Is Texting Part of Your Recruitment Strategy?

Is Texting Part of Your Recruitment Strategy?

When you communicate with candidate prospects, which channels do you rely on the most? If you’re like most traditional recruiters and employers, you probably turn to email as a first resource and the phone for immediate issues, meeting confirmations, and initial candidate screening interviews. But you may be underutilizing a valuable tool: the text message. Texting can offer the benefits of both email (a written format) and the phone (informality and quicker response times). But here are a few reasons to rely on texting that may not have occurred to you.

Texting filters out some identifiers and can reduce hiring bias.

The further you engage with a candidate before knowing their age, race, gender, or ethnicity, the stronger protections you’ll have against unconscious bias, which still poses a serious burden to recruiters and hiring managers across multiple industries. Texting can keep certain details out of the transaction until a complete assessment can be made regarding their qualifications.

Texting gains more traction with introverts.

Introverts can be invaluable additions to the workplace, not just because of their specific skills, but also because of the traits that align with introversion: thoughtfulness, focus, intensity, insight, and big-picture thinking. Unfortunately, phone communication works in favor of extroverts who are better able to maintain rapid conversations. Balancing your phone contacts with text contacts can level the field and bring more qualified introverts in your door.

Texting can boost the candidate experience and improve the relationship.

Top candidates are more likely to sign on and more likely to stay if they consider their early interactions with the company to be positive. So if you work on ways to smooth out your first contact and make your candidate interactions more pleasant and less burdensome, you’ll gain access to exceptional talent. This starts with an open line of communication; most candidates like to be kept in the loop as much as possible during the selection process. Texting offers a quick way to provide an informal update, even something as simple as “No decision yet, but making progress.” Candidates like to know the position is still active and a timeline is more or less in sight.

Texting is just nice.

Texting carries a perception of informality and is still often associated less with professional communication and more with teenagers catching up with their friends. But this simply isn’t the case anymore, and rejecting a valuable communication tool as a result of this perception is probably a mistake. Don’t dismiss any resource that can help you gain a foothold in a competitive candidate marketplace. Your choice of emoji is up to you.

Work with a leading management recruiter in Phoenix.

Are you looking to attract the best possible candidates? Contact the team at the ACCENT Hiring Group today!

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