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Text Recruiting – 5 things you should do and 5 things you shouldn’t
Text Recruiting offers unmatched advantages to both recruiters and candidates. But just like any other form of communication, this too has some guidelines to follow and boundaries to respect.
I’d written a detailed piece and even prepared a video on this topic some days ago where I talked about what exactly is Text Recruiting and why it deserves a place in your recruitment strategy.
As you know, qualified candidates are few, and it’s important to make them feel comfortable and respected.
Here are a few things to keep in mind when using Text Recruiting.
Text Recruiting – What you should DO
Ask for permission
Always ensure that you have their permission to send these texts. Also include an option or CTA for them to opt-out at any point in time. This way you know that you’re not disrespecting anyone when you send well-intentioned texts.
Always introduce yourself
Think of it as if you’re trying to sell a fountain pen – Of course you are going to talk about how awesome the pen is. But you would start your pitch by introducing yourself to the potential customer, then you’ll tell him about the pen’s brand, and why that pen is good for him.
Similarly, when approaching a candidate via text, start by stating your name, the organization you work for, and the position in hand.
Be mindful of timing
The best time to send text messages is at the start of the working day, and before lunch. Also, avoid sending the text at night time. Texts sent after working hours are viewed unfavorably.
But these findings are not set in stone. They can vary for different applicant pools. If you’re uncertain about timing, ask your candidates what time suits them.
Keep it professional but friendly
We know that texting is a personal-ish form of communication, but that doesn’t mean you’ll right away start talking as a family or close friends.
You want to be Polite, but Straightforward – Professional, but Approachable – Friendly, but focused.
Want to craft a perfect text message for recruiting? Here’s a free template for you!
Be consistent
It’s important to be consistent. You want your candidates to know that you’re rooting for them. After the introduction text, be sure to follow up to know for sure that they’re fully aware of the opportunity. You can also ask for some referrals if they’re not interested in applying for the role.
What you should NOT DO
Don’t use your personal cell phone
Using a separate phone for work purposes is almost essential, especially if you or your team handle high-volume hiring. This way you can track your candidates without any extra confusion.
It also helps you clearly demarcate your work and personal life. Something that has become even more difficult with the rise of remote work.
Don’t contact those who don’t want to be contacted
You already know why asking for permission is important. And that candidates should have an opt-out option. But what about those who had given you the allowance to send these texts but don’t respond even after multiple attempts?
You don’t want to annoy them or keep trying to convince an uninterested candidate. But, one of these guys could be in search of another opportunity in the future. So it’s important that you maintain a good footing with them.
Don’t speak in paragraphs
Texts are to be kept precise and to the point. Even if you have a lot to say, draft a brief text and save the rest for later.
Avoid sending long texts as a candidate (I mean anybody) has a short attention span and might not be willing to read a long text.
Humans now have an attention span shorter than a goldfish.
Also reading lengthy texts on a small screen can feel really annoying.
Don’t use slang or abbreviations
Remember that even though you’re using text SMS as the platform, the agenda is still recruitment! You want your message to be easy to read and understand. Using terms like BTW, LOL, or TTYL can create a negative impression.
Candidates may be unable to decipher these abbreviations and might even misinterpret them.
Avoid using slang and social media acronyms, and be as clear and direct as the situation permits.
Don’t ask for sensitive information
If you want a candidate’s important documents for onboarding purposes, or if you have some queries that may feel sensitive to the other person, try not to do it over text.
You can mention these requirements over a phone call. Using text messages to do so will seem highly unprofessional, and the documents might even get misplaced.
Wrapping up
Text Recruiting is more than just a buzzword, and it can help you get better results. But it’s also important to follow these guidelines on what and what not to do. You don’t want to overstep boundaries and drive away qualified candidates.
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Ishani works as Manager – Social Media & Strategy Big Ideas HR Consulting Pvt. Ltd. and also as a Freelance Digital Marketer. She has a knack for problem-solving and also enjoys writing. She loves to share her views and knowledge with the readers by the medium of her blogs.
