Could your talent acquisition strategy benefit from less traditional methods of communication? Find out how texting may be the tool your team needs to connect with top talent.
A company’s employees are its greatest asset and your people are your product. We wish we could take credit for this kernel of truth, but we can’t. It comes from the mind of billionaire investor, founder, and philanthropist Richard Branson. This piece of wisdom is just as true for small businesses as it is for Fortune 500 companies.
If you’re a recruiter, human resource manager, or hiring manager, you have one of the most critical roles at your company. The better you do your job, the more likely your team is to succeed. Texting, also known as SMS, can help you be a more efficient, effective recruiter. When used correctly, text messages can have major benefits for both you and your candidates. Here’s how and when to add texting to your recruitment process, and when you should stick to more traditional forms of communication.
Why Recruiters Should Use Texting to Their Benefit
Those who have been in the industry long enough know that it’s common for there to be hype around new tools and software. Before you start using SMS messages, how can you be sure that texting isn’t just a fad and that it’s here to stay? First, consider how ubiquitous texting is. According to Statistic Brain, 781 billion text messages are sent every month. Next, look at the clear benefits of using texts:
Email Isn’t What It Used to Be
Most recruiters rely on email. The problem is emails are being opened less and less frequently. It’s not necessarily that your candidates don’t want to open your emails. It’s just that they may not even be seeing them. Their email inboxes are flooded with messages from everyone from their grandmother to their grocery store. The text message inbox is a less crowded place to reach job seekers.
Texting is Made for 2-Way Conversations
In a competitive hiring market, employers need to build relationships with talent in order to attract and hire the best. Texting allows you to not just build—but deepen—relationships. It’s one of the most personal forms of communication, normally reserved for close friends. A study of over 200 jobs seekers found that 66% are open to texting with recruiters.
Leads to Better Candidates Experiences
According to research from Lever, the median time from the moment a candidate enters your pipeline to when they’re hired is 34 days. Texting helps you easily keep candidates engaged during that time, and gives them a convenient way to reach out. Top-tier talent will quickly look elsewhere if getting in contact with you is a tedious process.
When to Use Texting for Recruiting
It’s easy to see why recruiters who want to keep their time in check and hire good talent use text messages. It’s quick, convenient and here to stay. But during what stages of the hiring process should a recruiter use texting? And when is texting not the best idea? Both good questions. Let’s dig in.
Alert Candidates of New Positions
Sometimes a talented, motivated candidate browses your open positions but doesn’t see any available. However, a few months down the line, the perfect role for them may open up. Add a form to your website where interested job seekers can submit their phone number, name, and resume to be informed of new openings. When a job opens up, send it to the right candidates via text.
Screen New Candidates
How many candidates make it past the first few stages of your recruitment process? If the rate is low, you may be spending too much time on unqualified candidates. It’s time to implement a better screening process. Send a survey link via text message to applicants to ensuring you don’t waste time on those who don’t meet the minimum requirements.
Answer Frequently Asked Questions
Applying for a job can be scary. Candidates usually have a lot of questions, and the quicker you get back to them, the more you improve their experience and set yourself up for success. Because again, as we touched on earlier, hiring top talent requires building relationships. This doesn’t have to mean endlessly writing answers, either. Our platform allows to create templates for your frequently sent texts.
Candidate Nurturing and Check-Ins
Data from Salesforce found that it takes six to eight touch points for marketing professionals to generate a viable sales lead. This insight can be applied to finding talent too. It’s often necessary to have multiple conversations with a candidate prior to connecting them with your hiring manager. Text messages allow you to keep an easy-to-follow record of your conversations. Add notes alongside your conversations to help you jump back in later. Our platform even lets you snooze conversations until you’re ready to check-in again.
Rejection is an inevitable part of being a recruiter. Even if you don’t hire an applicant, they could have valuable feedback that may help you improve your hiring experience. Use follow-up SMS surveys to identify opportunities to decrease your time to hire or keep good candidates from slipping away.
When Not to Use Texts for Recruiting
Traditional talent acquisition strategies aren’t enough, and texting can help you stand out from other employers and recruitment agencies. That said, there are still times when SMS isn’t appropriate. Avoid using text messages as a recruiting tool in the following situations.
Sending Offers and Paperwork
It’s possible to send files via SMS. However, confidential documents belong in emails instead. If you need a form filled out quickly, you can send it via email then ping your candidate (or new hire) by text message.
Discussing Salary and Benefits
Texts are ideal for quickly answering questions and sending friendly follow-ups. Sensitive negotiations are best left to in-person meetings and phone calls. This will help prevent miscommunication. Use texts to follow-up after important discussions instead:
It’s common sense that you shouldn’t break up with someone via text. If someone didn’t make it through the earliest stage of the process, it’s not a bad idea to send them a text message letting them know they aren’t being considering. If you’ve spent a lot of time with a candidate, text messages can feel cold and impersonal. Save the bad news for a phone call.
How to Successfully Add Texting to Your Recruitment Process
After much research, you’ve landed on a platform that aligns with your needs and has all the features you’re looking for. Before pulling the trigger and sending your first message, take a look at these tips for using SMS for recruiting. Even the best platform requires smart implementation to be successful.
Text-Enable Your Existing Number
We get it. Your number is on your business cards, website, email signatures and countless other places. There’s no need to get a new one (unless you want to!). We can make your current number capable of sending and receiving texts, even if it’s a landline or toll-free number. Phone calls will still be routed through as normal.
Educate Your Team about Texting
Like any other form of communication, texting takes knowledge and expertise. Get your team together to understand how and why to use texting. Send them resources such as our texting guide for recruiting or our article about the pros and cons of texts.
Train Yourself on the Features
A a powerful business texting platform lets you do more than just send back-and-forth messages. SimpleTexting gives you the ability to snooze and filter conversations, create templates, leave notes, schedule texts and more. Learn the ins-and-outs of your text message recruiting platform so that you can get as much use out of it as possible.
Ask About Support Channels
Even if you’re fully trained on the software you plan to use, you’ll still run into questions during your day-to-day. When new questions surface, make sure you know how to get answers. We offer support 7 days per week by phone or chat.
We’ve gone over the do’s and don’ts as well as the why’s and how’s. You’re ready to try texting out for yourself. Sign up for a free 14-day trial or click on the blue chat bubble to ask us any questions you may still have.
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