How To Build A Text Recruiting Program You Can Be Proud Of

November 11th, 2018 Posted by Mobile, Recruiting, Text Messaging

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Remember when eMails were the cool, new way to communicate?

Yeah, me either.

It has really been that long since getting an eMail was an exciting surprise instead of another annoyance. Checking eMail is like a mindless game app now – swipe, delete, repeat. I’m not sure if it’s the sheer volume or the fact that the marketing messages get more lame by the day, but I’m just overwhelmed eMail.

Part of it is that email allows me to fool myself into thinking I’m being productive. It has a Medusa’s head effect. For every 10 emails I respond to and delete, another 10 sprout in its place.

Whatever it is, I’m not the only one. People around the world send more than 74 trillion emails every year. And the numbers keep going up, with 1.8 million more emails sent in 2017 than in 2016, according to the Communicator Email Benchmark Report 2017. That’s a lot of eMail.

eMails progressively get opened less and less.

Which creates a bit of a predicament for recruiters who have been relying on eMails and inMail since the “You’ve Got Mail” days. You’re going to strike out more often than not. If you send 500 eMails, maybe 50 will open it. 5 might respond. If you’ve been in this business awhile, you know starting with only 5 candidates might not work out so well.

This is a reflection of the time and a cultural reality – eMail is dying and text has taken over. I hope that’s not anything new to you. I actually know a lot of recruiters using their own phones to text but reality check – that’s not going to scale. (Plus, things could get weird.)

What they don’t know is that the TextRecruit platform isn’t “just texting” anymore. It’s an interactive, real-time marketing tool you can use in a few different ways to drive immediate results.

So, I made a video about it!

In the first of what I hope will be more great videos with TextRecruit, I’m going to break down 5 key features you can use to recruit more efficiently and drive better response rates at scale. Then, I’ll talk you through some example case studies and marketing copy that can help you drive the same results.

The first feature is text apply and automated screening. This is the most common way to use texting in recruiting. Not only can you use texting to allow candidates to apply, but you can also use it for screening post apply. It’s a great way to get in touch with people: Allan Myers started implementing text for automation for people who didn’t fill out applications and found a 15x increase in response rate. How cool is that?

Next, texting can be used for automated scheduling. In recruiting, there are a lot of checkpoints and checklists. This means there’s also a lot of room for error and a lot of time spent on tedious, meticulous tasks. But texting can help with that by automating the scheduling process. In fact, Sodexo increased candidate response rate by 50% by automating all communications: scheduling, questions, thank you’s, follow ups, check ins… even talking to hiring managers. Trilogy Health did the same thing and increased their candidate response rate by 48%. By keeping things straight to the point, candidates are encouraged to take action.

Are you looking for a candidate in a specific region for a high volume role? Texting can also help candidates find jobs near them via text. You can create a text campaign where candidates text a number to be added to a distribution list, creating a candidate pool that will keep on growing. Candidates will receive text messages letting them know about new jobs in their zip code, which hands them the opportunity to take action and stay involved. And you? You’ll have a pool of candidates ready and available.

Similarly, texting can also be used to mass text jobs to your talent network. You can use text messaging to reach candidates nationally. Remember when I mentioned that eMails are a thing of the past? If you send out 500 eMails, I bet the response rate would be pretty terrible. But the average response rate when using TextRecruit is 50%. That’s right, 50%. In fact, when ThredUp sent out 500 texts, within one hour, over 200 candidates responded.

Lastly, you can use text chatbots to answer FAQs. Let’s face it: people have a lot of questions and candidates want to know who you are before applying to your jobs. When these questions are coming up and candidates want answers and information, chatbots can be used to answer questions directly through texting. This makes things both easier and faster for recruiters and the candidate. When Defenders was struggling with this, they automated all answers with text and saw a 50% increase in recruiter productivity and efficiency.

Texting in recruiting is replacing eMail as the best way to communicate. TextRecruit drives bottom-line results and there are new features to implement into the recruiting process with results that are undeniable. So what are you waiting for? 

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