As we mentioned in our post about using technology to help connect with candidates, text messaging (or SMS) is one of the most effective methods.
Despite the fact SMS has been around long before the days of Snake, on top of the emergence of artificial intelligence and other CRM systems, dropping your database a quick line or two via text is still proving a useful tool for employers and recruiters.
In fact, according to the UK’s leading SMS provider, Textlocal, 98% of text messages are opened, with 90% of them being read within the first three minutes.
Which is hardly surprising when you consider how long we all spend messing about on our phones every day!
With these compelling facts in mind, how can your business turn text messaging into an effective recruitment tool?
While emailing a candidate is always one of the best means of communicating, there’s no harm in following it up with a quick text message.
You see, emails are often not opened or aren’t read immediately. The latter is particularly frustrating if you’re trying to fill a position quickly or are sharing vital information on their upcoming interview.
If you have too much information to share for a text message, remember, you can simply send a text prompting the candidate to check their inbox.
Ultimately, it can be used as a quicker means of sharing information or just as a backup alternative to email communication.
What’s more, it’s a lot easier to send a message on the go, rather than calling them every single time. As an HR professional or recruiter, there simply isn’t enough hours in the day to do this.
Adopt the right tone for prospect texts
Got a position that needs filling? Providing you have the recipients consent, text messaging can be a real asset in the recruitment game.
Sending a text containing a few key essentials on a new job opening can spark interest and generate a rapid response – which is imperative when you’re in a race against the clock to hire.
However, just because a candidate might want to hear from you, it doesn’t mean you can send any old spam. Focus on the opening line by adding a human element to it. No candidate wants to receive an automated message, especially if they’re already happy in their current position.
By taking a hands-off approach with the tone and language used, candidates probably won’t engage in the opportunity as they might be under the illusion that you’ll have a lot of applicants due to the mass send feel to the message.
Even if you’re sending a bulk prospect text, use a leading SMS platform to personalise each message with the recipients’ names. Plus, there’s no harm in properly introducing yourself and making them feel like you’re reaching out to them on a personal level.
Use text messaging sparingly
The open rate and effectiveness of SMS might be incredibly powerful, but there is a chance that you can overcook it too!
Research suggests that older professionals find texting a bit invasive, so it pays to look at the type of job you’re hiring for and to cleanse your database whenever you get a chance.
To stop this from happening, it’s worth following these steps:
- If you’ve already spoken to a candidate before, ask them whether they are still ok with you sending any correspondence or details over via text.
- Make sure you include an opt-out option – as per GDPR stipulations.
- Don’t send bulk prospect messages to over 10 people.
- Limit text communications to prospects – only sending interview confirmation or a quick reminder if you need them to fill out any employment forms.
Always think about send times
One of the easiest ways to make candidates feel like you’re acting unprofessional is to send a text outside of 9-5 working hours.
Stick to these timeslots and you shouldn’t encounter many problems.
Include links and attachments
Sending a quick text message without much substance can sometimes appear odd to some professionals. That’s why it’s always worthwhile including links to your website, a job spec or an attachment to employment forms.
Once again, this can encourage potential candidates to take action quickly and take note of the information provided on the go.
Text messaging is undoubtedly an effective means of encouraging new candidates to apply for positions and to ensure they don’t back out of any job offers.
If your business doesn’t currently have a database of potential candidates to text, don’t give up the ghost!
The next time you carry out a recruitment drive, ask unsuccessful candidates whether you can keep them on your database to contact them about future opportunities.
Sure, it’ll take time, but it could save you a lot of money advertising on job boards and sifting through hundreds of CVs in the future if you already have someone suitable just a text message away!
Plus, text messaging can be used as a marketing tool for clients and customers too. So all-in-all, it’s worth giving this means of communication a go.
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