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Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
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August 9, 2018 
3 min read
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.
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