Improving Candidate Communication: Step Up Your Mobile Recruitment Strategy While Maintaining Compliance

Katie Johnson
July 10, 2019
Employee RetentionRecruiting Tips

With more than 6.1 billion people texting worldwide, it’s no surprise that job seekers and employers are using text messaging to communicate – in fact, 86% of people agree that it would be beneficial to receive text messages during the job application process. But employers who don’t have formal systems and processes in place for texting job candidates are putting themselves at serious risk.

Job seekers want a mobile-first, personalized experience that offers a quick way to apply. Think Yelp, Uber, Netflix or Amazon. These brands offer personalized experiences like serving up recommended restaurants or items, relevant searches based on location, and offer an easy “one-click” check out, for example. Employers are adapting recruiting processes to mirror the best shopping and searching experiences with texting and AI tools.

CDW, a Fortune 500 global technology solutions provider that hires more than 1,400 people a year, saw an opportunity to evolve its recruitment marketing strategy and improve its compliance by leveraging TextRecruit’s text messaging and live chat solutions to recruit and communicate with candidates. Typically, an early adopter of new technology, CDW has now implemented TextRecruit at the center of all its communications, using two-way text messaging, live chat and AI automation.

In 2017, CDW rolled out text recruiting globally to help fill roles more quickly and efficiently. Some of its recruiters were already texting candidates on their personal cell phones, but they knew that could pose major compliance and security risks. The business saw the value that texting offered for both recruiters and job candidates, because in this tightened labor, time-to-fill is higher, so speed to market is everything. But its talent acquisition team needed to formalize its texting strategy. Since implementing a formal solution, the CDW talent acquisition team has saved more than 5,000 hours, allowing its recruiters to focus on the high-value, high-impact portions of the recruiting lifecycle and positioning the organization to be a market leader for the future of talent acquisition. They are also seeing better results with an 87% response rate, three-minute response time, improved recruiter efficiencies and a more positive candidate experience.

Chances are, your recruiters are likely texting candidates from their personal cell phones. Resolve this compliance risk and improve recruiting efforts with a formal system. Here are some things to keep in mind:  

Text messaging software improves candidate communication management.

Integrating text messaging software, like TextRecruit, to your recruitment platform, can help ensure candidate communications are more easily managed and mitigate compliance and security risk factors – such as access to sensitive candidate data.

A formal system not only helps maintain compliance but also enables recruiters to streamline workflows, track conversations and ultimately expedite the hiring process – especially important for organizations with high-volume hiring needs where a manual process is not scalable.  

Finally, it also provides recruiters with a layer of anonymity in that they do not have to share their personal contact information.

Remain compliant with GDPR and data privacy regulations.

Regulations to protect data are on the rise. Many of these laws require organizations, including employers, to provide consumers and job candidates access to and the ability to edit and purge data on file.

As an employer, it is your responsibility to comply with these data privacy regulations. Storing candidate conversations in your recruitment platform will help streamline communication and, in most cases, should enable your business to more easily execute data privacy requests.

Take an incubator approach.

Jared Bazzell, talent acquisition manager at CDW, encourages other employers not to be afraid to start small. Test new software with a pilot group of users to find what works for your organization and your candidates.

These solutions can be used at several steps of the hiring process – prescreening and qualifying candidates, interview scheduling, capturing candidate data, onboarding and more – depending on the nature of your business, users may see value in using this software at different points of the candidate journey. Testing and QA with a small group can help you create the best text messaging process and strategy before rolling it out to the larger team and candidate base. These solutions automate engagement, but it is important to keep in mind that it isn’t about reducing teams – it’s about repurposing that time saved into other high value and high impact areas of the recruiting lifecycle.

The digital transformation is here.

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About the Author

Katie Johnson is a Content Strategist who logged 13 years of experience in public relations before coming to iCIMS. Her breadth of industry experience includes technology, healthcare, education, and food and beverage. When not at work Katie can be found soaking up sun at the Jersey shore.