With an astounding average response time of a mere three minutes, it overshadows traditional approaches like email and voicemail, not merely by a few strides but by miles. But the benefits of SMS messaging extend far beyond the time limit to get a reply from your candidate. It has the potential to redefine your recruitment landscape, slashing your time-to-hire, and magnetizing the digitally-inclined millennial and Gen Z talent pool. 

In this comprehensive guide, we will navigate the intricacies of messaging as a recruitment powerhouse and equip you with 9 actionable insights to ensnare top-tier talent. But before we dive right into the crux of our discussion, it’s essential to highlight the powerful role of text messaging in modern recruitment. 

Why Text Recruiting is the Key to Streamlining your Talent Hunt

With escalating costs and extended time-to-hire, traditional recruitment channels are increasingly proving inefficient. Over 83% of talent leaders acknowledge recruiting and retaining talent as their chief priority, adopting cost-effective and time-saving strategies is paramount. Here’s where using text recruiting messaging steps in, slashing cost-to-hire and significantly boosting efficiency, even with heightened hiring volumes.

Messaging’s real-time simplicity stands out from other communication methods. It efficiently engages candidates, especially since 39% lose interest from prolonged hiring. It’s especially useful for connecting with passive candidates, letting recruiters nurture relationships for future needs. Later in this blog, we’ll discuss using Text Recruiting Software to enhance recruitment strategies.

Harnessing the Benefits of Conversational Messaging into Text Recruiting

Conversational messaging, with its superior response times and increased reach, can slash your time-to-hire significantly. It enables real-time interaction with potential candidates, accelerating the screening and interview coordination process, thereby landing you the desired talent swiftly and seamlessly.

Transition from Passive to Proactive

The transition from passive to proactive recruiting can be a game changer. Using messaging as a tool, recruiters can actively reach out to candidates, fostering an engaging two-way conversation. It not only enhances the candidate experience but also allows recruiters to glean essential insights about the candidates, paving the way for informed decision-making.

Speaking the Digital Tongue in Text Recruiting

Millennial and Gen Z candidates are digital natives. To attract this tech-savvy talent, recruiters must communicate via their preferred channels. Messaging serves as an effective platform to engage with these candidates, by offering the quick, informal, and interactive communication they prefer.

Agility Personified

Filling temporary positions quickly is crucial to maintaining business continuity and productivity. With text messaging, recruiters can instantly connect with a broad network of potential candidates, streamlining the sourcing, screening, and hiring process. It’s a game-changer when speed and efficiency are the keys to success.

Crowning Practices

While the potential of SMS messaging in recruitment is vast, it must be employed strategically. From crafting engaging messages, and respecting candidate’s privacy, to timely follow-ups – best practices should be at the heart of your messaging recruitment strategy such as the Best SMS Marketing Services provided by SMS-Magic. This ensures optimal use of the tool while enhancing the candidate experience.

Text Messaging Templates 

Effective messaging demands the right blend of professionalism and personalization. To help recruiters navigate this balance, we provide proven text messaging templates. These templates, tailored to various stages of the recruitment process, ensure consistent, concise, and effective communication with candidates. So, to get these templates, get your sms-magic login and start conversing today to recruit the premier talent. 

Cultivating Personal Bonds

The power of messaging lies in its ability to cultivate personal relationships. Unlike formal emails, text messages foster casual and warm exchanges, making candidates feel valued and engaged. This personalized approach can significantly boost your brand image, leading to higher acceptance rates.

Decoding the Generation

Messaging resonates with younger candidates due to its immediacy and informality. This digitally-adept cohort prefers quick, concise interactions over lengthy, formal communication. Understanding this preference is crucial in tailoring your communication strategy, enabling you to attract and retain young talent more effectively.

The Recruitment of Tomorrow

With digital transformation permeating every aspect of business, recruitment is no exception. Embracing messaging as a key tool is not just about staying current; it’s about anticipating and adapting to the future of recruitment. Leveraging the power of Text Recruiting Platforms today can set your recruitment strategy on the path of success for years to come.

In the dynamic realm of recruitment, standing still is not an option; evolution is the key to success. As we’ve journeyed through the various ways text messaging can revolutionize your recruitment process, it’s clear that the power of Conversational Messaging is undeniable. By harnessing this tool, you can attract and engage top talent, reduce your time-to-hire, and enhance client satisfaction, all while future-proofing your recruitment strategy. As we navigate the digital age, embracing messaging is not just a strategic move—it’s an imperative.

