Hiring could be costly, especially if you want the best applicants.

According to an article from Investopedia, even with the most basic recruiting costs such as advertising the opening, the time cost of an internal recruiter, the time cost to resumes and performing other recruitment-related tasks, the time cost of conducting the interviews, a company can cost up to $3,500 in turnover costs.

Sending outreach through text message recruiting software can save time and improve your engagement with applicants and the communication process. In the US Messaging Engagement Report by Sendgrid, out of 4800 respondents, 48% considered SMS the country’s second most popular communication method.

Benefits of Using Text Hiring Platforms

Engage Smarter, Recruit Better with Rakuna’s Text Recruiting – Book a demo today!

For recruiters and coordinators who are new to SMS recruiting, the benefits of a dedicated text recruiting solution might seem limited at first. Here are some of the most impactful benefits this tool can bring to your team:

More Personalized and Adaptable

You don’t need to spend hours crafting marketing emails, strategizing social media plans, or enduring lengthy phone calls when you embrace the power of SMS messaging. This approach is ideal for those seeking a flexible and efficient way to connect with job seekers. By leveraging texting, you can effortlessly provide applicants with real-time updates. Texting facilitates one-on-one interactions with candidates, especially when supported by the right technology.

Convenience and Instant Access to Prospective Candidates

Text hiring offers unparalleled convenience, allowing you to initiate the process anytime, anywhere. Prospective applicants are instantly engaged the moment they receive your message. With text, initiating a hiring conversation with an applicant becomes effortless.

Furthermore, job seekers can promptly respond via SMS without any hassle. The application process becomes accessible to anyone, anywhere, enabling candidates to apply on the go.

Not all candidates are tethered to their desks, endlessly scrolling through job listings and checking emails. As a recruiter, by offering an on-the-go communication platform, you are placing their dream job at their fingertips.

Provide Actionable Analytics

When you bring text recruiting into your hiring strategy, it’s not just about making things convenient; it’s about getting real, trackable outcomes that you can actually use. 

With SMS recruiting software in your toolkit, you open up a treasure trove of data metrics that let you see exactly how well your text campaigns are performing.

You can keep tabs on things like how many successful hires you’re making, how engaged candidates are with your messages, and where they might be dropping off in the process. These insights aren’t just nice to have; they’re game-changers that help you fine-tune your recruiting strategy and steer your ship in the right direction for future hiring endeavors.

A Solution That Scales With Your Business

No matter if you’re running a small startup or a large corporation, SMS recruitment can support your hiring targets. With text recruiting, recruiters can effortlessly roll out multiple text message campaigns, whether they’re promoting various job listings or drumming up interest from passive candidates.

The beauty of it? You’re not stuck in a one-size-fits-all scenario. Instead, you have the flexibility to tailor your text message workflows to suit your evolving business needs. As your company grows and your talent acquisition strategy evolves, you can seamlessly adjust your approach with this adaptable tool in your arsenal.

Keep applicants engaged

We all know that applicants are chasing other jobs. However, you can keep them engaged with SMS. They don’t have to open their emails or social media handles to see your messages. Instead, you will be within reach through your SMS.

As a result, text recruitment platforms can be your best job plug. Here are some text message samples to get you started.

What does this mean for you? It means you’ve got the power to reconnect with those applicants who didn’t quite finish the job application journey. With SMS messaging on your side, you can give those potential candidates a gentle nudge back into the game and keep the engagement rolling!

Speed up Interview Scheduling

When it comes to getting interviewees up to speed, SMS is the secret weapon in a recruiter’s arsenal. Imagine this: with just a few taps, you can deliver texts to your candidates, giving them all the information needed to prepare for an interview.

From essential details like your company’s location, operating hours, and contact number, to reminders about any crucial documents they might need to have on hand, SMS ensures that no vital information slips through the cracks.

Safeguarding Personal Privacy

One of the primary motivations behind businesses embracing text recruiting platforms for their hiring needs is the assurance of privacy protection. While anyone can easily fire off SMS messages from their mobile device, it’s crucial to proceed with caution and obtain explicit consent from candidates.

Sending unsolicited SMS messages or utilizing unlawfully acquired information can spell trouble for your recruiting team or organization. In fact, it could result in hefty fines from various commercial SMS regulations.

How do you select the best text recruiting platform?

