4 Smart Rules Every Recruiter Should Follow to Engage Job Seekers

With unemployment hovering around 4%, recruiters have their jobs cut out for them. According to research by the Pew Research Institute, Millennials took over as the largest generation in the U.S. labor force in 2016 . Working with this generation effectively means communicating with them in their preferred manner. And that’s texting.

Here are 4 smart rules every recruiter should follow to engage job seekers throughout the interview process.

#1: Ask applicants how they prefer to communicate.

Recruiters need to show respect for how job seekers want to hear from them. Maybe they already have a full-time job and can’t take calls, or perhaps they perform other duties where they’re not at a desk by the phone or able to read email. Whatever the scenario, it’s best to ask the candidate if they are open to hearing from you via text message. They will most likely agree, especially if you point out the type of information you’ll be texting, such as interview times, interviewers’ names, meeting place addresses, and so forth.

Even if the candidate is agreeable…

#2: Be considerate in texting. 

It’s easy to shoot off a text as you think of an idea or reminder. Stop yourself. It may turn a candidate off if you send them too many texts or contact them at night or on the weekends. Stream-of-consciousness-texting may come across as unprofessional and sloppy. Also avoid sending too many texts as this can be confusing and annoying to the applicant. If you need to convey a large amount of information, go ahead and email it in a document.

Texting your candidates in a group is a fantastic way to share and receive information from job candidates. Keep in mind to…

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#3: Use texting for simple information and follow up.

It will leave a sour taste a job seeker’s mouth if you send them negative information about the interview, or a failed background check, over a text message. Write a plan out for yourself of the types of information you will text your candidates. Lay this out when the candidate agrees to communicate via text to set their expectations in advance. Keep your texts short and only ask questions that the applicant can answer with a few sentences. The Society for Human Resource Management (SHRM) recommends keeping texts with jobs seekers to 160 characters. Save the open-ended inquiries for emails, phone calls, or in-person visits. Always respond to an applicant’s text so they know you received it. Be friendly and helpful, but professional.

#4: Make sure to actively manage your texting communications.

Implementing texting into your recruiting efforts is smart business, but it comes with additional responsibility. You are going to have to manage the information shared with each recruit. Find an easy-to-use system to help you stay organized by logging your back-and-forth messaging with each candidate. Look for one with intuitive automation capabilities and strong integration options with your CRM. Using a text-management tool minimizes the chances of important information falling through the cracks.

With the current job market being candidate-driven, recruiters must work smarter than ever to stay in touch with top candidates and progress their journey as quickly as possible. By using text messaging to communicate with applicants who are open to it, you can stay on top of information faster while enriching the candidate experience at the same time.


Jonathan Kim is the SEO marketing specialist at Trumpia, the most complete SMS solution including mobile engagement, toll-free messaging, Smart Targeting, and advanced Automation.