Recruiters have always had a love-hate relationship with candidates' inboxes. Email is the digital version of casting words to the wind: some people respond, some ghost you forever, and some hit "unsubscribe" faster than you can say "job opportunity." And now, we've leveled up to texting, landing right in their personal space, sandwiched between an overly dramatic group chat meltdown and a friend's overly enthusiastic "You HAVE to see this meme 🤣🤣🤣"
Texting is the communication parallel to a dating app swipe. It's casual, direct, and incredibly high-stakes. Mess up here, and your message is as appealing as political campaign spam. But nail it? You've got their attention in a way email never could.
Texting isn't just a nice to have in recruiting. It's a must-have. But it's also a double-edged sword. Sure, it's a faster way to communicate, but it's also much faster to screw things up. A well-timed text can make you seem like a thoughtful recruiter who gets it. A poorly timed one can turn you into an overzealous telemarketer. And let's not forget: once it's sent, there's no unsend button. That means every message carries the weight of getting it right the first time or risking your number being blocked faster than a breakup—and you are never getting back together, like ever.
Why Texting Works (and Emails Don't)
Let's start with the obvious: When did you last make dinner plans over email? Exactly. Texting is intimate. It's where relationships live now, whether coordinating who's bringing the wine or, for recruiters, nudging a candidate to prep for their interview.
Research backs this up. Text messages boast an impressive 98% open rate, according to SMS Comparison, leaving email's 20% in the dust. Don't even get us started on how often InMails are opened. People see texts, and, more often than not, they respond. But just because you can text doesn't mean you should text. Think of texting candidates like dating: skip the "getting to know you" phase and dive straight into "Hey, wanna meet my parents?" you're guaranteed to end up blocked.
Don't Just Text; Court Your Candidates
Texting isn't just a tool. It's a strategy. When you text a candidate, you're stepping into their personal space. Think of it like this: texting is the digital equivalent of showing up at someone's house with flowers. Sure, it's sweet, but if you're a stranger, it's creepy.
You've got to build rapport first. Candidate experience matters. If they feel like just another number, you've lost them. So before you hit "send," ask yourself: Do I actually know this person? Have I shown value? Am I texting because it's convenient for me or because it's beneficial for them?
Texting Isn't Just for Sourcing
Let's debunk a myth: texting isn't just for sourcing. Sure, it's great for that first "Hey, we've got a role that's perfect for you!" moment. But if that's where your texting strategy ends, you're missing out on a goldmine. Here's where texting really shines:
- Interview Confirmations: Forget email threads. A quick "Just confirming your interview for Thursday at 10 a.m., excited to see you there!" makes you both efficient and thoughtful.
- Answering Questions: Got a nervous candidate? Text them: "Any last-minute questions before tomorrow? I'm here to help!"
- Interview Prep: "Here's a quick tip for tomorrow's meeting with Jane, she loves when candidates share specific metrics."
- Feedback: Nobody likes waiting. "Just wanted to let you know feedback is coming soon, hang tight!" Or a simple "How did it go? Goes a long way.
- Status Updates: Ghosting is bad karma. "Hey, we're still reviewing applications for the role. Thank you for your patience!"
- Candidate Check-ins: Build relationships. "How's your job search going? Anything I can support you with?"
- Championing Them: Be their biggest cheerleader. "I just spoke with the hiring manager, he was really impressed with your conversation."
- Making Them Feel Valued: Everyone likes to feel special. "Just wanted to say, I really appreciate you considering us, it means a lot!"
The Do's and Don'ts of Texting Like a Pro
Recruiting via text isn't just about sending the right message; it's about sending it at the right time and with the right tone.
- DO personalize every message. Use their name, reference past conversations, and show you actually care.
- DON'T spam candidates with generic "We're hiring!" texts. You'll come across as desperate, and nobody likes that.
- DO keep messages short and sweet. Nobody wants to read an essay on their phone.
- DON'T forget to proofread. A typo can make or break your credibility.
- DO think like a marketer. Timing, tone, and value are everything.
Why hireEZ Text Campaigns Are Your New Best Friend
Here's where hireEZ comes in. Our text campaign feature is like having a personal assistant for your candidate communication, keeping everything on point, perfectly timed, and effortlessly professional. It helps you send the right message at the right time, all while keeping things organized and scalable. Whether scheduling interview reminders or nurturing long-term relationships, hireEZ's text campaigns make you look like the ultimate recruiting pro.
Want to engage candidates, nurture relationships, and close roles faster than ever? Let's talk. With hireEZ, you'll never be "left on read" again.
So, slide into those texts, but do it with purpose, personality, and a sprinkle of humanity. Because recruiting, just like in relationships, is all about making the other person feel seen, valued, and excited to respond.
