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What Is Text Recruiting?
Text recruiting lets you reach candidates directly and efficiently through SMS, cutting through the inbox clutter and reaching them where they’re most responsive.
Text recruiting has a remarkable 98% open rate that far outperforms email. By comparison, the average open rate for email in recruitment is around 20%, depending on the industry and audience.
Text recruiting, also known as candidate texting, lets you connect with candidates in a way that feels natural and preferred. It’s a powerful way to engage with them quickly and easily, offering a real advantage in today’s hiring process.
Reach candidates where they are
Why Text Recruiting Is Effective
Running a small business means every minute counts—especially when hiring. That’s where text recruiting shines, letting you connect instantly with candidates, on their terms. Because text recruiting has faster response times, you can quickly lock in interviews, get feedback, and speed up the whole hiring process. It keeps your hiring process moving and helps you fill positions faster.
“Emails get lost, but people always check their texts eventually.”
– Anonymous, Commercial HVAC Recruiter
And speed isn’t the only reason text recruiting is effective. It also builds a rapport with candidates. Texting feels more personal and helps put candidates at ease compared to emails or calls. This level of accessibility improves your candidate experience, making your workplace even more attractive to top talent.
5 Best Practices for Text Recruiting
To truly maximize text recruiting, here are some best practices that will help you stand out from the crowd.
1. Personalize Your Text Messages
Text recruiting is most effective when it feels conversational, not transactional, so always start with personalized messages that show you know who you are talking to. Use the candidate’s first name and mention specific details from their resume or application. This shows a candidate that they are not just another number in your system and that you have a culture that truly cares about people.
Consider, for instance, the difference between the following messages:
“Hi Sarah, I just went through your portfolio and loved the creative direction in your recent project for Widget Brand. I’d love to chat about how your design skills could be a great fit for a role we have open. Would you be open to a quick chat?”
“Hi, I came across your portfolio and wanted to discuss a role at our company. Would you have time for a quick chat?”
“I use someone’s first name in text. I want to make it sound personal—not like an AI bot.”
– Anonymous, Commercial HVAC Recruiter
2. Timing Matters
Just like any other form of communication, timing is everything in text recruiting. Sending a message at 7 a.m. or 11 p.m. isn’t likely to get a warm response. Aim to send your texts during business hours and take the candidate’s time zone into account.
A good rule of thumb is to message candidates between 9 a.m. and 6 p.m. when they’re most likely to be available and responsive.
3. Obtain Permission and Stay Compliant
While text recruiting is incredibly effective, it’s important to make sure you have permission to text candidates. In the U.S., the Telephone Consumer Protection Act (TCPA) requires businesses to obtain explicit consent before texting.
To avoid any issues, make sure candidates have opted in to receive messages from you. This can be as simple as adding a checkbox on your job application form or asking for permission during the initial stages of communication.
This is especially important if text recruiting is part of your passive candidate strategy. Passive candidates might be in your talent pool, but have they given permission for you to text them? These candidates may not be actively job-hunting, and unsolicited messages could feel intrusive. Getting explicit consent not only keeps you compliant but also ensures you are engaging candidates who are open to communication, making your outreach more effective and respectful.
4. Keep It Professional
While texting feels informal, it’s still part of the hiring process, so professionalism is key. Use correct grammar, avoid slang, and be clear in your communications. You do not have to be overly formal, but you want to strike a balance between being approachable and maintaining a professional tone.
“Hi Michael, I hope you’re having a great day! We reviewed your application and were impressed by your experience with social media campaigns. Would you have time to chat about the marketing role at our company?”
“Hey Michael, saw your application and wanted to see if u r available to chat about the job. LMK if you’re interested.”
5. Follow Up Efficiently
Text recruiting allows for quick back-and-forth communication, but do not leave candidates hanging. If a candidate replies, respond promptly. If you have scheduled an interview or requested additional information, following up shows that you are serious and engaged. Plus, it keeps the momentum going, which is crucial for ensuring candidates don’t lose interest or move on to other opportunities.
3 Common Mistakes to Avoid in Text Recruiting
While text recruiting can be incredibly beneficial, there are some common pitfalls you will want to steer clear of.
1. Don’t Overwhelm Candidates with Messages
Texting candidates too often can seem pushy or desperate. It communicates that the position isn’t desirable, discouraging your dream team from applying. Limit your texts to essential communications, like interview scheduling or quick follow-ups. If a candidate fails to respond, don’t flood their inbox. Give them space. If they’re interested, they’ll get back to you. If they aren’t, don’t hound them.
2. Don’t Ignore Candidate Preferences
That said, not every candidate will prefer to communicate via text. Some might prefer email or phone calls. Pay attention to candidate preferences and adjust your communication style accordingly. If a candidate doesn’t seem responsive to texts, try reaching out via a different channel.
“Recruiting used to be phone call, email, then text. Now it’s text message first, text again, email, then pick up the phone.”
– Anonymous, Commercial HVAC Recruiter
3. Don’t Use Impersonal, Generic Messages
Nobody likes receiving generic mass texts, especially when they’re looking for a job. Sending a blanket message like “Hey, we have a role for you—interested?” doesn’t build any trust. Take the time to personalize your messages and make candidates feel like they’re being treated as individuals.
How Wizehire Supports Text Recruiting
At Wizehire, we understand the value of efficient, personalized communication in hiring. That’s why we offer candidate texting as part of our suite of hiring tools. With Wizehire, you can easily text candidates, schedule interviews, and keep your communication organized. The hiring platform integrates text recruiting seamlessly into your hiring workflow, so you can manage all your candidate interactions in one place.
Wizehire’s text recruiting feature ensures that you’re not just sending messages—you’re building relationships with potential hires. Plus, the automation tools save you time by allowing you to send messages in bulk without sacrificing personalization.
Wize Words
Text recruiting is here to stay. By embracing this tool, you can connect with candidates faster, build stronger relationships, and fill positions more efficiently. The best part? It’s easy to get started.
So go ahead—send that text! You’ve got this, and Wizehire is here to support you every step of the way.
Frequently Asked Questions About Text Recruiting
Tracking the success of text recruiting involves monitoring key metrics like response rates, time to hire, and conversion rates. Most recruiting platforms that offer text messaging come with built-in analytics tools to help you analyze candidate interactions. These tools can give you insights into how quickly candidates respond, how many progress through your hiring funnel, and whether texts are converting into interviews or hires. This data allows you to adjust your strategy for better results and more efficient recruiting.
Text recruiting is most effective for quick, to-the-point messages such as interview scheduling, reminder notifications, and brief updates on application status. These short-form communications fit perfectly into the format of a text message and keep the process moving smoothly. However, for more complex or sensitive conversations—like discussing salary, detailed job requirements, or candidate feedback—it’s usually better to switch to a phone call or email where more context can be provided.
Yes, most SMS platforms limit messages to 160 characters per text. If your message exceeds this limit, it could be broken up into multiple texts, which may disrupt the flow of communication or make the message harder to read. Keeping messages concise and focused on the key information ensures candidates receive clear, professional communications without confusion.
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