Since you know the benefits of using a text recruiting company, here is a guideline on how you can select the right text recruiting tool for your needs. Here is what you should consider when picking any of these platforms:

Your Recruiting Process

Before diving into the search for a text recruiting platform, take a moment to analyze your current recruiting process alongside your team. By identifying the pain points and inefficiencies in your workflow, you lay the groundwork for selecting a text recruiting tool that addresses your specific needs. Let’s delve deeper into this critical step:

• Reviewing the Recruitment Journey: Examine each stage of your recruitment process, from sourcing candidates to extending job offers. Identify any bottlenecks, delays, or areas where communication could be improved.

Example: You notice that the initial screening phase is time-consuming due to manual outreach to candidates via email. This delay results in missed opportunities to engage with top talent quickly.

• Identifying Pain Points: Solicit feedback from recruiters, hiring managers, and candidates to pinpoint pain points in the process. Look for recurring issues such as communication gaps, candidate drop-off rates, or difficulties in scheduling interviews.

Example: Recruiters express frustration over the lack of timely responses from candidates, leading to prolonged time-to-fill metrics and increased candidate attrition.

• Determining Needs and Requirements: Based on your review and feedback, determine the specific functionalities and features that would enhance your recruiting efforts. Consider factors such as candidate engagement tools, automation capabilities, integration options, and ease of use.

SMS Features

Now that you’ve identified your recruitment needs, it’s time to explore recruitment SMS platforms that offer the right set of SMS features. However, it’s essential to strike a balance: while you want robust functionality, you also don’t want a platform that’s overly complex to navigate. Here’s how to navigate this step effectively:

• Ensure Relevance: As you evaluate different platforms, prioritize SMS features that align with your specific recruitment goals and workflows. Avoid getting dazzled by bells and whistles that aren’t essential to your needs.

Example: If your primary goal is to streamline candidate communication and schedule interviews efficiently, focus on platforms that offer text messaging capabilities with built-in scheduling features.

• Usability and Navigation: Pay attention to the platform’s user interface and navigation structure. Opt for platforms that are intuitive and user-friendly, ensuring that your team can quickly adapt to and leverage the SMS features effectively.

Example: A platform with a simple dashboard layout and clear menu options for SMS messaging, candidate management, and reporting makes it easy for recruiters to navigate and access the features they need.

• Check User Reviews: Before making a decision, consult user reviews on trusted platforms like G2 or Capterra. These reviews provide insights into real users’ experiences with the platform, highlighting its strengths, weaknesses, and overall satisfaction levels.

Example: Positive reviews praising a platform’s SMS features for their effectiveness in improving candidate engagement and streamlining communication can provide reassurance of its value.

Adaptability

You may have heard the term “Technology agnostic” passed around, which essentially means your text recruiting tool should seamlessly adapt and integrate with your current HRIS system.

But why is integration such a big deal? Consider this: You might find a tool with all the bells and whistles you desire, with glowing reviews. However, if it can’t sync up with your existing recruiting technologies, you’re in for a world of headaches down the line.

Imagine your new Text Recruiting Software doesn’t mesh with your applicant tracking system (ATS). Now, you’re stuck with candidate data scattered across different platforms, leading to confusion and errors throughout the hiring journey.

Follow these best practices to assess product adaptibility effectively:

• Integration Capabilities: Look for a text recruiting tool that offers robust integration capabilities, allowing it to seamlessly connect with your HRIS and other essential systems. This ensures smooth data flow and eliminates the need for manual data entry or duplicate processes. Example: Your organization uses a popular HRIS system like Workday or SAP SuccessFactors. Selecting a text recruiting platform that offers pre-built integrations with these systems ensures compatibility and ease of implementation.
• Technology Agnosticism: Opt for a platform that is technology-agnostic, meaning it can work with a variety of systems and technologies without restrictions. This flexibility future-proofs your investment and allows for scalability as your organization grows and adopts new technologies.
• Assessing Team Skills: Beyond evaluating the platform’s adaptability, consider your team’s readiness to embrace and leverage the new text recruiting solution. Assess their technological proficiency and willingness to adapt to new tools and processes. Example: Conduct training sessions to familiarize recruiters and hiring managers with the new text recruiting platform, emphasizing its benefits and providing hands-on guidance on its usage. Encourage open communication and feedback to address any concerns or challenges.

Full Funnel or Stand-alone Product

During your search, you will eventually run into two types of text recruitment solutions:

• Stand-alone products: These tools will help you manage and execute a text campaign without breaking a sweat. API integration is a common way to connect these tools to your existing HRIS solutions. Ask your vendor! 
• Full-funnel solutions: This is when your chosen Text Recruiting Tool is part of an extensive ecosystem of recruitment solutions. Your SMS tool is finetuned to work with other features on this platform.

