The workforce is evolving as more and more millennials and generation z make their marks. Due to this shift, we must rethink the ways recruitment is handled. Millennials bring fresh eyes and new preferences that separate them from previous generations, which causes HR management’s need to adjust. This will require a new approach to recruiting candidates efficiently and effectively. Recruiters must consider how to attract this generation that spends most of their time with mobile phones in their hands. This is a new era of recruitment in which texting is becoming the most popular means of communication between recruiters and candidates. Here is a closer look at texting in recruitment in today’s digital world.
Active Candidates Vs. Passive Candidates
It is crucial to have a thorough understanding of how talents approach the process of a career change. Most of the global workforce are passive candidates rather than searching for a job actively, mostly using their mobile phones. Passive candidates are not looking to browse the internet and visit overcrowded job ad portals. Most people search for companies with strong employer brands to determine if they’d be a good fit for a new position. Recruiters must use this information to attract those candidates and find the best-suited people for their job position.
Active Recruitment Vs. Passive Recruitment
Companies are aware that their success is dependent on hiring the right individuals. The recruitment process is the first impression that a potential future employee receives from the company, so it could scare the best candidates away if it isn’t done correctly.
There is a wide variety of approaches to recruitment. However, the majority of them do not offer strong results. Since most companies only recruit when they need to, they usually need someone immediately. As a result, this all too often leaves an inadequate amount of time to find a perfect candidate. This approach is not favored among HR professionals, but they understand why so many businesses do it (lack of resources – both time and money). It is not efficient to engage with candidates who will eventually not be hired, but future hires are sometimes found.
Recruiters should continuously keep their process active and effective, and think about how they can work smarter, not harder. Rather than waiting for the perfect candidate to respond to job ads, potential candidates must be approached personally to help make them interested in applying for positions. Texting is a quick and effective method of communication between a recruiter and a candidate.
Email Vs. SMS
For quite some time, emails and phone calls were the only two channels of communication in the selection process. Are they really considered efficient these days? To put it simply, the answer is no, they are not. The difference between response time of email and text is very significant. Texts get opened and viewed almost always and very quickly, compared to emails that some people often forget to check. If it takes so much more time for people to respond to emails, why should we use emails as the official means of communication between the recruiter and candidates?
Putting Texting to Use
Texting allows the recruiting process to become more proactive. Why is it smart to use texting as a communication tool in the recruitment cycle:
- Texting has eight times the response rate of email.
- Candidate and recruiter communication is much quicker and more effective.
- The majority of potential candidates claim that being contacted by their recruiter directly makes them accept a job offer faster.
- Candidates feel more respected when they are personally engaged in the recruitment process and are aware of their application status.
- Many candidates feel that when they are addressed personally in text messages, it is a sign of respect for their invested effort.
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