5 Best Practices for Talent Acquisition Through SMS Recruiting

Some companies rely on social media to reach out to candidates. Others depend on interviews. However, the majority are still resorting to SMS recruiting.

SMS recruiting might not be as groundbreaking as it used to be. Choosing to contact candidates through text is still quite a nontraditional approach. In fact, it’s a powerful tool that boosts your mobile recruiting efforts!

Today, talent acquisition teams can seamlessly text candidates directly through hiring platforms. In essence, SMS recruiting makes it easier to reach top talent fast, wherever they are. It’s quick, easy, and popular.

People of all ages are familiar with texting. And unlike cold emails – they don’t end up in the spam folder – because candidates are checking their phones numerous times a day.

So, how can SMS recruiting boost your talent acquisition process?

We will break it down for you in this blog post.

Why is SMS Recruiting an Effective Tool for Hiring?

As mobile technology continues to grow, an increasing number of job seekers are utilizing their smartphones to explore new career opportunities – especially Gen Z. That’s where SMS recruiting comes in; it’s a simple and efficient way to connect with candidates in a way they’re already familiar with.

So why is SMS recruiting such an effective tool for hiring? For starters, it allows you to reach candidates where they are – on their phones. There is a higher probability that your message will be noticed and receive a prompt response. Plus, because SMS messages are typically short and to the point, you can quickly communicate important information about your job opening without overwhelming the candidate with too much information.

But it’s not just about convenience – SMS recruitment can also help you stand out from your competitors. In today’s crowded job market, differentiation is what will help you get top talent in a fraction of the time. By using SMS for recruitment, you can show candidates that you’re tech-savvy, innovative, and forward-thinking  – which are all qualities that top talent is looking for in an employer.

Of course, there are some best practices to keep in mind when using SMS for recruitment. For example, make sure to personalize your messages and keep them short and sweet. And remember to follow up with candidates in real-time. Just because SMS is a quick and easy communication method doesn’t mean you should leave candidates hanging!

So, if you’re looking to streamline your hiring process and connect with top talent in a fun and engaging way, consider SMS recruitment. With the right approach, it could be the key to unlocking your next great hire!

How to Write an Effective SMS Recruiting?

In today’s digital age, recruiters are finding SMS for recruitment to be an exciting and efficient way to connect with potential candidates. It’s a direct, speedy way to get their attention, and unlike traditional methods, it’s sure to get seen!

But don’t be fooled – crafting the perfect SMS for recruiting isn’t as easy as it sounds. It’s crucial to create a message that not only catches their eye but also encourages them to respond and engage with your company. Luckily, we’ve got some tips to help you make the most out of this communication channel!

Keep it short

Did you know that text messages, on average, have a 98% open rate? While there’s nothing inherently wrong with being friendly or sparking up some small talk, there’s no need to digress off-topic with SMS recruiting. In the same way, nobody likes to read a never-ending email. Nobody likes to read a lengthy text message. Prospective candidates are probably waiting impatiently to hear about the status of their applications. And let’s be real, they’ll most likely want talent acquisition specialists to jump straight to the point.

Other than not wasting time, adding irrelevant information will only make it harder for candidates to absorb important details at a glance.

For example, if you want to confirm an interview or send directions to the office, a simple: “Hello [candidate’s name]. Here are directions to our office {map url}. Let us know if you need further help!” will do. As a rule of thumb, it’s optimal to keep it at a 140-character Tweet length. The point is there should be a viable call to action in every message you send, or else it’s pointless!

Don’t spam candidates

Roughly 70% of candidates prefer to receive 2 or 3 simultaneous texts from a talent acquisition specialist. Our advice? Only text when there’s a good reason for it. Such as reminding or confirming interview details and sending contact information.

But bulk messages, such as “We’re hiring! Check out our new vacancies.” Will do more harm than good in SMS recruiting and actually tarnish your employer brand. Keep in mind that these types of messages can simply be posted on your social media accounts instead. So be sure to send only the necessary texts, and above all, make sure you personalize them! In fact, you can also text passive candidates that you’d like to reconnect with.