For example, iCIMS’s SMS solution comes integrated with their AI Digital Assistant.

The latter is usually more expensive. However, with its additional features, a completed platform can help recruiters new to SMS recruiting establish a talent pipeline with text messaging in mind.

If you like a specific tool in a full-funnel platform, be assured that most SMS tools, like Rakuna’s Text Recruiting, have been designed to work flawlessly as part of a platform or a stand-alone product.

Your Country’s SMS Legal System

Don’t forget that SMS marketing and communication are subject to varying legal frameworks across different countries. Understanding and complying with these regulations is critical to avoid potential legal issues and maintain trust with your audience. Here are key regulations to consider:

• Telephone Consumer Protection Act (TCPA) for the US: In the United States, the TCPA governs the use of automated phone equipment, including SMS messages, for commercial purposes. It outlines rules for obtaining consent, sending messages, and providing opt-out mechanisms to recipients.

Example: Before sending promotional SMS messages to customers in the US, businesses must obtain explicit consent from recipients and provide clear instructions on how to opt out of future communications.

• General Data Protection Regulation (GDPR) for EU countries: In the European Union, the GDPR regulates the processing of personal data, including mobile phone numbers used for SMS marketing. It requires businesses to obtain explicit consent from individuals before sending marketing messages and provides strict guidelines for data protection and privacy.

Example: Businesses operating in EU countries must ensure that they have lawful grounds for processing individuals’ phone numbers for SMS marketing purposes, such as obtaining consent through opt-in mechanisms or fulfilling contractual obligations.

• Other Local Regulations: In addition to the TCPA and GDPR, many countries have their laws and regulations governing SMS marketing and communication. These may include requirements for disclosure, consent, and opt-out procedures tailored to local legal frameworks.

Example: In Canada, the Canadian Anti-Spam Legislation (CASL) imposes strict requirements for obtaining consent and providing unsubscribe mechanisms in commercial electronic messages, including SMS.

Further Reading: SMS Recruiting Laws Every Recruiter Should Know

Ease of Use

The effectiveness of your text recruiting software hinges on its usability. If navigating the platform feels like a labyrinth, you risk hindering your recruitment efforts. Here’s how to ensure your chosen software is user-friendly:

• Demo or Trial Period: Before committing, participate in a demo or trial period to get hands-on experience with the platform. Test its visual interface, responsiveness, and available training materials to gauge its user-friendliness.

Example: During a demo, explore the platform’s dashboard layout, menu options, and navigation flow. Pay attention to how intuitive and easy-to-use the interface feels.

• Seamless Communication: Opt for software that facilitates seamless communication between recruiters and candidates via text messages across desktop and mobile devices. This ensures real-time engagement and responsiveness, crucial for nurturing candidate relationships.

Example: Test the platform’s messaging features on both desktop and mobile devices to ensure messages are delivered promptly and conversations can be easily managed from any device.

• Accessibility and Training: Assess the availability of training materials and support resources provided by the software vendor. Look for platforms that offer comprehensive training materials, tutorials, and responsive customer support to assist users as they onboard and navigate the platform.

Example: Explore the platform’s knowledge base, help center, or user guides to assess the depth and accessibility of training materials available. Verify the responsiveness of customer support by reaching out with inquiries or issues during the trial period.

Personalized Automation

One of the greatest assets of text messaging for recruitment lies in its ability to personalize and automate campaigns. When evaluating text recruiting platforms, prioritize features that empower you to tailor your communication efforts and automate repetitive tasks. Here’s what to look for:

• Template Creation: Seek platforms that offer robust template creation capabilities, allowing you to craft personalized messages tailored to different stages of the recruitment process or specific candidate segments.

Example: Create templates for initial outreach, interview reminders, or follow-up messages, ensuring consistency and efficiency in your communication strategy.

• Message Scheduling: Opt for platforms that enable message scheduling, allowing you to plan and schedule messages in advance based on optimal timing or candidate availability.

Example: Schedule messages to be sent during business hours or at times when candidates are most likely to be receptive, maximizing engagement and response rates.

• Message Tracking: Look for platforms that provide insights into message performance, including metrics such as open rates, response rates, and click-through rates. Additionally, consider platforms that offer notifications when messages are opened or replied to in real-time.

Example: Receive instant notifications when a candidate opens your message or replies, allowing you to follow up promptly and capitalize on candidate interest.

