Text messaging for recruitment: How to hire better with SMS

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A good recruitment message means starting the hiring process on the right foot. While potential candidates are bombarded with emails, DMs, and app notifications, you can cut through the noise with a well-crafted text message.

Text messaging allows recruiters to communicate with candidates after an interview and keep them informed about their application status. Job seekers can also use two-way text messaging to ask for more information about new job openings and ask questions.

Using templates for hiring employees will streamline the recruiting process, allowing you to reach out to more candidates and save time by reusing your best templates in future recruiting campaigns. In this article, we’ll cover a few ways you can improve your hiring using text messages.

Text recruiting statistics

Text messaging is one of the most commonly used forms of communication, especially among millennials. Surprisingly, only 41% of interviewees have ever received feedback after an interview. This suggests that despite a desire for frequent feedback, the reality may not align with these expectations. A simple SMS could help fix that, but that is not the only case where texting could end up saving an employer’s reputation, not to mention time and other resources.

Here are some text recruiting stats we found to be relevant:

• 47% of job seekers prefer to receive targeted job opportunities via text.
• 89% of people are open to texting with businesses, including service providers and potential employers.
• 45% of job seekers use their mobile devices to look for new opportunities.
• 89% of job seekers think mobile devices play a critical role in the job hunting process.
• A significant number of candidates, about 55%, believe the time from the first interview to a job offer should be less than two weeks, highlighting the importance of quick and efficient recruitment processes.

The benefits of text messaging for recruitment

From speeding up the hiring process to enhancing the overall candidate experience, the benefits of incorporating SMS into recruitment are manifold. This approach not only streamlines administrative tasks but also addresses common recruitment challenges effectively.

Here are fifteen key benefits that illustrate how texting can transform the recruitment landscape, making it more agile, candidate-friendly, and successful:

• Speeds up hiring – Allows recruiters to send and receive responses from candidates almost instantaneously, shortening the overall hiring cycle.
• Boosts engagement – Enables a more interactive dialogue with candidates, leading to higher engagement levels compared to email or phone calls, which can be ignored or missed.
• Cuts no-shows – Quick reminder texts significantly decrease the chances of candidates missing interviews, as immediate SMS notifications are harder to overlook than emails.
• Eases scheduling – Coordinating interview times is easy with texting, as candidates can swiftly confirm or request to reschedule appointments.
• Improves candidate experience – A seamless communication flow via text messages makes the recruitment process more transparent and less stressful for candidates.
• Expand candidate reach – Texting can reach candidates who are often on the go or do not have regular access to emails, widening the talent pool.
• Collects feedback quickly—Recruiters can immediately obtain post-interview feedback through text, allowing them to adjust strategies quickly or clarify concerns.
• Screens efficiently – Pre-screening questions sent via SMS can filter candidates more effectively before moving to more time-intensive interview stages.
• Offers communication flexibility – Text messaging allows candidates to respond at their convenience, providing a flexible alternative to real-time phone conversations.
• Simplifies referrals – Employees can easily share job openings with potential candidates via text, simplifying and speeding up the referral process.
• Ensures prompt updates – Candidates receive instant notifications about their application status, keeping them updated and engaged throughout recruitment.
• Reduces admin work – Automated text messaging systems can handle routine communications, freeing up recruiters to focus on more strategic tasks.
• Keeps candidates informed – SMS ensures candidates are well-informed about the necessary steps, documentation, and preparations for interviews or assessments.
• Manages applicants effectively – Text messaging platforms allow recruiters to manage and track conversations with multiple candidates efficiently, all in one place.
• Provides quick query responses – Candidates can get swift answers to their questions, enhancing the overall perception of the company and increasing the likelihood of accepting job offers.

Best practices for recruitment texting

So, how should you go about text recruiting without becoming invasive? Your texting strategy will give candidates their first impression of the company.

To get it right from the first try, we strongly recommend adopting these practices:

• Get permission from your candidates before texting. Ask for their consent before the interview process starts. Tell them how frequently you will send messages and what information they can expect from you.
• Keep your messages short and simple. The job search can be a stressful experience for most candidates, so do your best to avoid long messages.
• Pay attention to the timing of your messages. A recruiting text message sent at the right time will also significantly impact success rates. For most respondents, the best time to receive a recruiting text message was between 8 a.m. and 12 p.m.

Creating your text recruiting campaigns

Writing texts to job candidates sounds daunting, doesn’t it?

And it surely would be if it were not for text messaging software. Text recruiting is great when you find out you can compose, send, or schedule your text messages from your computer.

Textmagic also offers the option of text message automation technology based on keywords you choose. With our SMS software, you can view all your candidates’ responses in one place. For example, you can ask a few standard job application questions to ease the process of filtering out unfit candidates.

