How And When To Text While Recruiting For Software

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Software firms employ people who are on the go and at the cutting edge of technology, which can make locating and contacting top talent a challenge. To access the best and brightest in the field, it takes recruiters utilizing every communication channel — even nontraditional options — to build networks, create relationships and stimulate job interest with prospective hires.

The use of texting is a critical element of an effective talent contact plan. It allows recruiters to get in touch immediately with their prospects and more reliably bring in qualified, informed and interested talent, and a recipient is almost guaranteed to receive your text.

Additionally, texting allows recruiters to build personal connections and develop existing relationships — a vital component of a successful hiring process. Sixty-four percent of people surveyed interpreted communication through texting as a company valuing their time and said they would positively recommend the company to others.

Once a recruiter has established a professional relationship with a prospect, texting can become a terrific way to communicate almost instantaneously with them. It is perfect to use for time-sensitive notifications (such as if you are running late to a meeting) or quick check-ins (following up on an action item). Texting also offers considerable benefits in engagement throughout the interview process by providing recruiters an avenue to keep their contacts informed with short updates that also further develop the relationship.

Immediacy And Convenience

A requirement to start professionally texting is to confirm that a prospect is willing to receive information via text. Once they agree, plan how often you expect to communicate and for what occasions. In our experience, quick communications, such as scheduling a phone screen, confirming a meeting, checking in after an interview and following up on a request are some of the most effective ways to utilize the medium. By messaging in these situations, recruiters will have more convenient, quicker resolutions to questions.

The convenience of this communication channel is not just limited to recruiters sending information. Consider inviting your prospects to contact you, and make texting a two-way street. However, be sure to establish guidelines within your recruitment team on when to use texting, and communicate those ground rules to your candidates, so both parties are on the same page.

When Not To Text

Avoid making texts the primary form of communication with your candidates. Some conversations are still best done over the phone. Providing feedback or negotiating an offer are not appropriate topics to discuss via text message.

Professionalism is also crucial in texting. When you send a message, the writing should strive to be at the same level of decorum you would expect in an email — you are communicating with a potential hire, not a friend or colleague.

As digital communication expands, it is essential for companies to develop a mobile-compatible mindset for their recruitment teams, and any digitally savvy approach must include texting. My recruiting firm, for one, regularly uses texting as a means of engaging with our prospects, and the majority of our team relies on texting daily. Even with its casual roots, texting allows recruiters to send information quickly and efficiently, all while creating a personal connection that nurtures the hiring relationship.

As you strive to access the best talent, lean into the advantages of the digital age by using the high open rates and immediate responses that are available all at the literal tips of your fingers.

Picture of Amy Arenz

Amy Arenz

Concero CEO, Founder