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Texting Candidates: Benefits and Why You Should Start Now

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Texting Candidates: Benefits and Why You Should Start Now 1016 528 Sprockets

91% of Americans keep their mobile devices within arm’s length at all times — you might even be reading this blog from your smartphone right now. The reality of our technology-driven world means hiring managers, owners, and operators must adjust accordingly to fit the preferred communication method of their applicants. Our recruitment advice for employers is to consider texting candidates to boost applicant flow. Read on and learn how to implement this beneficial sourcing solution ASAP!

You can also spend 37% less time on the hiring process with Sprockets, an AI-powered platform that features another creative way to recruit new employees. It matches potential applicants to your current top-performing employees and predicts new hire success before the interview.

 

 

Why You Should Be Texting Candidates

While texting candidates likely won’t eliminate phone calls or email from the recruitment process, it’s crucial to understand the benefits of texting and using technology to recruit employees.

1. Instant Communication

Texting candidates is fast and effective. In fact, 90% of all text messages are read within three minutes of being sent — no wonder texting is the preferred communication method for many people. Studies show text messages are opened and read almost 138% more than email! Eliminate wasted time and energy by texting applicants when appropriate.

2. Keep Applicants Engaged

Nothing is worse than quality applicants slipping through your fingers because of a slow response time. Texting applicants extends the hours of communication, so you can actively keep them engaged. For example, 8 a.m. may be too early for a phone call, but not too early for a text. Texting candidates increases your chance of getting in touch before they lose interest or find another work-related opportunity.

3. Convenient for Applicants and Employers

Sending a quick text message is much more convenient than playing phone tag. Applicants are able to respond when the time is convenient for them without having to worry about listening to a voicemail or returning a phone call. On the flip side, employers can text applicants between meetings, training, and other work-related tasks. 

Tips for Texting Applicants

1. Ask How Applicants Would Like to Be Contacted  

Before you go ahead and text applicants, you must first ask permission. Although a majority of people own a smartphone or other mobile device, some individuals may prefer a different option. Ask about an applicant’s preferred method of communication — phone call, email, or text message — in your pre-employment questionnaire. You’ll increase your likelihood of getting in touch with applicants by confirming their preference.

2. Introduce Yourself and Your Company

It’s important to convey who the message is coming from since your text messages to applicants are most likely coming from job boards.

Example: Hi [Applicant Name], this is [Hiring Manager Name]. I’m the [Position Name] at [Company Name] of [Location]. Thank you for applying to [Position Name]! 

Introducing yourself and your company via text message clearly communicates why you are reaching out and reminds candidates that they applied to your position.

3. Remain Professional 

While it may seem tempting to send a GIF, emoji, or acronym along with your text message, stick to professional language, similar to an email. There’s a big difference between texting a friend and texting an applicant. Additionally, consider when other methods of communication may be more appropriate. For example, give them a call when you are ready to offer your ideal applicant a position at your company. 

Replicate Your Top Employees With Sprockets

Sprockets’ Applicant Matching System creates a unique success profile based on your current top-performing employees, empowering hiring managers to find the ideal applicants for their team. It’s proven to improve employee retention by 43%, save 37% time on the hiring process, and reduce annual turnover by 22%. Plus, you’ll be able to focus more on important daily operations to boost productivity and ROI. Using technology to recruit employees has never been easier!