When writing a text message to candidates it can be tempting to try to reinvent the wheel. What should you say differently this time? More information? Less information? While it is smart to reflect on past messages and identify opportunities to be clearer, 90% of the time you should be relying on templates to make your life easier. TextRecruit has two types of templates that you should be using when text messaging candidates.
The two types of templates offered by TextRecruit include "Response Templates" and "Message Templates." Response Templates, as you might guess, are used when responding to candidates. These are especially useful when you are getting the same question from many different candidates like: Where is the position located? Is it a part-time or full-time position? How much does the position pay?
If you are training new recruiters on your team, Response Templates can help standardize your answers to tricky questions. TextRecruit allows account owners to restrict certain users replies so that they can only use Response Templates.
Here is our two-minute training video on creating templates in TextRecruit
The second type of template is called Message Templates. They are used when reaching out to initiate contact with a candidate for the first time through a campaign. These templates are great when you post new job openings and want to let every candidate in your talent pipeline know about them. There are many types of templates you can build into TextRecruit and these are some of our favorites that were recently featured in Recruiting Blogs:
Making the Introduction
When a candidate signs up to join your candidate database the worst thing you can do is sent a generic email that sounds like: “Yeah, we received your information. Hold tight.” Candidates want to know that their information is being read by a human being and that your talent acquisition team is paying attention.
A message like the one above not only notifies the candidate your received their information and directs them to your careers page but also begins to build a strong rapport. It also strikes a tone that is professional and accessible making it extremely easy for the candidate to reply.
Tell Me About Your Background
Asking the same qualification questions over and over can be a major time waste for recruiters, and can make us burn out quickly. Automating these questions via text message makes sure you are only spending time with the right candidates. Consider these text messages:
Followed up with a question about the candidate’s experience level like this:
If the candidate is not a good fit for the position add them to your nurturing campaign, if they are a good fit then schedule an interview.
Just Checking In (Nurturing)
Turning down a candidate is never fun, but how you do it can make candidates promoters or detractors of your employer brand. A “No” message to candidates from recruiters should always include at least one of the following forms of feedback:
A. How to improve their candidacy for similar positions in the future;
B. How to stay in touch with the talent acquisition team should future opening emerge; and
C. Referrals and even introductions to similar employers that are hiring.
After providing feedback, you should routinely schedule nurturing texts to keep candidates engaged like:
The Big Interview
If the candidate is qualified and passes the initial screening it’s time to get started with the interviews. Start out by scheduling a phone screen:
If everything goes well...
And a quick reminder the day before the in-person interview can keep your hiring process on schedule, and keep your time-to-fill low.
Text messaging for recruiting, like all new platforms, requires practice and these templates are a great place to start. For more great tips on using mobile throughout the recruitment funnel, you should download the Mobile Recruiting 2.0 eBook.