With unemployment rates decreasing and the number of vacancies increasing, the recruitment landscape is becoming even more competitive. According to CNBC, April has marked the second consecutive month where the number of vacancies has surpassed the number of applicants – increasing the gap by 65,000+ from March to April. This shift has flipped the way companies approach their recruitment strategies. With less applicants and more spots to fill, recruiters are now on the hook for attracting and retaining top talent.
The candidates of 2018 are consumers who want a fast and easy recruiting process. Recruiting.com reports that nearly 75 percent of these applicants are already employed and do not have time to participate in traditional phone screens that occur during typical business hours. As a result, recruiters are often left playing phone tag with prospective candidates which leads to bottlenecks and increased time-to-fill. To combat this problem, companies are looking to new technology solutions that can reprioritize communication methods and enhance the candidate experience.
Text message software is the solution to addressing the current complex recruitment landscape. Recruiting.com notes that text messages are the preferred communication method for candidates ages 18-44. Today, too much of the average recruiter’s time is spent on repetitive, mundane administrative tasks. Savvy recruiters are now leveraging text messaging to streamline the process for easy, personalized and quick replies. Text messages simplify the process for both recruiters and candidates, resulting in faster time to fill and lower costs.
Technology like TextRecruit enables organizations to more easily source candidates via an initial “text to apply” capability and quickly communicates with millennial and hourly candidates who prefer text over email. Integrating TextRecruit helps manage recruiting complexities by consolidating all hiring-related communication activities into one system.
Three key takeaways when looking to add text messaging to a current recruitment strategy are:
1. Candidates prefer and expect texting.
Job seekers prefer convenient, written communication before speaking directly to a recruiter. Candidates want to engage with recruiters on their time, in their own way. Texting is less formal than email communications and way more convenient than carving out time to speak to a recruiter via the phone – especially when top talent is already employed and sitting at their current employer’s desk. Texts also provide quicker, personalized responses which is important to candidates looking for a transparent view of the hiring process.
2. Chatbots are necessary.
Chatbots are quickly becoming one of the most prevalent AI-methods for screening candidates. Tools like ARI by TextRecruit, an artificial intelligence-powered, customizable recruiting chatbot, use natural language processing and machine learning to announce jobs and engage candidates in two-way conversation asking and answering questions about open positions. ARI also screens candidates by gathering data and confirming skills, as well as schedules interviews. Automating repetitive communication tasks with text and chat tools allows recruiters to focus on the high-touch and strategic aspects of talent acquisition, like making the final hiring decision – and drives greater value to the business.
3. Compliance is key.
With the recent rollout of GDPR and data privacy on the top of any credible business’ mind, recruiters must be careful when texting candidates. For those recruiters who do not have a formal text message solution, chances are, they are still trying to leverage text messages on their own devices. This opens the door to numerous compliance issues. Private mobile devices are unsecured and therefore exposes candidate data. Recruiters serious about texting need to have resources that are rooted in data security best practices and adhere to government regulations.
To learn more about why texting should be part of your recruiting process, please visit: Why Texting Should be an Important Part of Your Recruiting Process and Text Recruiting and the Revolution of Reaching Out.
With a passion for life-long learning, Danielle McClow got her start in higher education before joining iCIMS as a Content Writer. She holds an advanced degree in classic rhetoric and when not writing she wishes to pet all the dogs.