Texting for Talent: How to Build Your Talent Pipeline Through Mobile
- 1. Texting for Talent: How to Build Your Talent Pipeline Through Mobile Jen Dewar Naba Ahmed With: Moderated by: TO USE YOUR COMPUTER'S AUDIO: When the webinar begins, you will be connected to audio using your computer's microphone and speakers (VoIP). A headset is recommended. Webinar will begin: 11:00 am, PST TO USE YOUR TELEPHONE: If you prefer to use your phone, you must select "Use Telephone" after joining the webinar and call in using the numbers below. United States: +1 (213) 929-4212 Access Code: 674-622-974 Audio PIN: Shown after joining the webinar --OR--
- 2. TextRecruit helps businesses recruit more talent by allowing job seekers to research career opportunities, engage recruiters via text messaging, and complete job applications directly from their mobile devices. TextRecruit was created to provide a central location for recruiting teams to send, manage and track candidate text messages at scale, without use of a personal network.
- 3. Click on the Questions panel to interact with the presenters https://www.recruitingbrief.com/webinar-series/texting-for-talent/
- 4. About Jen Dewar Jen Dewar is a marketing consultant in the HR technology space with a focus on developing educational content for HR professionals and recruiters. She is passionate about diversity and inclusion, lifelong learning and development, and treating people like people throughout the candidate and employee experiences. Outside of work, you can find Jen snowboarding in Tahoe, enjoying a glass of wine in Sonoma, or hanging out at home with her husband and son. About Naba Ahmed Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions.
- 5. 5 Our Agenda 01 Housekeeping 02 Why Texting, Why Now? 03 5 Use Cases for SMS in the Recruitment Process 04 Best Practices for Text Recruiting 05 Q&A
- 6. 6 Why Texting, Why Now? High Competition for Talent There are 7 million job openings and 6.5 million people unemployed. Emails Go Unanswered Email has a 7.3% open rate, and a 2.1% response rate. Text is the Preferred Method of Mobile CommunicationText messaging has a 99% open rate, a 37% response rate, a 12 minute response time, and is preferred over voice calling.
- 7. 43% of employers have used texting to reach out to candidates
- 8. 5 Use Cases for SMS in the Recruitment Process
- 9. 9 Attract Talent Convert candidates at job fairs right away, by inviting them to apply to a specific role or to be added to your job distribution list. Job Fairs If you’re constantly hiring for a given role, such as nurses or salespeople, allow candidates to join your talent network and receive job alerts via text. Evergreen Roles using short codes If your company is frequented by customers, who could also become employees, such as a retail store, a short code allows them to apply on-the-spot. In-location Hiring
- 10. 10 Engage Talent Candidates are more likely to open and respond to text messages than emails, making them ideal for cold outreach. Cold Outreach Candidates don’t always respond after the first outreach, even if they’re potentially interested. A quick ping via text message can be just the ticket to a response. Follow Up Your candidate database is likely a goldmine of talent, with past applicants and sourced candidates who weren’t previously a fit—but may be now. A quick note via text message can re-engage these candidates. Re-engagement
- 11. 11 Convert Talent Invite your candidates to apply for a given role on your mobile-optimized career site. Invitation to Apply Remind candidates to complete an application, if they’ve expressed interest in the role. Complete Application Bypass the formal application altogether, and ask the candidate a series of qualifying questions via text message. Ask Qualifying Questions
- 12. 12 Interview Talent Take the headaches out of interview scheduling, and let text bots do the grunt work for you. Interview Scheduling Send candidates interview reminders, complete with the start time, interviewer names, and location. Interview Reminders
- 13. 13 Onboard Talent A quick “welcome” text message bridges the gap between candidate and new hire, and provides critical next steps. Welcome A mobile invitation to your onboarding platform can provide new hires with information about their new company and colleagues. For instance, some information about company values and history make them feel more connected, while an org chart and people directory can help them get to know their new team. Integration Invite new hires to complete paperwork during the pre-boarding process, so their first day can be filled with learning and celebration. Pre-boarding
- 14. Best Practices for Text Recruiting
- 15. 15 The Basics A text message is not the place to write a novel. Keep your messages short and sweet. Keep it Simple Your text messages may be 1:1, or mass messaged. Make them all fee like the former. Personalize your outreach Always include a call-to-action in your text messages, so candidates are crystal-clear on next steps. Outline the next steps
- 16. 16 Get Creative A/B test your outreach messages to improve response rates. For instance, try adding a link to your employer branding materials, before ending with a call-to- action to apply. Test your messaging People are increasingly communicating via emojis and gifs in text messages. Try adding in some of these visual elements to see if candidates respond well to them. Try adding visual elements Timing can be everything. Rather than sending text messages right as you source candidates, try scheduling them for a later time to see if response rates improve. Play around with timing
- 17. 17 Automate, Automate, Automate Scheduling is a headache for organizations that do it manually, and technology is the best medicine. Modern text bots can schedule interviews, while maintaining an excellent candidate experience. Scheduling Candidates can get busy and forget to respond—even if they’re potentially interested in speaking with you. Automated follow-ups can significantly improve your response rate, helping you build a healthy talent pipeline with very little additional effort. Follow-ups Candidates tend to ask the same questions you’ve been asked time and again. A text bot can easily answer those, and transfer anything more complex to a live recruiter. FAQs
- 18. 18 Go All In With Mobile Many candidates will do research on an organization before applying. Make sure your career site is optimized for mobile, so they can learn more about your company, culture, and team. It also helps to have employer branding content across social channels and review sites. Career Sites Candidates will drop out of your application process if it’s not easy to apply. Walk yourself through the process of finding, and applying to, jobs on your career site—on desktop and mobile. Applications Your recruiters, hiring managers, and interviews are also on-the-go, and often need to access your recruiting tools outside the office. Give them the same convenience, with mobile-optimized tools and processes. Give your Hiring Teams the Same Convenience
- 19. Q&A Naba Ahmed With: Moderated by: CEO and Principal Consultant, Jalydew Linkedin page: linkedin.com/in//jenadewar Twitter ID: @JenADewar Email: jen@jalydew.com Website: http://jalydew.com/ Jen Dewar Site editor, Recruiting Brief Linkedin page: linkedin.com/in/naba-ahmed Twitter ID: @recruitingbrief Email: naba@aggregage.com Website: recruitingbrief.com https://www.recruitingbrief.com/webinar-series/texting-for-talent/