Ready to revolutionize your recruitment strategy? Let’s embark on this journey together! Contact one of the Best SMS Marketing Services Provider SMS-Magic today and allow us to guide you through the transformation. With our cutting-edge messaging solutions and expertise, we’ll help you unlock the full potential of text messaging in your recruitment process. Start your journey to recruitment excellence today — because your future talent is just a text message away. 

Connect with us now, and get full insights about what we have to offer. 

In a normal economy, it could take weeks or months to advertise, interview, offer and accept. Slow-to-hire companies often lose out on the best prospects, leaving themselves with average workers. That’s in a normal economy.

In 2021, according to the U.S. Bureau of Labor Statistics, more than 47 million people voluntarily quit their jobs, many of them responding to life changes brought on by the Covid-19 pandemic. Low-wage workers led the pack, but they were followed by women with increased childcare responsibilities, retiring Baby Boomers and people who wanted better pay, greater flexibility and less stress in their work lives. Job openings have increased to records highs. Welcome to the “Great Resignation,” aka the “Big Quit.”

So what’s an excellent company to do? Home Depot, a Fortune-500-ranked company, plans to hire 25 percent more workers for its spring season this year by speeding up the application process. The company plans to offer jobs in as little as one day, up from an average of five days previously. The company is also holding virtual job fairs to fill 100,000 full- and part-time job openings.

Your business may not involve selling building supplies and you may not be able to offer jobs in 24 hours, but evidence shows that speeding up your hiring process can help you fill open positions with the talent you need. Hiring fast allows you to recruit top talent and to give them a better candidate experience. You’ll experience higher acceptance rates because a faster timeline gives candidates less time to consider other offers.

It also keeps the candidate from “ghosting” the hiring company. The term ghosting comes from the dating world where it means someone has simply disappeared from all communications. A recent Indeed survey indicates that 76 percent of employers have been ghosted – even after a candidate has accepted a job – and 57 percent believe ghosting is more common than before.

Some ghosting occurs when a candidate receives a better offer and chooses not to inform other interested companies, but lack of communication also plays a large role in candidate frustration. A recent CareerBuilder survey finds that 51 percent of applicants are discouraged by a lack of information. More than a third of respondents said that need to know what their status is during the process and employers don’t share that information. Slightly less than a third of respondents said employers don’t even acknowledge receiving their applications.

The results? Frustrated applicants are more likely to ghost the employer.

Liz Cannata, vice president of human resources at CareerBuilder, said in a Fast Company interview: “If the candidate doesn’t understand where they’re at in the process or how long the process will be, they can lose interest and become disengaged. Similarly, if the process is too long and feels like it’s dragging out because the employer keeps adding one more interview or they’re unsure of when they’ll have a decision, that can also lead to drop off.”

We would like to suggest that using text messaging during your hiring process can make a big difference, especially for staffing companies. By including permission to text the candidate on your application, you can communicate with applicants initially via a series of automated texts. When you’re farther along in the hiring process, you can send group texts to let applicants know they aren’t progressing in the hiring process and send individual texts to those whom you’d like to interview.

Once you’ve narrowed down the selection, you can move to one-on-one conversational messaging to set up interviews and gather any additional information you need. Your applicants get the information they need quickly in a format they prefer.

We know applicants prefer texts because globally we send 5 billion texts a day, and we open 98 percent of them. Conversely, we only open emails 22 percent of the time, according to Gigaom. Research from Asurion shows that we look at our phones 96 times a day or once every 10 minutes. You can bet that job applicants are just like the rest of us.

We also know that managing the flow of information is critical, too. If you use a CRM like Salesforce or Zoho, SMS-Magic can help you track of all your applicant interactions. All of your incoming texts, emails and phone conversations, as well as your responses, can be archived in your CRM.

It’s a competitive world and if you’re able to respond to candidates faster than your competition, you have earned an amazing competitive advantage. Quick responses to applicants help you recruit the best possible candidates while enhancing your hiring brand in your industry.

Being authentic in your hiring process is increasingly important in today’s business world. Staying in touch with talented applicants has become a requirement. SMS-Magic, through conversational and automated text messaging, can help you reach out to applicants faster and with better results.

SMS-Magic offers a free trial so that you can get a feel for our product. If you’re as pleased as we think you will be, you can choose the level of service that’s best for your company.

Contact us to set up a demo or to start your free trial. Let us show you how you can engage applicants in new ways! 

