Introducing our Reward Partners: See special offers

Text recruiting: is it the future?

Published: Monday 22nd March 2021

Profile picture of Garima Sharma, Lead-Talent Assessments and Employee Engagement at Greenthumbs talks about text recruiting

Garima Sharma, Lead – Talent Assessments & Employee Engagement at GreenThumbs. Garima Sharma is a subject matter expert for Personality Assessments, Talent Management, 360 Degree Appraisals, Employee Engagement, Feedback Surveys, etc. She is also a blogger who loves to write articles, posts, whitepapers, etc. in the HR space.

Let’s accept it, recruiting is difficult. Finding the right people who have the technical know-how and will also be a good culture-fit is not easy. Over the years, we have had different recruitment practices come into play. There are the lucrative referral programs that organizations offer. Then there is social media recruiting, which has become very popular for most companies.

Another interesting method of hiring talent is text recruiting. That’s right. Recruiting through simple text messages. And believe it or not, text recruiting is gaining popularity.

What is text recruiting?

As the name suggests, text recruiting is about text messaging potential hires to inform them about job openings, communicating with them, and maintaining contact. Mobile phones have become essential tools in our everyday lives. You can’t imagine staying away from your phone for very long. One of its most basic yet significant features, text messaging or SMS, has become a game-changer for recruiters. Text recruiting simplifies the whole recruiting process by putting job posts right in the hands of the candidates.

According to a study by Statista, the current number of smartphone users in the world today is 3.8 billion, while the number of mobile phone users is 4.88 billion.

Why text recruiting may be the future

So, what makes text recruiting a front-runner when it comes to future hiring?

1. Backed by statistics

I know what you’re thinking: yes, people read text messages. In fact, text messages have a higher response rate than an email. As per a study, text messages have 8 times the response rate of an email, increasing the chance of your message being read. As per another study, 95 percent of text messages sent to people are opened, read, and responded to within 3 minutes of being delivered.

Moreover, the cost of texting is low compared to many other communication methods. If recruiters want to speed up the recruitment process and zero in on top talent in the most cost-effective way possible, texting is the way to go.

2. It works with Generation Y & Z

Consider this: how do you plan to reach out to Millennials or Generation Z when they don’t respond to calls or emails for an interview? Texting.

The younger generations of job applicants want to feel more connected to their employers and want quick responses. Text recruiting helps businesses connect and converse with candidates quicker and faster on a personal level.

This is crucial in today’s day and age when we have so much happening around us to distract our young and digitally adept job seekers.

3. It helps cut to the chase

Texts are precise and to the point. The character limit makes you learn the art of brief and crisp messaging. With text messages, recruiters can focus on sharing just the right and relevant information that will catch a candidates’ attention. We all have our mobile phones right beside us for most of the day. Therefore, the probability of your message being read and acknowledged by potential applicants is very high.

There is another reason why text recruiting may be a better option. Many potential hires may already be in a job and may not respond to calls or emails during work hours. They may wait to get free from work and respond to a job opening. This delays the whole process further. Texting is a faster, more discrete way to acknowledge information received and send responses.

4. Text messages are great reminders

Text messages are very useful when it comes to sharing quick updates and reminders. For instance, recruiters/hiring managers can send messages to candidates, reminding them about an upcoming interview schedule, or an application deadline.

Another advantage of text recruiting is that it is less intrusive than phone calls or emails.

5. You can pre-screen and save time

Among other benefits, using text recruiting also helps to instantly pre-screen a candidate. For example, you come across a potential hire who seems like a good fit. You can start the communication by sending an SMS asking whether they are willing to apply for a specific position. A simple text message can help determine whether the applicant is really interested in the job and thus can help save time.

Text recruiting offers a platform for companies to find relevant potential applicants and hire them. What’s important is to play on its advantages.

Some quick take-aways on how to make text recruiting effective:

  • Make it personal: address candidates by their names.
  • Be quick and keep it short: remember, that’s the whole purpose of texting in the first place.
  • Keep candidates informed about application status: any updates, changes, and deadlines.
  • Include a Call to Action whenever possible: a CTA acts as a prompt for candidates to respond quickly.

Conclusion

In a mobile-first world, SMS is one of the most essential tools for businesses. Companies have been using text messaging for years now. Your bank texts you to confirm a transaction or share an OTP. The restaurant texts you to confirm your reservation. Your online delivery companies text you verification codes and other important information about your shipment.

There’s a reason why text messaging is used. It’s quick, simple, reliable, a universal way of communicating. Text messaging is a technology that works for everyone from almost everywhere. This reason also holds true for why text recruiting could be a possible trend in the world of the talent search.

Interested in finding out more about the subjects raised on this page?
Simply click on the tags below to read related blog posts...

Tags: