCT Enterprises. Hope you don’t mind the text. We have a Data Analyst position open. Can I send an email with the specifics?

Create a Texting Policy

When everyone is going rogue when it comes to texting candidates, it creates more problems than it solves.

If your hiring team is using texting, create a formal policy. It will help you reap the most benefits from the communication medium without creating headaches you don’t need.

This article explains how to create a recruitment texting policy: 5 Best Practices For Recruitment Texting: How To Maintain Professionalism

Make sure legal signs off on your texting policy. (Better safe than sorry…)

Use an Applicant Tracking System With Texting

Advanced applicant tracking systems (ATS) with texting offer many advantages. You write and send your messages in the software. The system saves the conversations. Everyone on the hiring team can see the history.

Several members of your hiring team can communicate with one voice. If you prefer, you can use an actual keyboard and a large screen. This makes it easier to spot spelling or grammatical errors.

If your hiring team is not using recruiting texting yet, it’s time to consider this form of communication. It can shorten hiring time by several days. You can reach candidates that may not otherwise engage.

It’s unlikely you will be competitive if you don’t incorporate texting to some degree in your hiring process.

By Liz Strikwerda

5 Best Practices For Recruitment Texting: How To Maintain Professionalism

5 Best Practices For Recruitment Texting: How To Maintain Professionalism

To text or not to text?

Recruitment texting is an ideal way to connect with applicants in many circumstances. But not all circumstances—and only if done right.

Are you planning to start using texting for recruiting processes? Have you been texting for a while without any formal policies?

Save yourself a lot of trouble by creating guidelines for you and your team to follow.

Though texting is more informal than emails and paper correspondence, it can’t be a free-for-all. Business texting should be far different than texting in your personal life.

Create A Policy For Texting Etiquette

It’s important that your team understands and agrees to follow your texting policies. It takes a conscious effort to follow a formal policy if you are used to shooting off personal acronym-filled texts all day.

5 Best Practices For Recruitment Texting

1. Always Be Professional

Use complete sentences. Pay just as much attention to spelling and grammar as you would in an email. Never, ever use emojis.

Restrict your messages to the recruiting process. Even if the applicant shares something personal, don’t respond in kind.

2. Only Use Texting For Brief Messages

Email is better suited for more than a couple lines. You can use a text message to notify the candidate of an email that includes all the details. One of the best uses of a text message is to confirm an interview appointment.

3. Tell The Applicant Who You Are

In addition to basic professionalism, you need to provide context. Remember that a candidate may have several applications in progress. Include your name, company, and the position you hold. Do this for every single SMS. As mentioned before, this requires a conscious effort because we don’t do this in our personal texting.

4. Pay Attention to Timing

The best time to send a text message is between 9:00 a.m. and noon. The next preferable time is in the afternoon during business hours. Never text outside of business hours except when initiated by the candidate. For example, they might need to cancel an interview appointment the night before it’s scheduled. If they text you at 9:00 p.m. and say ‘Sorry, I have to reschedule the interview tomorrow. Let me know that you got this message,’ it would be appropriate to confirm receipt.

5. When Not To Text

Never offer a job or relate interview results with a text. And never reject an applicant through a text. Discontinue texting if the candidate doesn’t respond to your text messages via text.

If a texting exchange becomes lengthy, suggest moving the conversation to a phone call or email. Long messages are confusing and often get split up on the receiver’s end. Don’t risk a misunderstanding.

Texting Is Not Universally Accepted

In a survey on recruitment texting, Software Advice found that only 35% of respondents consider texting ‘professional.’ By comparison, 34% deemed it ‘unprofessional’ and 31% had no opinion. Another interesting finding is that age of the respondent had no bearing on the results. In other words, job seekers under the age of 35 had similar views on texting as older candidates.

Use An ATS For Recruitment Texting

Some applicant tracking systems (including ApplicantStack) include a texting tool. ATSs with texting help recruiters follow the best practices outlined previously.

An ATS stores a history of all conversations—texts, phone calls, and emails. It also allows any member of your hiring team to text within the application.

An ATS lets you type text messages on any connected device. Many recruiting professionals prefer to type texts with a conventional keyboard. It can make it easier to maintain proper grammar and correct typos.

When hiring managers use their personal cell phone for recruitment texting, there are many potential pitfalls. Some hiring teams have discontinued the practice because it did more harm than good. If you want to incorporate texting in your recruiting, we recommend using an ATS with a texting function.