You wake up to the sound of your alarm buzzing and immediately, without even thinking about it you check your phone. According to a recent Deloitte study, 78% of mobile users check their phones within one hour of waking up, most saying they look at their phones within five minutes. And what are we most likely to check first? Our text messages.
Since texting has become such a dominant source of today’s communication, it’s no surprise that text recruitment is becoming so prominent.
And while text messaging is becoming more widely accepted for business use, including recruitment, it’s a unique form of communication that comes with some strict regulations – courtesy of the FCC (Federal Communications Commission) – as well as the typical consideration for maintaining privacy and professionalism. If you’re considering trying this approach, here are some things to keep in mind.
DO Be Prepared
Texting is more of an intimate, one-to-one conversation. This is not an email blast being sent out to a broad audience, and should not be treated as a generic message.
“In the text messaging campaigns we send on behalf our clients, we typically target around 150 -300 of our most relevant members – sometimes more – which may trigger 30-50 conversations with interested candidates. We find that for every 100 candidates, be prepared to spend about 30 minutes in conversation scheduling interviews, following, up, etc.,” explains Joe Stubblebine, VP of Talent Solutions for Beyond. “But, thanks to the targeting and the nature of these campaigns, it’s time well spent. Text campaign response rates are incredibly high, and the conversations are high value, too.”
DON’T Get Too Formal
You can’t be overly scripted. Text messages that are overly formal come across as spam – no good. But striking the right balance with a casual yet professional tone will make candidates feel at ease and more eager to engage.
DO Know the Rules
Many companies are wary of text messaging with candidates due to the legal guidelines involved. While the FCC does have regulations in place to protect consumers (and in this case, candidates), effective text recruiting is really just a matter of knowing – and following – the rules. Explore the FCC website for an extensive list of the regulations that have been set in place.
For a better, more personal way to connect and contact your candidates, consider text recruiting. But make sure to keep it casual, and of course, professional!
Source: Federal Communications Commission; Deloitte.com