a very short lead time between knowing about the requirement and filling the role.
In the last two weeks I’ve seen two examples where sourcing candidates to fill short term temporary or contract positions has been effectively delivered by text based communications. The first was the sourcing of experienced temporary workers for a one day event; candidates were taken from an approved list of workers and selected on a location basis. Responses to the texts were quick (far better than email communications) and less work intensive than calling candidates by phone. The second was the sourcing of IT resource to fill an immediate and unexpected need, again the response was immediate.
There’s obviously some overlap in the above examples, the candidates already had a relationship of some kind with the ‘texter’ and the roles were the type that are typically filled by Gen Y. However using texting as a method for sourcing freelancers, temporary workers and contractors seems an obvious solution, as people working in these areas are typically more familiar with responding quickly to resource requirements.