By using SMS messaging you can find talent faster, keep them engaged and manage the whole process more efficiently. Texting cuts time-to-hire by more than 50%. You’re able to quickly process a large volume of applications and automate many of the tedious tasks previously done manually.

Many companies and agencies have less resources because of the economic climate and filtering through more applications is going to be time consuming. Here are some tips on using text messaging for recruiting to help make the process easier for you and a better experience for your candidates.

Text Messaging Tips for Recruiting

Automate candidate profiling. You can automatically profile candidates by sending them questions via text messaging with simple keyword responses, skills  tests and questionnaires. This helps filter through candidates, saving you time.

Automate scheduling interviews and follow-ups. Scheduling interviews can be one of the more time consuming and tedious parts of recruiting. With text messaging you can automate the process. You can:

• Provide interested candidates with a link to more details on the opportunity
• Text a link to a schedule calendar that the candidate can then use to pick the time that works best for them
• Send confirmation of the interview time
• Automate reminders to help decrease no-shows and make it easy for the candidate to reschedule if needed

Faster conversations. By using text messaging you can quickly interact and converse with candidates. Those candidates are more likely to respond to a text than an email, leading to a faster and more successful overall hiring process. By expediting  the conversation, you’ll quickly know if the candidate is the right fit or if you need to keep looking.

Engage candidates with nurture campaigns. You can nurture quality candidates who have not yet been placed and  keep them interested should you have another position open up.

• By sending them personalized and relevant content they will be more likely  to apply when new positions open up.
• You can alert past candidates to relevant new job openings.
• Send application instructions for new positions.

The Bottom Line

Companies and agencies are seeing a historic influx of applications as the economy hits historic levels of unemployment. Streamlining recruiting processes will be important in ensuring the right placement for candidates and to handle the high volume of applications across every industry. Text messaging allows you to automate many time consuming tasks, have faster conversations to speed along the process, and engage talented candidates to keep them in your pipeline for future positions.

If you haven’t yet adopted business text messaging for your team and want to learn more, schedule a demo and we’d be happy to share our expertise with you, answer questions and show you what text messaging can do for your business results.

We put together this infographic to give recruiters and staffing leaders a quick overview of how you will fuel success with SMS messages.

If you haven’t yet adopted business text messaging for your team and want to learn more, schedule a demo and we’d be happy to share our expertise with you, answer questions and show you what text messaging can do for your business results.

A quick communication tool, like texting, will help you get quicker responses from candidates and increase your revenue. As our client, Geneva Milne, Director of Technology, Therapy Travelers says, “We have been able to decrease our payroll processing times and increase^[2] our recruitment numbers with this terrific tool.”

Benefits of texting for temporary staffing agencies

• Meet sudden demand spikes faster. Many industries require more personnel at certain times of the year, like retail in December, to meet the Christmas rush. Temporary staffing agencies usually need five days to find candidates, but with batch texting, you can reduce this to just one day.
• Keep candidate quality high and increase client satisfaction. In the rush to provide candidates to clients quickly, temporary staffing agencies often neglect quality control checks. Temporary agencies need to check whether candidates have given accurate information about their skills and experience. Texting can help you collect paperwork related to this from candidates and make it convenient for them to take relevant tests to demonstrate their skills.
• Create a talent pool to keep candidates engaged. Although temporary staffing is a short-term requirement, temp staffing agencies should think long-term. When you’ve worked hard to find quality candidates, you should keep the conversation going with them, so it’s easier for you to fulfil a client’s requirements when new staffing needs arise. With automated texting, you can compose messages with interview tips and schedule them to be sent at periodic intervals to keep candidates engaged.

How a temporary staffing agency placed candidates faster with texting

Top Temps, a temporary staffing agency, wanted to increase its candidate pool size and quality, so that it could meet client demands faster. It decided to try texting. Top Temps created a texting program, Know First, in which it asked candidates to sign up to be notified of jobs.

Know First was designed as an interactive dialogue so that candidates could also alert Top Temps when they were available for assignments. Top Temps advertised this program on its website to encourage opt-ins to the program and place candidates faster with texting.

After Claire, a candidate replied with this keyword, the message was automatically logged in the Top Temps CRM. Top Temps then sent a confirmation text. Next, it triggered a message that asked for Claire’s resume and identification, which she could send via MMS.

Next, Top Temps asked Claire to complete a reference release form to allow her former employer to give information to Top Temps, plus a questionnaire so that Top Temps could better understand her skills.

Based on Claire’s answers, Top Temps thought that she would be a good fit as a temporary secretary, so it asked her to take a typing test.

