How Texting Can Revamp Your Hiring Process

Hiring is an important part of every business. You need to draw in top talent that fits well with the team and mission of your company. You also want a process that is fast and efficient, not costing the company any more money that necessary. For every day that goes by without a position filled, your company has to stretch duties in order to fill the gaps. Here are the reasons that texting can make your hiring process faster and more efficient, allowing you to better communicate when recruiting:

Recruit Smarter
When recruiting, you want to appeal in a way that is simple for your leads in order to encourage the majority of available talent to apply. Texting appeals to those who are already on their phones and find it far more convenient than emails or phones. This format is especially appealing to the younger generations, but nearly every American adult now has a phone with texting capabilities. Switching over from email and phone to text is smarter for your strategies – an estimated 98% of text are read within just minutes of being sent, while only about 20% of recruiting emails are opened.

Hire Faster
Faster communication means a better hiring process. Automated prompts and responses can help move the process along much faster, allowing the applicant to complete a majority of the steps during his or her free time. With text messaging, applicants can read and respond quickly to questions or requests for information. An applicant can be at work and still respond to a text without interrupting his or her day. This is especially important for talent that may be looking for a new job while still working full time elsewhere. Automated texting allows you to send out important reminders and typically evokes a fast response.

Appeal to More Talent
As you open up your strategies to use new methods, you will find talent that could have otherwise been missed. Some younger leads, for example might be more likely to eagerly approach the hiring process if the communication is done via texting, allowing you to have a larger pool of talent to choose from. Texting is widely popular and many adults prefer it to voicemails or emails. With millennials checking their phones more than 150 times a day, younger professionals are likely to browse for new jobs on their phone. This means your content and application process needs to be set up in such a way that it works brilliantly for those already on their phones or your will simply seem outdated.

Communicate Better
Texts by nature are short and to the point. With text messages, you schedule messages for reminders, inquiries and send information. Your communication will be forced to be straight to-the-point with the shorter requirements of SMS text. With automated strategies in place, you will also be able to quickly send out responses to each action your lead makes. Text messaging helps you track your applicants and keep records of your communications. With this data, you can prepare better for your interviews. You will also be able to go back through your communications to see if anything was missed if there is every any question about a specific point of the process.

Texting will reduce some of the hassle for your new recruit and automated texting will reduce some of the hassle from you. Strip away the excess communication down to the bare minimum of what needs to be stated. Establish common communication patterns and schedule the various actions and days that might need a basic text. But, above all, integrate texting into your company strategies – you won’t regret it!

 

Author Biography:
Ken Rhie

 

Ken Rhie is the CEO of Trumpia, which earned a reputation as the most complete SMS solution
including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has over 30 years of experience in the software, internet, and mobile communications industries.

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