You’ll be able to track the performance and quickly tell what’s working and what isn’t. Text messaging services will also allow you to filter out unqualified candidates. You can accomplish this by setting up automatic text messages that ask standard job application questions. Based on the answers you get, you can determine whether a potential candidate is a good fit for the role.

Conveniently screening candidates with text message automation saves time and money, helping you fill out positions faster. You can also track the performance of your text messages so that you know what works best with your candidate pool.

Recruitment text message templates

The recruitment message examples shown below are a good starting point for your text message candidate search. You can modify each one to fit your brand voice and perform tests to see how each one shows the best results. Once you find a winning template, add it to your text automation software to send it out to your job candidates.

1. Job announcement template

Hi [Candidate Name]. [Company Name] opened a new branch in [Location], and we’re looking for a [Job] specialist. Reply to this message to learn more about this opportunity.

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2. Interview invitation text message

Hi [Candidate Name]. Our interview this afternoon will take place at this location: [Link]. Don’t hesitate to contact me if you need any help. We are looking forward to meeting you!

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3. Follow up text message after the interview

Hi [Candidate Name]. We were very excited to meet you today. Please check your inbox — I’ve sent you the document we discussed during the interview.

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4. Interview reschedule

Hi [Candidate Name]. Due to [Issue], we have to reschedule tomorrow’s interview. Are you available on [Date] instead? Let me know if that time works for you.

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5. Contacting passive candidates

Hello [First Name]! This is [Recruiter Name] from [Company]. We saw your profile on LinkedIn and noticed you would be a great fit for a [Job Title] position in our company. Are you available for a call next week? We’re looking forward to hearing from you!

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6. Retargeting a past applicant

Hi [Candidate Name]. [Company Name] is hosting a job fair on [Date] at [Location]. We’d love to see you there to discuss the opportunities we offer. Contact me for further info. Have a great day!

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7. Interview reminders

Hi [Candidate Name], just a reminder about your interview for [Position] on [Date] at [Time]. Please reply with ‘YES’ to confirm. Good luck!

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8. Application status updates

Hello [Candidate Name], your application for [Position] is now [Status]. We will update you on the next steps shortly. Thank you for your patience!

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9. Onboarding information for new hires

Welcome to the team, [Candidate Name]! Please check your email for onboarding instructions and your schedule for the first week. We’re excited to have you aboard!

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10. Document requests

[Candidate Name], we need you to submit [Document Name] for your [Position] application. Please send it to [Email] by [Date]. Thanks!

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11. Screening questions to assess suitability

Hi [Candidate Name], for the [Position], please reply: 1) Why are you interested in this role? 2) Describe a challenge you’ve overcome at work.

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12. Requesting feedback after interviews

Thank you for interviewing with us, [Candidate Name]. We value your opinion. Could you reply with what you liked and what we could improve on? Thank you!

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13. Recruitment event invitations

Invitation: Join us for [Event Name] on [Date] to learn about career opportunities. Confirm your spot here: [Link]. We hope to see you there!

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14. Referral requests

Do you know someone perfect for a role in [Department/Position]? Refer them to us and if they’re hired, you’ll receive [Incentive Detail]. Reply with their contact info.

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15. Candidate engagement

Hi [Candidate Name], we noticed you haven’t completed your application for [Position]. Can we help? Reply STOP to unsubscribe from these reminders.

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16. Tests/Assessments reminders

Reminder: Your assessment for [Position] is due by [Date]. Access it here: [Link]. Good luck, and reach out if you have any questions!

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17. Providing directions to interview locations

Your interview is at [Address]. Here’s a map link for your convenience: [Link]. Please arrive 15 minutes early. Call us at [Phone] if you need directions.

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18. Emergency changes

Urgent Update: Due to [Reason], your interview for [Date] has been rescheduled. We will contact you soon with a new date and time. Apologies for any inconvenience.

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19. Reference check

Hello [Reference Name], I’m [Recruiter] from [Company Name], considering [Candidate Name] for a position. May I ask a few quick questions about their work with you? Reply YES to proceed or NO if unavailable. Thanks!

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20. Follow-up and next steps

Hi [Candidate Name], thank you for interviewing with us. We will be in touch by [Date] to discuss the next steps. Have a great day!

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Make it easy for candidates to unsubscribe

Once you start sending out text messages to candidates, ensure they can opt out at any time. You can easily do this by implementing a stop feature in your text messaging platform. It will not only help you comply with anti-spam laws but also help you target candidates who find value in your messages.

If you want more visibility over your unsubscribers, you can always set up automatic notifications whenever someone subscribes to your list. When you combine unsubscription with smart networking, and automation, you’ll see an improvement in your SMS recruitment efforts.

Try out text recruiting yourself

Text message templates make the recruiting process more efficient by saving your time. Feel free to use these templates as they are or modify them to fit your own recruitment campaign.

You can also save these templates in your Textmagic account and repurpose them in different campaigns. Job search websites like Jooble, a job aggregator, might also be invaluable when searching for new employees.