The Critical Rules Every Recruiter Should Follow When Texting Job Candidates
Texting is one of the most common forms of communication in the modern age, and it is far more popular than telephone calls by a long shot. According to survey data gathered in 2017, texting is the most common type of communication for millennials and generation Z.
A poll performed by Gallup showed that texting is actually preferable for these people when they are trying to get hired as well. In the report, 86 percent of the 1,400 young adults surveyed had a positive reaction when texted by a potential employer during a job interviewing period.
Communicating with prospects during onboarding processes via text is actually a logical SMS marketing process to help you land qualified candidates to feel job positions in your company. Texting can be efficient, effective, and an easy way to get a fast response from candidates. However, there are also certain rules that must be followed so you’re not scaring off prospects by texting them the wrong way.
1. Get permission to send text messages.
Make sure you get permission from a candidate to send them text messages before you randomly send things to them. Approximately 72.8% of recruiters have a hard time finding good job candidates, and you definitely do not want to scare the ones off that have already started the interview process by sending them unwelcome texts.
For people who prefer texts, your messages won’t be a bother. However, for those who do not like to be texted, your messages can come across as invasive or unprofessional. In your job application posting or ad, make sure you make it clear that prospective candidates can opt in or out for text communications.
2. Keep texts short and sweet.
It is best if the information you send via text is short and straight to the point. If you try to communicate lengthy things via text, it can make it really hard to communicate all that needs to be said and can lead to misunderstandings on behalf of the recruit. Only ask questions that would have a simple response, such as: What time would be best for you to come in for an interview? or Do you need directions to the office?
3. Make sure you send your texts at the right time.
Just like you wouldn’t pick up the phone and call a recruit right before bedtime, you shouldn’t be sending texts at odd hours either. About 14 percent of people looking for a job say that it wouldn’t be appropriate for a potential employer to call them outside of their typical business hours. Additionally, make sure you are texting regarding things that are appropriate to text about. For example, texting to thank a recruit for their interest in the company, to remind them of a face-to-face interview appointment, or something similar would be fine. A few things you shouldn’t text about would be:
- To let a recruit know you are not going to hire them
- To inform a recruit they are being offered a position
- To discuss things like salary or credentials
4. Keep your texting processes well organized.
There’s nothing more off-putting than a prospective employer getting texts fumbled up and sending out the wrong information. On the same note, not being responsive to incoming texts from candidates will send them the impression that you are not interested. Therefore, having a program in place to keep texting processes organized is vital.
There are tons of tools out there to help recruiters handle large numbers of texts. Some even make it possible for you to automate your recruiting messages to some degree. For example, you could set up the app so that every new interviewee gets a message thanking them for their time and letting them know you will be in touch soon.
Overall, texting can be a hugely helpful component in your recruiting processes. However, it must be treated as a professional endeavor by being mindful of the rules involved. Integrate a good SMS texting plan in your recruiting process and see an entirely new way to keep prospects involved and feeling valued.