Why Texting Should be an Important Part of Your Recruiting Process

We already know job seekers are using their smartphones to search and apply for jobs, and now incorporating text messaging into the hiring process is the next step to fill jobs faster, improve the candidate experience and assure compliance.

How Texting Can Fit into Your Recruiting Process

The Application Process: Candidates are consumers who want a fast and easy job search and application process. Technology like TextRecruit enables organizations to more easily source candidates via an initial “text to apply” capability and quickly communicate with millennial and hourly candidates who prefer text over email.

Here is an example of how a text message based application process works:

  • A company generates a custom keyword and a short number.
  • The company shares the keyword and number via billboards, fliers and other highly visible methods of advertising, along with instructions for job seekers to text the keyword to the number to apply for a job (e.g., “Text ‘Jobs’ to 123456 to apply today!”).
  • Candidates who text the number, are greeted with all the information they need to apply, including links to mobile-optimized application forms or questions they need to answer.
  • The company collects information from the candidate and moves on to reviewing the candidate’s application and scheduling interviews, which can also be done via text.?

The Interview Process: You’ve been trying to fill an open position for over a month and one of your biggest frustrations is that you keep playing phone tag with candidates which is delaying the interview scheduling process. Sound familiar?

Considering many job seekers are currently employed, no wonder it’s hard to get in touch. Answering a phone call to talk about scheduling an interview or communicating next steps isn’t always possible for job seekers during the workday.

People may go for hours without checking their email, but if their phone is near them, text messaging can be a much better way to connect with people.

“Candidates want to use text messages and mobile apps in addition to common methods of communication like telephone and e-mail,” said Erik Kostelnik, founder and CEO of Text Recruit. “Text messages are great for basic screening, scheduling times for phone interviews and reminding new hires to check their e-mail for important paperwork.”

The Benefits of Texting with Candidates

Better Candidate Experience: As consumer technology trends like WhatsApp, Messenger, Snapchat and Slack have gained popularity, the way candidates want to communicate with a potential employer is also changing. Using text messages during the recruitment process can make the organization appear to be more approachable and communicative, which can be a positive characteristic in the eyes of potential new employees.

Faster Time to Fill: Texting allows you to stay in contact with candidates easily because messages can be sent to multiple recipients simultaneously. This may speed up the recruiting process, allowing you to get answers faster and communicate better. Text messages can even be used in lieu of phone screen to send short screening questions to candidates, shortening the interview process.

Stronger Compliance: All communications between candidates and hiring organization should be trackable for compliance purposes. Unlike a phone conversation, text messages provide a form of written documentation. Centralizing text conversations into your recruitment platform offers stronger compliance to employers who may have recruiters and hiring managers texting candidates from their own devices today.

Don’t miss out on the benefits that text-message based recruiting can bring to your organization. Today’s candidates want easy and direct ways to engage with employers and apply for jobs. Text messages simplify the process for both recruiters and candidates, resulting in faster time to fill and lower costs.

Recruiting is complex and dynamic. Integrating TextRecruit into your recruiting platform helps manage this complexity by consolidating all hiring-related communication activities into one system of record.

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