It’s a busy job market, and mass texting for recruiting is the best way to find and hire top talent quickly and efficiently. Use these tips to get started using mass texts in your recruitment.
If you work in recruiting, you know there’s no better feeling than finding the right person to fill an open position.
Of course, celebrating new hires is only a very small part of what recruiters and hiring managers do.
The recruiting process also involves writing job postings, finding applicants, scheduling interviews, filling out paperwork, checking references, and endless other tasks.
If done right, >mass texting can make recruiting easier. In this article, we’ll walk through how to use SMS for recruitment, as well as some pros and cons of using mass text messages in your hiring process.
SimpleTexting is text recruiting software
Mass texting is a way to text many of contacts at the same time. That could be dozens, hundreds, or even thousands.
It’s great for instantly getting one message out to your entire base of customers or, in this case, potential hires.
Unlike a traditional group chat, your mass text will send to each contact without the hassle of a reply-all option or a ton of numbers listed.
Today, hiring relies on fast and clear communication. With that in mind, mass texting is a gift for recruiters.
There are several ways recruitment companies can use a mass texting service to their advantage. We go over these in detail in our industry guide for staffing and recruiting.
The first step is to text-enable your existing 10-digit number, register a new local number, or choose and verify a toll-free number through an SMS marketing platform.
Now you’re ready to start using SMS to connect with talent. Here’s a quick 8-step overview of SMS recruitment:
This step is optional, but it can go a long way in automating your SMS recruitment efforts.
Our Zapier integration allows you to plug your existing software such as Breezy HR, Bamboo, or Workable into our platform.
Segment your list based on information such as zip code or education level, then send out a mass text to candidates with a job application.
Don’t play telephone tag with applicants. Send screening tests, questionnaires, or surveys via text to make sure you have a worthwhile candidate.
Text messages limit endless back-and-forth emails. Send out interview requests or, even better, scheduling links to your favorite potential hires.
No one wants to miss an interview, neither the candidate nor the interviewer.
Send a reminder to both parties with useful information like parking instructions, directions, and any preparatory steps they need to take.
Sometimes you find the right person for the position, but there are internal hold-ups that are out of your control.
No one likes to be kept in the dark. Use texts to update candidates as they enter each new stage of the recruitment process.
Unfortunately, you can’t make an offer to everyone. Applying to a job isn’t easy, and awaiting a response can be the hardest part.
Reduce discomfort by immediately letting candidates who weren’t selected know they’re no longer being considered.
This is the best part of the hiring process, and you’ll likely want to extend the good news over the phone.
The advantage of using a business texting service is that you can text and call using the same number to keep everything centralized.
Now that we’ve gone over the basics of how to use SMS for recruitment, let’s cover the reasons why you’ll want to choose mass texting over other channels.
You have email, social media, phone calls, and other tools at your disposal. So, why text?
Recruiters use mass texts for a few key reasons.
Don’t waste time writing candidates through a channel they might ignore.
A study of hundreds of millions of emails found that the average open rate of recruiting and staffing emails is around 19.33%. Not bad.
The click-through rate? 1.81%. Not so great.
Text messages, on the other hand, almost always get read. Less than 2% go unopened. Plus, the average click-through rate of SimpleTexting customers is 17%.
Unlike email inboxes, you never have to worry about your text messages being accidentally picked up by a spam filter.
Vacant positions aren’t just costly. They take a toll on your team, too. The work still needs to get done somehow.
Texts don’t just get read, they get read quickly. Data from some of the largest cell service providers in the U.S. and Europe reveals that 90% of SMS messages are read within three minutes.
Texting isn’t just one-way, either. Your contacts can reply to your mass texts. (At SimpleTexting, we never charge for incoming SMS texts.)
So, when you need a response quickly, choose texting.
Yes, SMS messages have a high response rate. But that’s not the only reason that recruiters looking to work more effectively seek out a mass texting service.
