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NISA Nuzzles Vol 5 Nuzzle 32, March 10 2021

Mar 10, 2021

NISA Nuzzles Vol 5 Nuzzle 32, March 10 2021

IS IT ACCEPTABLE TO TEXT JOB CANDIDATES?

3 tips in Recruiting Younger Talent

The job market is increasingly filled by younger candidates, those accustomed to using mobile devices practically 24 hours/day and seven days/week. Many younger job candidates are either currently employed full-time, or they are in-between jobs looking for that next great opportunity. But the truth is, they are busy and on-the-go most of the day.

If you’ve ever been in a recruiter’s shoes and tried to reach one of these candidates and received zero response, you are not alone. It seems that candidates cannot be bothered to call or e-mail anyone back, or they find it difficult to sneak away from their jobs to respond. But texting, that’s very easy to get a response and also recieves high reading rates.

Maybe this is the answer for recruiters?

But is it ever acceptable for recruiters to contact candidates via text message? Is it considered professional? According to a recent survey, the answer is “Yes.” Software Advice reported that “43 percent of job seekers younger than 45 years old considered recruiters who use text messaging as professional.” Additionally, now more than 60 percent of the recruiters polled in this survey were already using text messaging to get in contact with candidates or to send job leads to them directly.

So, that answers that question. But, what are some best practices for sending text messages to candidates?

1. KEEP TEXT MESSAGES BRIEF AND WITH A CALL TO ACTION.

Get to the point in your text messages and ask the candidate to respond if they are still interested or seeking work. Then if they answer with a yes, send them the job info and a link to learn more. You’ll save yourself a lot of time and headaches.

2. SEND JOB LEADS AS THEY COME IN VIA TEXT MESSAGE.

If you are trying to connect with a candidate and failing, try sending a message that invites them to apply online for a few great new jobs that have recently arrived. Follow up with candidates who actually apply using a text thank you message to make it more personal.

3. DON’T OVER-RELY ON TEXT MESSAGING FOR COMMUNICATIONS.

Take the time to use a variety of communications with candidates, and use the right type for the right task. For example, emails are best for arranging interviews because you can share files more securely. Directions and confirmations for interviews can be sent via text messaging.

Text messaging works as an option to reach job candidates, especially younger job candidates, because of the high open rates with this technology. You don’t want to spam their inbox because that will just have a negative effect and turn the candidates off to your company. Check with each candidate and see if they want to receive text messages. If they do, it won’t hurt to use that advantage to land more quality candidates.

Takeaways from this is text messenging is fast and easy to secure your candidate but don’t solely rely on this method. A phone call, face to face offering (virtural or in person), and a formal written letter is still what some candidates prefer.


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