Recruiting, Technology

Benefits of Texting Job Applicants

Do you text job applicants? Some employers prefer the formality of e-mail communications, while others prefer the personal touch of phone calls. Many combine multiple forms of communication at the same time.

But not all are keen to text applicants. Texting may be seen as too informal for some, but many find texting can be a great middle ground and a way to stay in better communication throughout the hiring process.

Here are some benefits to texting job applicants:

  • Many people are wary of answering the phone for a number they don’t have in their contacts, especially given the number of spam and robocalls they receive. But they’re more likely to read a text message because they can see a preview of the message before opening it.
  • People can respond to texts even when they’re busy and unable to take a phone call, such as while working. Most texts are read not long after they’re sent because people generally have their phones with them most of the time.
  • Texting is efficient because messages can be sent to multiple recipients simultaneously.
  • Texting can be used to ask screening questions of potential candidates while saving time.
  • A text conversation can be kept as a record of communication—the employer can easily see what was said and when.
  • An employer can have an ongoing conversation via texting without having to wait for someone to be at his or her computer or log into his or her job board.
  • Texts are more likely than voicemails or e-mails to get a response.
  • Texting is a great way to send reminders to keep people engaged in the process and make them less likely to ghost.
  • Texting may help reduce barriers and make it easier for candidates to stay in touch rather than disappear.
  • With the right setup, texting can be linked to your applicant tracking software, making it easy to send messages and track communications at the same time.
  • When reaching out to passive candidates, texting may seem more personalized than e-mail.

If you do include texting in your recruiting efforts, it shouldn’t be the only method of communication. Not everyone has free unlimited text messaging on their phone, and some candidates may not utilize texting at all, which could be detrimental if that’s your only means of communication. Additionally, candidates who listed a landline or who don’t have texting included in their phone plan will be left out if your company only uses texting as a means of communicating with candidates.

What has your organization’s experience been? How much do you use texting as part of the recruiting process? How much has that changed in recent years?