Archive for July, 2016

Five Reasons to Use Text Recruitment in Hiring

Friday, July 1st, 2016

Mobile recruiting is a remarkable opportunity for employers to engage and stay connected.  It affects the application process, enhances interaction, communication, and source talent. Your strategy should embrace a multi-device approach so that the process is optimized for candidates and users.

Phones and text messaging go together and develop a plan that is critical to targeting untapped candidates; differentiating you from others. Reasons you need to implement texting in recruitment policies include:

A personalized approach to hiring

Millenials find texting the preferred method of communication, and that includes business correspondence. Most candidates prefer texting because it lets recruiters and clients respond as soon as they receive a message. A well-crafted text message adds a personal touch to a recruitment strategy. A professional, targeted text conveys a genuine interest that are lacking in most mass emails they receive. The messages should be professional and to the point, and provide a simple way for a follow-up.

Quicker and more effective

Few people read their emails frequently as compared to using text messages. Text messages have a higher open rate and are often read within three minutes of receiving them. This is why several recruiters who have executed texting in their recruitment discovered that using texting speeds up the process significantly.

Use Speed to Your Advantage

Text alerts on phones are ubiquitous; you don’t have to wait for ages for a candidate to text you back.  To benefit from this speed, you’ll have to reciprocate.  Respond to texts immediately, and candidates will probably return the favor.  Texting is an unobtrusive choice to correspond with candidates who would be unable to respond and get them to do so faster.

An opportunity for seamless follow-up

Most people use phones as their primary way to access the Web. This permits recruiters to incorporate texting into a smooth change from initial communication to finished application and progression in the staffing process. Most phone users are already comfortable with the mobile web. If you provide a secure mobile recruiting experience, you have a better opportunity of hiring more applicants.  Your emails should be short and easy to type.  Once your candidate receives a text, he or she can act immediately to respond and go ahead with the recruitment process if the text has a link to the email or website.

Make Your Opener Catchy

Craft a compelling text message to draw attention. Your text will come up with a random phone number, introduce yourself, be human, and announce the job as quickly as possible. Leave your email contact info at the end. Don’t let the text look like spam.

Before you start texting candidates, ensure rules are followed.  If you are sure of what you are doing, texting a candidate is one of the quickest and most efficient ways to get a candidate to apply. Most recruiters have resorted to texting to contact candidates. A bad texting campaign is like an invasion of privacy and gives a bad reputation.   Millennials always have their phone on or near them. Recruiters want to approach them through their phones, with the same notification structures they use for contact with friends. Texting candidates is a powerful tool, only if properly capitalized on.