Text to Recruit

Most Reliable SMS Recruiting Software

Here’s a statistic: 23% of all keyword searches from mobile devices include the word “job”. There are various mobile methods for attracting candidates, such as online job boards, postings on forums, and social media sites.

HR departments and recruiters who are familiar and comfortable with texting to recruit can use these tools to their advantage. That’s because texting has become the primary way of interacting, especially amongst millennials. By taking your recruitment process mobile you can extend your reach by getting more candidates and communicating updates and new postings to them.

To attract relevant and qualified applicants to your various job openings, utilize specific keywords that describe what the position is about. For example, post keywords, such as “IT”, “SALES”, or “ACCOUNTING”, to filter your candidates so you can send them the appropriate information.

To reach the most candidates possible, share your keywords and openings across multiple channels, such as marketing materials, on your website, social media, job sites, and handouts.

Texting is the easiest, quickest, and most widely used form of communication, especially with today’s technology obsessed college grads. With a 98% read rate, texting potential prospects will ensure job postings are seen and reduce the amount of time spent tirelessly searching for suitable applicants.

Getting a lot of applicants may seem desirable, but you want to make sure that they are qualified. To effectively target qualified prospects, post multiple keywords for each specific department. This enables prospects to receive job openings that are relevant to their interests, work experience, and preferred department.

You’ve collected a substantial number of applicants, now what? The next step in text recruiting now is to contact these prospects to coordinate interview times, fill out paperwork, and notify them of important deadlines.

A sophisticated SMS software like Trumpia can take reminders to a whole new level through text automation. Whenever someone opts into a keyword, automatically send them an application document with a deadline date. If an application deadline is near and a prospect hasn’t submitted their application, the system will automatically send them a reminder.

SMS text messaging is a speedy way to share valuable information and news about your company to keep applicants’ eager to work with you. Better yet, send them relevant information based on the keyword they opted into. If they text the “Sales” keyword, they will receive information targeting those looking for a sales role, making your applicants more likely to be interested in working for your company in the future.

Candidates often have questions, concerns, and scheduling conflicts that need to be addressed. That’s why two-way text messaging makes resolving these recruiting issues much faster and easier. Candidates can ask questions, get quick answers, and notify potential employers of issues with their application

Text recruiting has the highest response rate of any form of communication, beating email by almost eight times the response rate. This means that scheduling interviews and answering questions via SMS is the best way to get results. By sending a text instead of a phone call, the candidate can respond on their own time while on the go.

Not every candidate should be interviewed, but getting the right ones in quickly could mean the difference between a successful hire and an opening that slows your business down. Through a quick text recruiting conversation, you can ask questions to determine if the candidate has the required expertise, aptitude, or interest to make scheduling an interview worthwhile.

If you identify a candidate that is a perfect match for your position, then it’s time to schedule an interview, and text messaging is the perfect way to help you and the candidate decide on a time that works for you both. Then, if you have a text recruiting software like Trumpia, you can automatically send text reminders in the days prior to the interview. This means your candidate will be more likely to arrive prepared and ready for your interview, saving valuable time.

If a candidate turns out to be a bad fit for one position, that doesn’t mean you should delete their info. You still have their contact information in your mobile keyword database, which could be a future opportunity. If someone was a better fit for IT than software development, you can then follow up with them when you have an IT job available.

With text recruiting automation, you can create monthly messages that include current open positions that can be blasted to your entire contact database or individual keyword lists. By reminding your contacts periodically, your organization will stay in their mind and create hope that another position that would fit them will open.