After Claire took the test and passed, Top Temps used texting to set up a suitable time to interview her.

Once Claire cleared the interview, Top Temps shared an orientation packet with her, which explained how the timesheet system worked, payment schedules, and other pertinent information.

Once a temporary secretary job came up, Top Temps filtered candidates with the relevant skills in their database on Friday and sent them a batch message about their availability. Claire was one of them.

After Claire got the job, Top Temps sent her automated weekly reminders to fill her timesheet every Friday evening, so that it could pay her on time.

Top Temps also sent Claire an automated follow-up message a couple of weeks after she joined, to check whether the job was as quoted by the client.

Claire was happy with her experience of working through Top Temps and continued to stay in their texting program. After her assignment was over, Top Temps sent her industry related information every two weeks, using automation.

This is just one example of how a temporary staffing agency can place candidates faster with texting, increasing both client and candidate satisfaction levels.

See the power of texting for your temporary staffing agency.

Text DEMO, FirstName, EmailID to
36343 (USA),
61427142795 (AUS),
00447860017097 (UK & Other Countries).
^[1] 2017 North American Staffing & Recruiting Trends Report: Above and Beyond Business as Usual [PDF]
http://pages.bullhorn.com/rs/131-YQK-568/images/2017_Trends_Report_NA.pdf

^[2] SMS Magic Interact |Conversational Text Messaging
https://appexchange.salesforce.com/appxListingDetail?listingId=a0N300000024XvyEAE

How to use conversational business texting to attract passive candidates

1. Look up your candidates’ “professional exhaust.” See if they have written white papers or blog posts that show their subject matter expertise. Or if they belong to a professional community online, join that and see how they interact with others. This will help you write more personalized texts when you’re ready to make contact.
2. Understand why candidates might be motivated to shift jobs. Can you offer something that they’re not getting at their current workplace? Discuss with your client on career advancement opportunities that you can offer, as that is often a key motivator for candidates to change jobs.

How a recruiter used conversational business texting to convert a passive candidate into an active one

Here’s a text message Dave at Top Talent, a technical recruiter, sent Ben, a developer:

The URL had the job description and a short form Ben could submit if he had interest in the position. Ben got an automated acknowledgement text message, mentioning by when he could expect an update.

Ben wants to know what would be the team size, so he texts Dave.

Dave had previously had a detailed discussion to understand the job role with the client, so he has this information. He texts back with an answer.

The next day, Dave texts Ben an update. This way, he’s building trust, by texting Ben back in the period when he said that he would reply.

Once Ben and Dave set up a time to talk, Dave tells Ben that Gods of Gaming will have a test, so he should be prepared. He also texted a URL where Ben could download pre-interview documents.

On Thursday morning, Dave texted Ben a reminder and the interview location, to reduce the chances of a no-show.

Ben texted Dave after the interview about how he did.

Dave then checked with Gods of Gaming about how Ben did and by when they would make a decision.

Once Dave followed up with Kate after a week, he learnt that Ben had got the job. He sent a congratulatory text.

At the same time, Dave texted the other candidates to update them and motivate them to stay in Top Talent’s texting database.

Most candidates replied YES, choosing to stay in Top Talent’s texting program.

Nurturing passive talent with conversational business texting

More than a third of North American firms make less than 25% of their total placements from candidates already in their ATS or CRM, according to a 2017 Bullhorn^[2] study.

Top Talent kept sending career tips to its database to keep them engaged. This ensured that the candidates remembered them when a suitable position came up and Top Talent contacted them. Here’s an example nurturing text message-

An automated message was sent every quarter to check which candidates in the database were now looking for jobs. Here’s what it said.

Those who replied entered Dave’s list of prospective candidates, widening his talent pool. This made it easier for him to restart a conversation with them, as they knew him and no icebreakers were required. He could then fill more open positions and reduce his time-to-hire, too.

This is just one example of how conversational texting can help you turn passive talent into active candidates. Now it’s time for you to use your hands.

Text DEMO, FirstName, EmailID to
36343 (USA),
61427142795 (AUS),
00447860017097 (UK & Other Countries).

^[1] Why & How People Change Jobs [PDF]
https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/job-switchers/PDF/job-switchers-global-report-english.pdf

^[2] 2017 North American Staffing & Recruiting Trends Report: Above and Beyond Business as Usual [PDF]
http://pages.bullhorn.com/rs/131-YQK-568/images/2017_Trends_Report_NA.pdf

Recruiters, what do Millennials want?

