Texting Job Candidates? Safeguard Yourself from These Common Issues

96 times per day.

That’s how frequently Americans check their phones, according to research by global tech care company Asurion.

Our nation’s population is more connected to their phones than ever before. And with 89% of job seekers agreeing that mobile devices play a critical role in the job-hunting process, it begs the question:

Is it a good idea to text job candidates?

Let’s take a look at some of the benefits of texting job seekers – and a few common issues to avoid:

Benefits of Texting Job Candidates

  • Increase candidate engagement: Job seekers (particularly younger ones) may be more likely to view and respond to text messages than other forms of communication.
  • Reach candidates during work hours: It’s easier for employed job seekers to respond to a recruiter’s text than a phone call during the workday.
  • Send important notifications: Texting makes it easy to confirm an interview, send directions or notify a candidate that you received a document.
  • Prevent drop-off: Texting can prevent communication vacuums that lead to candidate ghosting.

Read more on preventing candidate attrition:

6 Job Post Mistakes That Scare Off Good Applicants

How to Avoid Common Problems with Texting Job Seekers

  1. Get permission: Make sure the candidate has agreed to receive text communications from you. Unsolicited messages may be perceived as aggressive or invasive and undermine your professional relationship.
  2. Identify yourself: Never assume that the recipient will know who you are. Include your name, company, and position – and depending upon the use-case, maybe even a quick reminder of how you know one another. Candidates might not save your contact information, and they may delete earlier texts from you – so providing context is critical.
  3. Use text messages only when appropriate: Texts are best for sharing short, logistical communications during the recruiting process, such as links for self-scheduling interviews, interview reminders, interview follow-up “thank you” messages, etc. For more in-depth conversations, use the phone or email.
  4. Be authentic, but stay professional: When you’re texting for business purposes, steer clear of using text acronyms (e.g., BTW, TBH, LOL). Personalize your message and communicate in a tone that complements your brand.
  5. Send texts at an appropriate time: Texting may be an informal communication medium, but it’s still best to send job seekers texts during business hours (preferably mid-morning).
  6. Keep messages short: Long messages can get broken up into multiple texts that get rearranged upon delivery – and confuse the recipient.
  7. Create reply processes: Texting is a two-way communication channel. If you’re going to use it, create processes for responding consistently and quickly.

Struggling to recruit great candidates?

Make PrideStaff your staffing and hiring partner. Our Associate Care program uses multiple communication channels to improve candidate experience during the recruiting phase – all to bring you the best talent, quickly and cost-effectively.

Temporary or direct, contact your local PrideStaff office today for the qualified, highly engaged talent you need.