Messaging Competitors Will Smooth out Your Enlistment Interaction.
How frequently do you text candidates as opposed to emailing them? Do you send texts frequently, or does it seem out of place? In the event that you’re not routinely messaging competitors, you might be passing up a major an open door to smooth out your enrollment cycle! 95% of messages are perused in no less than 3 minutes of being sent.¹ And messaging is the most involved type of correspondence for American grown-ups under 50.² These are significant measurements to consider while speaking with competitors and it opens up an open door for scouts to utilize messaging as a wellspring of correspondence stanzas sending an email or calling. Texting candidates will enable you to recruit more effectively and simplify the lives of every recruiter!
Streamlining the Recruitment Process
Contemplate your regular correspondence with an up-and-comer. Do you frequently wait for a response? The average response time to an email is 90 minutes, whereas a text message takes only 90 seconds.3 Emails aren’t seen right away, and they frequently get lost among the hundreds of other emails received each day. If you do not receive a response to your email within an hour, your chances of receiving one quickly diminish. 4 Given that the majority of people keep their phones within arm’s reach, why not send a text message instead of sending an email for a quick response? Get rid of the game of waiting.
We should lay out an image. Let’s say you need to fill a new job order and want to know if one of your best candidates is interested in the position. You can text them and hope to get a response in a few minutes. Because of this, you can immediately determine whether they are interested in the position or whether you should continue your search for a different candidate. Same goes assuming you are attempting to plan your arrangements for the week. You can schedule appointments more quickly and spend more time recruiting by sending candidates quick texts!
Before a phone interview, recruiters can also send short, simple screening questions via text message. You’ll save time during the phone interview and be able to get answers to screening questions in advance if necessary.
Put an end to phone tagging.
Half of Americans are actively looking for a new job, according to Gallup research5. This means that half of your candidates won’t be able to answer your call during business hours. By texting, you can completely avoid phone tagging issues and give the candidate a better chance to respond. A candidate may attempt to call back during lunch and then miss you while you are at lunch if a recruiter calls during work hours. After lunch, the recruiter calls again, but the candidate is at work and cannot be reached. These are common telephone labeling issues you have when your up-and-comer at present has some work. Sending a speedy message about an open position or checking accessibility for a meeting, will make a scout’s life that a lot simpler! Reduce the number of unnecessary exchanges.
Help stop ghosting.
Also, texting is a great way to remind people about interviews or meetings. Assuming you have a telephone interview booked for the following day, consider messaging to that up-and-comer affirming their accessibility and requesting that they answer by a specific time. You can allocate your time to a different candidate if they do not respond with confirmation.
It likewise dispenses with cumbersomeness among you and a client in the event that a competitor doesn’t appear for a meeting. Instead of your candidate ghosting the client, you can inform them in advance that you did not receive a confirmation.
Set up timesheet reminders and text templates.
You can set up texting templates with technology for business text messaging. As a result, it is no longer necessary to repeatedly type text that is redundant. All things considered, formats permit you to rapidly choose the sort of message you need to send in short order, further accelerating your enrollment cycle. Text messages regarding availability, confirmations of interviews, inquiries regarding interest in a position, and so on can be sent using standard templates. Anything can be made into a template!
Additionally, after a candidate has been hired, text templates can be created to remind them to complete their timesheets! A speedy text update can assist with getting more timesheets occupied out on time.
Enhance the candidate’s experience working for your company.
Texting will also help you make a better impression on a candidate as a whole. Consider the preceding points and the ways in which a recruiter will benefit from texting. From the perspective of a candidate, the same points apply. It will enliven their pursuit of employment process, dispense with telephone labeling issues, and permits them to get affirmation that meetings are as yet being held. From a candidate’s perspective, all of this simplifies and eliminates frustrations in the job search.
In addition, it is a more intimate method of communication. Recent college grads and Gen X’ers frequently favor messaging to calling and it is more normal for them. Organizations can be seen all the more decidedly assuming they utilize simpler and favored strategies for correspondence.
In general, the new method of recruiting and staffing communication is texting candidates. It needs to be accepted. Your recruitment process will be more streamlined the sooner you implement texting.
1.SinglePoint Review
2.Gallup Review
3.CTIA.org
4.PonyMail Review
5.Gallup Review
