The Difference Short Codes Can Make for Your Candidate Experience

June 22nd, 2018 Posted by Candidate Engagement, Recruiting


There is a massive candidate experience discrepancy that currently exists in the retail sector. There is not much of a difference between the companies in the industry as a whole, just the decision to acknowledge candidate experience and pursue it.

Picture the difference between these two companies.

Company #1

The candidate walks into the store and inquires about any job openings the company may have. A manager informs the candidate that there is indeed an opening and hands the candidate a clipboard with a 3-page application on it. The candidate looks it over and spends 30 minutes filling out everything from basic contact information to previous employers and references.  After the painstaking process is complete, the candidate hands in the (hopefully correctly filled out) application and goes on their way. The application then gets tossed into a pile of 70 other similar ones, and the candidate never hears from them again.

Company #2

The candidate walks up the storefront and, before they even walk in, notices a sticker on the door that reads “Want to join the team? Text Apply to 97211 to learn more.” The candidate texts in, answers a couple simple questions and is scheduled for an interview for the following week.


The difference between these two companies seems extreme, but they very well could be competitors, selling the same thing right across the street from each other. The simple decision to provide your candidates with an rapid and convenient experience application experience can make a monumental difference in your recruiting efforts. Providing a positive experience creates engaged candidates, responsive to your recruiting efforts and excited about the process as a whole. Engaged candidates become engaged employees, which should be your ultimate end goal. These are the employees that go to work every day with a smile on their face and go the extra mile simply because they love their job and the people they work with.

Using short codes for your candidate experience also benefits you in the long run outside of the candidates you choose to bring on board. Let’s refer back to company 1 and 2 above. Which candidate experience is more likely to create a talent pipeline that is open to future opportunities? The answer is obvious. Choosing to leverage short codes brings short term benefits and is a long-term investment in the quality of your talent pipeline.

Candidate experience begins with the application process. It’s the first interaction your candidates have with your company and sets the tone for their overall perception during and after the interview process. Having candidates text to apply with short codes can give you an advantage over competitors by creating a rapid, simple and convenient way for candidates to apply to your company.

Interested in learning more ways to easily attract talent?


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