Today’s generation values intangibles like flexibility at work as much as tangibles like compensation. Over half of them say opportunities to learn and grow are extremely important to them when applying for a job, says a 2016 Gallup study ^[1].

How can you be the first to get their attention? Recruiting via texting can help. Millennials like this form of communication because it’s real-time and continuous. Most Millennials would choose a text only phone over a voice only phone, according to a recent survey.

As a recruiter, how can you attract Millennials for your clients?

Your client’s employer brand can help you attract more of the talent they’ve tasked you to recruit. Millennials want to work for companies that stand for something they can get behind and that has a culture that supports them in reaching their goals–whether personal or career.

Nearly all companies have recognized the importance of building an employer brand, but many don’t have the resources to maximize its exposure to the right talent. By sharing the collateral they do have, you’ll be strengthening your relationship with them as a partner and advisor, not just seen as a recruiter.

Involve hiring managers in developing your sourcing strategy for recruitment. Together, you can create a candidate persona and based on what they value, come up with an Employee Value Proposition (EVP) ^[2] to ensure that you source the talent with the best cultural and skills fit for their position.

With these pieces in place, you’ve got the tools you need to put your sourcing strategy in play. While email and social media are great tools, recruiting via text messaging can help you to attract and engage Millennials using a channel that gets their immediate attention, is unobtrusive, and preferred by this generation that’s never without their smartphones.

You can continue your conversation via text messaging during the hiring process to shorten time to hire by sharing videos of employees talking about a day in their lives, providing links to your client’s career site, and information about their sustainability or charity initiatives and other collateral that helps encourage candidates to favor your client over other employers that may be pursuing them.

Recruiting via texting is also an efficient way to schedule and confirm interviews, provide directions, interview tips, and other information candidates find valuable. Much of this can be automated to nurture candidates and keep them informed of where they stand in the hiring process–a key source of frustration voiced by many.

How recruiting via texting helped to attract and engage Millennials

Top Talent, a recruiting firm, was spending too much time calling potential candidates and many of them were not picking up the phone. Staff time was wasted in calling candidates back repeatedly and leaving voicemails which could remain unanswered for days.

A client, Fast Movers, a consumer goods company, wanted to hire quality Millennial talent to staff a new office opening in six months, which happened to be a month after college graduation.

Top Talent knew that the way Fast Movers’ employer brand was presented would be key to attracting Millennial talent in the competitive market where the new office was located. The recruiters also knew that using traditional channels like email and phone calls wouldn’t deliver the results their client needed.

Positioning an Employer Brand to Attract Millennials

Top Talent involved Fast Movers’ hiring managers and human resources executives to create a candidate persona. They used exit interviews and research to identify what candidates wanted and where the gaps were in what Fast Movers was offering as an employer based on their desire to hire Millennial talent.

Step 1: Getting candidates to Opt-in to a texting program

Top Talent visited campus job fairs within a 50 mile radius of the new office and encouraged students to opt in to receive information about the available positions available with Fast Movers, using a keyword. Students who replied with the keyword were automatically logged in the Top Talent CRM as leads. Then, Top Talent sent a text with a URL where students could complete their profiles. This helped them to identify potential personality, skill, and cultural fit to create a shortlist for assessments and interviews.

Also, rather than sharing standard job descriptions, they opted to show rather than tell, sending MMS videos where Fast Mover employees talked about company culture and a day-in-the-life of the role.

Step 2: Reduce time-to-hire with texting

Candidates responded much faster to the texts and MMS messages than Top Talent had experienced in past recruiting efforts that relied on phone and email. This helped them set up interviews faster. They also provided interview coaching, to reassure the candidate and ensure the interview went off well. Sending reminder texts with directions helped to ensure that interview appointments were kept and that candidates stayed informed and engaged in the hiring process.

After a candidate’s interview at Fast Movers was over, the recruiters surveyed to collect feedback via text message from the candidate about the process. They also messaged what the next steps would be from Fast Mover’s side, and by when the candidate could expect to hear back from them.

Simultaneously, Top Talent followed up via text message with the hiring managers at Fast Movers, to ensure they replied quickly. In this way, Top Talent reduced its time-to-hire significantly by using a channel that their candidates preferred.

Step 3: Sustain candidate engagement with texting

Top Talent continued to nurture quality candidates who did not choose to apply so that they would stay viable in their talent pool and be predisposed to apply when new positions–with Fast Movers or other clients–became available. They sent career tips through SMS periodically to help the new grads hone their interview skills and remain a valuable resource as these new graduates looked to launch their careers.

