Categories: Recruiting Software Blog
Text Messaging When You're a Recruiter
When you want to find ways to improve your recruitment process, it's time to look at how you communicate with potential job recruits. When you use text messaging to reach out to potential candidates, you are going to reach a wider audience. While most text messages are going to be read within minutes, this can work against you if your messages are boring or irrelevant. To make the most out of your text messages when you implement this into your recruitment strategy, it's time to learn how to craft your messages effectively. Here's how:
Keep Your Messages Short
You only have 160 characters to send out a text message, so keep your message precise. Don't use fluff words. For example, "Check out the new job offer we have just created", can be stated more directly, "Hiring [Position] now". Think about the message you send and how you can decrease the character count, otherwise the message will go out in more than one text.
Be Memorable in Your Message
Let the candidate know that you believe they are a good match for a job posting without sounding too much like a salesperson. Mention that the job is a great opportunity based on their experience. Ask for feedback in the form of a reply to get the conversation started. While you only have 160 characters, it is still possible to make your message memorable. For example, "We'd love to learn more about your experience for our job posting", may get a potential candidate interested in learning more.
Keep the Call to Action Simple
When you want a response from a job candidate, ask yes or no questions. When a candidate receives your message, you want to know if they believe they are a strong candidate for the position. Asking for a quick yes or no response will guarantee that you get more answers than if you ramble on with your request. For example, you can ask, "If you would like more information about this job posting, text back YES to be contacted by our company". This makes it clear that if the individual is interested in the job. You won't waste your time communicating with those that answer no.
Send a Link to the Job
When you send out a text message about a potential job, don't forget to include a link to a more detailed description. Candidates can answer your message, but can also look for further information about the job opening you have. When you don't send out a link, the recipient of the message isn't going to really know what you are talking about. Don't forget to include contact information, just in case the recruit wants to call you for further information.
Use A Simple Signature
Make it simple to identify who you are in a text message. At the end of your text, simply state your name, the company you are representing, and your title. Any further information may only increase the size of your message and cause the message to break up into two parts.
Using text messaging for recruiting allows you to send text appointment reminders, set up interviews, and communicate more efficiently. It is useful to understand what your messages should contain, and how to get the most out of your text messages. When you are creative and informative, you will get the responses that you seek from potential recruits. When you are ready to boost your recruitment strategy, it's time to use text messaging.
-Ken Rhie is the CEO of Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has over 30 years of experience in the software, internet, and mobile communications industries.
About the Author, David Webb
David is the CEO of BrightMove and is a seasoned technology executive & entrepreneur noted for creating successful businesses. Over his 25+ year career, David has developed multi-platform expertise in the domains of computer science, data analytics & business transformation. Starting in 1995, David worked with his best friend, Jimmy Hurff, to develop one of the world's first Internet job board and resume bank applications. David is the primary architect of BrightMove and has an active role in the product's evolution to this day. From then to now, David has been consistently helping his customers to build great teams, using best practices and world-class technology.