Texting in Talent Acquisition Process: Go or No-go?
When it comes to talent acquisition, we see two strangers trying to probe one another - HR who is curious about the candidate, and also the candidate that wants to learn about how things go within the organisation. Conventionally in the old days, direct phone calls became the bridge for the gap. How about nowadays, when even lots of people have decided to ditch the landlines?
After the pandemic revolutionized work culture, which method of communication that you use the most? Perhaps video communication is the first thing that crosses over your head - but the truth is, many of us are already fatigued with it and the “force” of being on camera all the time. It won’t be the most convenient way for your candidates too, to suddenly be video called by a stranger out of nowhere.
So, what’s the most preferable communication method to approach our candidates? The answer is, texting! Whoa, texting? What happened to the business email address?
Texting is recommended because it gives the candidate a sense of immediacy compared to email. Moreover, compared to phone class or video calls, texting is great in reducing miss-communication. For example, when you share your company address to candidates; it’s clearly written on text, instead of spoken out and re-written later by the candidate. And if you’re hiring these days, most likely you’re looking for a talent pool among the Millennials & Gen Z - in which, texting is their primary mode of communication. Also, they have a tendency to ignore phone calls from unknown numbers, so you can get better engagement through texting.
Let’s consider the value of texting on your talent acquisition process - don’t worry about how it may affect your corporate image, as long as you’re doing it right. The common ethics are: Keep the language professional, and don’t send it during the wrong hours of the day. Remember, in terms of initial contact between recruiters and candidates, texting can lead to significant improvements in both experiences.