Three Reasons Texting Should Be Part of Your Candidate Communication Strategy


If you’re in recruitment, then you’re always seeking better ways to enhance the candidate experience and improve recruiting efficiencies. So it seems obvious that when a new tool makes it easier and faster to communicate with candidates, you should jump right on it. Enter the world of SMS/texting for recruitment. While consumer texting has been around for many years, it’s a newer concept applied between recruiters and candidates. But before we examine the three key reasons you should consider adopting texting as a core candidate communication strategy, let’s take a look at the popularity of texting today based on recent trends and data.

Modern Texting Trends

According to Nielsen, text messaging is the most used data service in the world, while MBA Online reports that more than 4.2 billion people text worldwide. In the United States specifically, 81 percent of Americans regularly text, according to Pew Research Center, and more than six billion texts are sent every day in the U.S. alone, based on CTIA data.Texting should be part of your candidate communication strategy

Fifty percent of adults say text conversations are just as meaningful to them as a phone call, according to Experian Marketing Services, and 33 percent of American adults prefer texts to all other forms of communication, based on a Pew Research Center study. Further, Gallup found text is the top form of communication for American adults under age 50 and over 1/3 of professionals say they can’t go 10 minutes without responding to a text, according to eWeek. All this data points to one thing—SMS/text is a valuable tool that should part of your recruiting toolbox.

Applying Texting Trends to Recruitment

With our overwhelming reliance on text, it’s no wonder that candidates today expect the same consumer-grade experiences in recruitment that they encounter in their daily digital lives. And it makes sense that you would want to leverage a modern recruitment marketing approach to communicate directly with candidates. In fact, the popularity of texting candidates is already on the rise. Nearly half of all candidates today say they’ve texted with a recruiter, up from just 26 percent four years ago, according to Nexxt.

If you need more convincing, let’s take a look at the top three reasons why incorporating texting as part of your candidate communication strategy can enhance your recruiting performance and optimize the candidate experience.

1) Text Streamlines Candidate Communication

As a recruiter, you’ve probably experienced the limitations that solely using email or InMail can present in interacting with candidates. These forms of digital communication are often slower, can be cumbersome and even feel somewhat impersonal. But text changes that. Texting candidates presents a faster, more direct communication channel that is highly personalized. According to Forbes, 90 percent of texts are read within three minutes of being sent, while the average response time is just 90 seconds, based on data from CTIA. And since a majority of candidates already use texting as a major form of communication in their daily routines, it is a natural way to improve the effectiveness of communication between recruiters and candidates.

2) Text Reaches Candidates Where They Are 

The average person checks their phone 80 times per day, according to a new study by Asurion. That represents a significant opportunity to reach candidates in the place and medium where they are likely to look at and respond to quickly. Sending and receiving text messages on a mobile device is familiar, comfortable and easy—and it can reflect well on your employer brand. In fact, 64 percent of consumers—and prospective candidates—are likely to have a positive perception of companies that offer communication through text, according to Harris, while 75 percent of people like offers sent via text, based on research from Digital Marketing Magazine. So don’t overlook the importance of leveraging texting as a tool to directly interact with candidates where they spend a majority of their time.

3) Text Produces Better Candidate Engagement

As a recruiter, you are likely focused on how engaged your candidates are with the messages you send. And you likely measure that through open rates, response times and click through rates. So when a new tool can offer an unbelievable 98 percent open rate, according to Mobile Marketing Watch, you should definitely make it part of your candidate communication strategy. Further data suggests that texting also produces outstanding response rates. According to Velocify, texts have a 45 percent average response rate. Imagine if you achieved that in all your email communications to candidates. Texting is a more direct way to engage your candidates and produces recruitment results that will drive more effective recruiting performance for your organization.

Get Texting Through a Trusted PartnerFree ROI handbook

So there you have it. Three compelling reasons why texting just makes sense to include as part of your recruiting strategy. And it’s why we’re excited to announce the all-new texting feature in the Talemetry enterprise recruitment marketing platform, called Talemetry Talent TXT.

With Talemetry Talent TXT, you can instantly reach out to candidates through SMS/text messages. Through simple, easy-to-use one-on-one, two-way or mass communication options, you can empower new channels for reaching candidates whenever and wherever they are. Talent TXT provides faster communication, improves the candidate experience and optimizes your overall candidate communication strategy. Take time now to learn how you can take the lead with Talemetry and get better candidate response rates to drive recruitment results for your organization.


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