3 Ways Texting Improves the Recruitment Process

Upgrade your recruiting strategy & increase your applicant reach through text messaging

| Updated: Jan 07, 2022


Hourly employee recruiting is not for the faint of heart. Large organizations tend to lose employees just as fast as they hire them so it’s a constant cycle of hiring and recruiting people for their team.

Texting can be used to alleviate some of that initial workload by connecting companies with the right applicants in a way that makes things simpler for both the applicant and the hiring manager.

3 Ways Texting Improves the Recruitment Process

  1. Expands reach so that you get more applicants into your pipeline

  2. Saves time and money getting workers on the job faster and at a lower acquisition cost

  3. Creates a better employee experience from their first interaction with the company


The Hourly Employee Recruitment Process

Hiring managers spend a lot of time on the recruitment process. From identifying the job needs to writing a role description, finding the right candidates, screening candidates, interviewing, offers and hiring paperwork, and the initial onboarding.

Job applicants find open positions by going online and going to a job board or a job search website and submitting their information, cover letter, and resume. The hiring manager reaches out within the next few days to schedule an interview.

How much does it cost to recruit an hourly employee?

Hiring a new employee is an expensive proposition. The Society for Human Resource Management estimates that it can cost $4,129 to hire a new employee.

How many hours does it take to recruit an employee?

A lot of time goes into recruiting candidates. GetHired estimates that anywhere from 35-45 hours are spent on recruiting a new employee.

3 Ways Texting Improves the Recruitment Process

Expands reach so that you get more applicants into your pipeline

Many hourly employers are hiring for specific locations, which makes it difficult if there isn’t a large population within those zip codes.

With text-to-apply, you can reach the hard-to-reach populations by advertising that you are hiring with a number to text to see your open roles.

Text-based recruiting makes it simple for applicants to apply on their own time and save the text to come back if no roles are a fit for their skills. You can easily reach potential applicants that are not actively looking for a new job but may be enticed by the opportunity.

Put your number to text where you know it will be seen by people who would fit what you are looking for, but who may not come across your job posting otherwise.

  • If you’re hiring truck or delivery drivers, post your number near gas stations, drive-thrus, or truck stops

  • If you’re hiring construction workers, try hardware stores or coffee shops

  • When recruiting for retail positions, post your ads near malls, plazas, or local restaurants where these applicants may frequent

Creates a better employee experience from their first interaction with the company

High turnover is common among hourly employees. So it’s important to start off on the right foot with your team.

Text-based recruiting allows you to get your applicants into the hiring process in a way that works for them.

Recruiting with technology that your workforce already uses -- their phones -- keeps these potential employees inside their comfort zone. Whereas going online and searching job boards for your post is not ideal for someone who doesn’t spend their days working on computers or in a digital space.

HR Executive echos this thought by noting the shift in HR to focus on the employee experience, or internal customer service, as they call it:

“The next HR transformation will focus on delivering the best experience imaginable, which starts with improving internal customer service...Think about the design of significant moments,” she says. “Research validates that most employees today go through a leave of absence, onboarding, promotion, job or location transfer, have paycheck issues or offboard. These are the moments to look at to deliver a great experience.”

Optimize your recruitment process around who your employees are and allow them to complete tasks in the way that works for them and provides them with a great experience along the way.


Saves time and money getting workers on the job faster and at a lower acquisition cost

HR managers spending so much time and money on recruiting one single employee is not feasible for organizations that are hiring (and losing) hundreds of employees each week.

  • When you introduce text into the recruiting process, you are directing applicants right to your applicant tracking system

  • There are no external vendors to think about (where the data sits somewhere other than where you want it)

  • And your HR managers aren’t spending all of their time reviewing candidates from job boards

SMS recruiting works for both the employee and the manager because they are both getting what they want:

  • The applicant wants a simple way to apply for a job (likely they are applying to a lot of jobs)

  • The manager wants a simple way to receive and review applications

The less time hiring managers have to spend screening candidates, chasing them down to schedule interviews, get follow-up questions answered, etc, the more time they have to focus on other tasks.


When to Avoid Using Text During Recruitment

Texts should primarily be used for accepting applicants, initial information, and quick questions such as scheduling/rescheduling interviews and follow-up questions.

  • Offers should never be made over text - opt for a phone call or email

  • If the conversation starts to get too in-depth or lengthy - it’s best to schedule a phone call

  • If you start talking about complex or legal topics - avoid any miscommunication or potential legal issues that may arise by communicating through text

Leigh Reason is a seasoned content specialist with decades of experience writing on diverse subjects ranging from food to auto parts to human resources for companies such as Target, Citysearch, Healthline and Evite. She has also done numerous television appearances, including a regular segment on Los Angeles' ABC 7 News’ “Top 7” feature. When she’s not writing, she can be found baking pies for her dessert catering company.

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