A little extra effort and thought about what matters to Millennials and how they prefer communicating can help get better results when recruiting them.

Get started with recruiting via texting today-

Text DEMO, FirstName, CompanyEmailID to
36343 (USA),
61427142795 (AUS),
00447860017097 (UK & Other Countries).

[1] Millennials Want Jobs to Be Development Opportunities
http://news.gallup.com/businessjournal/193274/millennials-jobs-development-opportunities.aspx

[2] Employer branding for millennials: 4 companies who got it right
https://www.interact-intranet.com/employer-branding-millennials/

The average cost-per-hire is $4,129, while the average time it takes to fill a given position is 42 days, according to the Society for Human Resource Management’s (SHRM’s) new Human Capital Benchmarking Report. [PDF] With tight budgets a reality everywhere today, it’s unlikely you’ll have more recruiters to help you quickly attract the kind of talent you’re looking for. “As the hiring volume rises, recruiters need to get creative and automate their workflow,” says the LinkedIn study.

Efficiency in Hiring is Important to Companies and Candidates

Phone calls are time consuming, as you have to first get your candidates to pick up. If they’re currently employed, they might be reluctant to take your call at their workplace. Then, you have to explain the job details to each candidate. Email is unlikely to get you the response rate you want, as your email might get lost in the hundreds of other emails every inbox gets today. Both of these communication methods end up requiring lots of back and forth, adding time to the hiring process.

SMS texting is a less crowded space. It’s also unobtrusive- your candidates can message you back even while they’re at their workplace, enabling you to converse with them in real time. You can segment your database to message candidates who qualify for a job position. Then, you can send them a bulk message about the position, asking them to reply using keywords to express their interest.

SMS texting allows recruiters to quickly filter for candidates who match the position’s requirements and are interested to create a shortlist. Once you’ve culled your list, you can set up automated texts to send based on workflows from your CRM, so you can begin a conversation with candidates before your competition has a chance. Making the hiring process more efficient is also important to candidates. A study by Robert Half found that 39% of candidates lose interest and move on when faced with a long hiring process.

It’s also important to create a talent pool of passive candidates and build relationships with potential talent so they’re predisposed toward your company when the right position becomes available. Nurturing passive candidates with texting is easy. For example, scheduling bi-weekly texts that share valuable career tips help candidates come to rely on you for advice. This proactive approach, coupled with understanding client needs, will help you accelerate your time-to-hire when your clients call with a new need for talent.

Shorten Time-to-Hire with SMS Texting

Top Talent, a recruiting firm was tasked with finding salespeople for a consumer durables company. As a small firm, they knew they couldn’t reach out by phone to the hundreds of candidates they needed to contact in the time period their client had specified.

Recruiters had been seeing progressively lower responses to their emails to potential candidates over the last few quarters. Top Talent looked for alternatives and discovered that texting was a channel gaining traction with candidates.

Here’s how they put their plan in action.

First, they filtered candidates with sales experience in their database to create a list. Then, they composed their text, personalizing it with the candidate name and including details of the position. They chose to use a keyword-based flow to allow candidates interested in the position to reply to schedule a phone call.

Then, Top Talent set up a workflow to trigger scheduling messages to confirm the phone appointment and send reminders to reduce no shows. They also set up a workflow to notify a team member when a candidate replied to a text.

This is what David, a candidate for the sales position, experienced.

Having spent a couple of years in sales in his current job, David was looking for opportunities as his career path with the company had no growth opportunities. While out on his sales beat, he was unable to check email as internet connectivity was poor. Just then, his phone beeped and he saw a new text message.

David was keen to work at Big Buy and immediately replied MORE to the message. He got another text.

Ron’s colleague, Pam received a text alert of David’s reply.

Pam texted David a screening question:

David replied:

Able to predict a cultural match with the client, Pam set up an appointment with David and texted him the details.

David spoke with Pam, and got an idea of what Big Buy was looking for in terms of a culture fit and agreed it sounded like a good match. Due to the speed of the conversation, Top Talent was able to quickly set up an interview for David with the client.

David aced the interview and got the job two weeks later. Pam kept him upbeat about his status during that time with several texts per week that let him know where the client was in making its decision.

By shrinking the hiring cycle, Top Talent made its client very happy because their average time to hire in the past had been nearly six weeks. David was hired in three. Top Talent also improved its client relationship and the opportunity for placing candidates it will need in the future.

This is just one example of how text messaging will aid you in attracting, engaging, and placing quality talent faster.