• Campaign Effectiveness Measurement: Prioritize platforms that offer analytics and reporting tools to measure the effectiveness of your text messaging campaigns. Look for features that enable you to track key performance indicators and identify areas for improvement.

Example: Analyze campaign metrics to assess factors such as candidate engagement, conversion rates, and time-to-fill, allowing you to refine your messaging strategy and optimize campaign outcomes.

Further Reading: 22 Recruiting Text Message Examples to Reel in Candidates

Data Management: 

Data management is at the core of any effective text recruiting tool. Before finalizing your decision, it’s essential to ensure that the platform can securely and efficiently handle your recruitment data. Here’s what to consider:

• Data Organization: Evaluate how the solution organizes and presents your data within its dashboard. Look for intuitive navigation and customizable views that allow you to access and analyze relevant information easily.

Example: Assess how the platform categorizes candidate profiles, communication history, and recruitment pipeline stages within the dashboard. Ensure that the layout and organization align with your team’s workflow and reporting needs.

• Scalability: Consider whether the solution can accommodate the scale of your recruitment operation, both in terms of the volume of data and the number of users accessing the platform. Look for scalability features that can support your growth and evolving needs over time.

Example: If your recruitment operation is rapidly expanding or you anticipate a surge in candidate applications, ensure that the platform can scale seamlessly to handle increased data volume and user demand without sacrificing performance.

• Security Measures: Prioritize software providers that offer robust security features to safeguard your recruitment data against unauthorized access or breaches. Look for encryption protocols, access controls, and regular system updates to mitigate potential vulnerabilities.

Example: Verify that the platform complies with industry standards for data security, such as SOC 2 compliance or ISO 27001 certification. Additionally, inquire about data encryption methods and multi-factor authentication options to enhance data protection.

Future Support

When considering a text messaging platform for your hiring process, it’s essential to look beyond the present and consider future support and data migration capabilities. Here’s what to keep in mind:

• Data Migration Ease: Ensure that the platform offers seamless data migration capabilities, even in the event of ending your service with the vendor. This ensures that you can transition your existing data effortlessly to a new platform or system without disruption to your recruitment operations.

Example: Verify that the platform provides export functionalities or APIs that allow you to extract your data in a standard format, such as CSV or JSON. This ensures that your candidate profiles, communication history, and other essential data can be migrated to another system with minimal effort.

• Vendor Support: Evaluate the types of support and the level of support you can expect from the vendor throughout your partnership. Look for vendors that offer responsive customer support, comprehensive documentation, and ongoing updates and improvements to the platform.

Example: Check whether the vendor provides various support channels, such as email, phone, or live chat, to address inquiries or issues promptly. Additionally, inquire about the vendor’s commitment to product development and enhancement, including regular updates and feature releases based on customer feedback.

• Long-term Relationship: Consider the vendor’s track record and reputation in the industry to assess their commitment to long-term support and partnership. Look for vendors with a proven track record of reliability, stability, and customer satisfaction.

Example: Research customer reviews, testimonials, and case studies to gauge other users’ experiences with the vendor’s support services and overall satisfaction with the platform. A vendor with a positive reputation and a history of customer-centric support is more likely to provide reliable support in the future.

About Rakuna’s Text Recruiting Software 

Rakuna’s Text Recruiting Software empowers you to capture the immediate attention of potential candidates, reaching them wherever they may be.

Streamline the Hiring Process

Effortlessly send mass text messages, significantly elevate engagement rates, and streamline your hiring process for more placements achieved with minimal manual effort and time investment.

Nurture Genuine Connections

Cultivate meaningful relationships with candidates from first interactions to the recruitment conclusion. Tailor your campaigns to stand out by infusing each message with a personalized touch, fostering genuine human connections.

Harness the Power of SMS Analytic

Enhance the performance of your text recruitment endeavors by leveraging real-time, comprehensive data analytics. Rakuna’s intuitive data charts provide invaluable insights, enabling you to optimize your campaigns strategically.

✏ Want to see Rakuna’s Text Recruiting Software in action? Book a FREE demo today!

Conclusion

Have you considered using a text recruiting platform? Obviously, we have many platforms on the market. This can make it daunting for some businesses that do not want to waste time with their recruitment process.

It is always wise to start your text recruitment process with a pre-defined strategy. Finally, consider the reputation of the platform, ease of use, technology support, and features available before you choose a platform.

Author’s BIO: Lori Wade is a journalist and content writer for Affinda.com. Lori creates news and informative articles about HR, recruiting, and employee productivity. You can find her on LinkedIn.