We will find that many recruiters and HR professionals are using text-based recruiting platforms for the first time, and it can be challenging to learn how to best use this new method of connecting with talent. Here are few ways shown by JobMindz.com, India’s First Location Based Job Search Portal to stay ahead of the curve, keep candidates at ease, and attract the best talent for your organization.
Don’t Become Spam
You should consider adding language on applications or the “careers” page of your website indicating that you may contact qualified candidates through text for an initial screening interview. In this way, when a candidate receives a text message from an unrecognized number, they won’t be surprised. In the initial text, you are supposed to explain who you are, your organization, and why you’re reaching out. Try to be personable and also leave your contact information at the end.
If your first text seems like spam, it will likely become just that. Candidates having a good explanation of why they are being contacted via text should ease into the interview process.
Don’t Text Outside Traditional Business Hours
As you can see candidates grow more accustomed to being contacted via text, recruiters must concentrate on not coming across as invasive. Therefore, it is easy to avoid intruding on the candidate is by only reaching out during typical business hours, keeping their time zone in mind. Well twenty-four percent of job seekers do not want to receive texts during non-business hours. You can expect candidates to reply outside of work hours, but reach out between 9 a.m. to 5 p.m.
Don’t Be Too Professional
To start a conversation and get to know the candidate before a face-to-face interview or phone call, text recruiting is a great way. You can easily break the ice and show the personality of your recruiting team as well as the organization through text. A casual conversation can be a great help. Such things will allow the candidate’s personality to shine through so you can catch a glimpse of how they interact in everyday life. Text-based interviewing can be an opportunity for candidates to think about their responses thoroughly as opposed to improvising.
Don’t Ask Ordinary Questions
Most job interviews can be seen conducted in this manner,: “Tell me about yourself.” “What are your strengths?” “What are your weaknesses?” HR professionals and recruiters can use their unique approach to interviewing with technology is by creating templates and a convenient questions library to text candidates. Thereafter, recruiters can then focus on sharing initial questions that solicit substantive conversations with the candidate.
Don’t Forget to Follow up
As you have secured an in-person interview doesn’t mean your job is done. You can use text to connect with the candidate about follow-up questions, directions to the interview site, or any last-minute reminders before the in-person interview. After an interview periodic check-ins can be helpful, also keeping the company and interview top of mind. When the candidate has accepted an offer, text can be very useful. HR professionals and recruiters can keep the conversation going by texting them “good luck” before their big first day.
For more information visit: www.jobmindz.com or give a missed call to 080-68180777.