For example, you can text them something like: “Hello {candidate’s name} my name is {your name} from {company name}. We’re participating in a job fair on {date}, and we’d love to see you there to discuss our recent job openings. If you’re interested, let me know! I’ll be glad to share more information.”

Also, it’s important for talent acquisition specialists to remember that it’s best to text candidates after they first initiate the interaction. When communication lines are open or when you previously asked for their permission to text. Otherwise, it will come off as intrusive and maybe a little creepy.

Respond quickly to queries

There’s no doubt that candidates aren’t raving fans of waiting. So, when you respond quickly to a candidate’s burning question, you will undoubtedly move faster through the recruitment process. It won’t leave a remarkable impression on you as an employer when you take days – if not weeks – to reply to an important inquiry.

We know how busy talent acquisition specialists are. We also know that being available to reply 24/7 is not easy. Luckily, an applicant tracking system can help with that. Built specifically for busy talent acquisition specialists, many applicant tracking systems make it monumentally easier for them to organize, manage, and share automated texts. This is done through text bots that automate screening and allow you to screen candidates even when your talent acquisition team is off the clock.

What’s more, these text bots answer the most common inquiries. You can then seamlessly transition conversations from their desktops to mobile devices. This way, you can effortlessly boost the candidate’s experience and delight them all throughout the SMS recruiting process.

Keep them in the loop

Since we’ve already established that keeping candidates waiting can disrupt their experience, keeping them in the loop is the best option. After all, you don’t want them to get nabbed by the competition because they managed to do what you couldn’t. When you keep candidates informed with regular updates, you let them know whether they’re still being considered for the position or not.

As a result, you’ll make your scheduling more reliable, which is a vital ingredient for successful recruiting. So when a candidate moves to the next stage in the hiring process, drop them a quick text that briefly updates them on the next steps. Perhaps it’s going to include progress details, interview updates, or assessment details. When talent acquisition specialists get candidates up to speed through SMS recruiting, they significantly get the chance to mitigate no-shows and lateness.

And remember, keeping candidates updated extends to the ones you aim to reject as well. It’s only good manners to let candidates know if the application is rejected.

But here’s how this is an advantage.

When talent acquisition teams show courtesy to rejected candidates, it leaves them with a more positive impression and unbelievably boosts your employer brand. As a result, they will most likely reconsider your company for future positions and tell their friends too!

Choose your text time wisely

Now, although SMS recruiting is a wonderful way to reach out to candidates, sending a text at midnight won’t do your efforts any justice. In general, opt never to text candidates outside of working hours. In fact, research has shown that the majority of candidates prefer to be contacted between 8 a.m. and 12 p.m. The next optimal time slot is in the afternoon (during business hours)  between 2 p.m. and 4 p.m. And better yet, you can even ask candidates about their preferred communication time.

As a rule of thumb, talent acquisition teams should avoid texting after business hours unless it’s initiated by the candidates. When this happens, bear in mind that it may be due to the fact that they want to cancel or postpone an interview. And you can always text back, letting them know that their message is received.

In short

SMS recruiting is a great and effective talent acquisition strategy, especially when emails have the tendency to get buried in the inbox. At the end of the day, SMS recruiting can elicit a response rate that is 3 minutes, in comparison to the email response time, which is 46 minutes on average. Candidates crave engagement and connections. And with SMS recruiting, talent acquisition specialists can expedite the talent acquisition process and give you a personal edge.

And if you’re looking to communicate in real-time with candidates and personalize their experience like never before, our hiring platform can help.

EVA-REC is an end-to-end hiring platform that automates and improves the hiring process with AI technology. From small businesses to industry giants – EVA-REC helps companies drive merit-based, objective, and fair hiring practices that minimize bias without dehumanizing the hiring process. Embark on this transformative journey today – request a demo and witness the future of hiring with EVA-REC.

Author