Text messages can also be automated. You can:
We’ve touched briefly on open and click-through rates. These are important metrics, but texting lets you take this data a step further.
Our segmenting feature allows you to set up automated texts that send specifically to those who did—or didn’t—click a link in your message.
Let’s say you send a candidate an assessment test, and they don’t click it. You can send an automated reminder that goes out a few days before the deadline reminding them to take the test.
The text message inbox, unlike your email, is where you communicate with loved ones and trusted contacts.
Because the job hunt is so personal, many candidates are happy to consent to recruitment texts.
You can even personalize your mass texts further using custom fields.
You may have heard that texting can be perceived as unprofessional, or that candidates find it intrusive.
We’ve found that these cons can be easily eliminated if you follow a few straightforward best practices for SMS recruiting.
That isn’t to say that text messaging is perfect. Like any form of communication, it has its downsides. Here are a few cons of mass texts for recruitment.
If the majority of your roles are based in the U.S. and Canada, this issue doesn’t apply to you.
But if you need to text candidates in other parts of the world, a mass SMS service may not be ideal, and you may have better luck with a service like WhatsApp.
Currently, SimpleTexting supports all major U.S. and Canadian carriers.
While we love texting for all kinds of marketing, recruitment, and general communications, we know that a strong recruitment strategy can’t rely on just one tool.
After all, there are some things you can’t (or shouldn’t) text, like confidential information or legal documents.
This means that your hiring process will need to be a healthy mix of SMS and email. It may sound like more work at first, but our customer reviews prove that text messaging alongside email can save recruiters time.
People expect fast responses to their text messages, and failing to get back to contacts can hurt your brand’s reputation.
Still, replying quickly can be tough if you’re managing your inbox manually.
This is precisely the reason the SimpleTexting inbox comes with several tools for automating your replies and organizing your conversations. You can:
There’s no perfect recruiting processーor communication channel. Texting may be fast and yield high response rates, but it certainly isn’t without its flaws.
When deciding whether or not to use mass texts for recruiting, consider your team’s capabilities and needs first.
Texting isn’t meant to replace other recruitment strategies. Rather, it’s designed to supplement and enhance the tactics you already use.
Let’s talk about how mass texting can work together with other channels to help you reach potential candidates.
If you’re using mass texts to build your pool of applicants, social media is a great way to meet candidates where they already are.
You can’t purchase a list of phone numbers to send recruiting texts to. It’s both illegal, and highly ineffective.
You can, however, buy LinkedIn or Facebook ads targeted towards the people you want to reach. Create a keyword and include it in your ads.
We offer unlimited keywords on every plan, which means you can create one for each open position. Here’s an example:
Apple is looking for a UX designer. Think you’d be a good fit? Text APPLEUX to 411-454-9091 for more information.
Think of it this way: texting helps you connect with a candidate, but it doesn’t help you find them in the first place. That’s what job boards are for.
When you finally find the right candidate, the job board fee can be worth its weight in gold.
We don’t recommend adding your number to online postings. This can result in unwanted messages from inexperienced and unqualified applicants.
Instead, include a web form with a phone number field alongside your posting. This way, you can automatically add applicants as SimpleTexting contacts and reach out to them when you’re ready.
Job fairs are a gold mine for companies and job seekers.
After a quick glance at a candidate and a short conversation, you can decide whether their resume will go into the “reach out to” pile.
Before your next fair, consider creating a keyword to include in your brochures or display materials.
Make sure your business cards mention that candidates can either call or text you.
A skilled recruiter knows what tools to use to both minimize wasted time and maximize ROI.
Mass texts are just one piece of the puzzle. With over 292 million people in North America using text messages, it’s a tool you can’t afford not to use in your hiring process.
Ready to get started? Try out SimpleTexting for 14 days, totally free.
Alfredo is SimpleTexting's brand manager. He's passionate about using his 10+ years of marketing experience to help small businesses grow.
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