5 Reasons Why SMS Provides a Better Recruiting Experience

The future of recruitment is in the palm of your hand. Cell phones have become essential tools in our everyday lives, holding our calendars, documents, and so much more. One of the most significant functions, text messaging (SMS), allows people to respond to requests or questions in only seconds. SMS recruiting presents a unique opportunity that takes advantage of the tools we’re already using.

It’s no secret that a lot of time goes into researching the right candidates for a job. Between LinkedIn searches and resume scanning, it can be a long process. It’s increasingly frustrating then when recruitment emails or follow-up requests go by the way-side, getting lost in the clutter. It’s time to shorten the recruitment process while providing an easy path to success. Reaching out via SMS allows a creative approach that will immediately hit your candidate’s home screen.

The following are five reasons why SMS messaging provides a better recruiting experience:

  1. Cut through the noise

We’ve all received mass-produced messages in our email inbox that immediately go to the trash. SMS messages have 8 times the response rate of email, increasing the chance of your message being acknowledged. With text messages, recruiters can take the time to craft individualized messages that will catch candidates’ attention.

Many people pick up and check their phone over 100 times per day, which means your message is likely to be right there waiting for them. To maximize effectiveness, you can even use time-delay tools to ensure that your message arrives at just the right moment. A personalized, well-executed text says that you have a genuine interest in the candidate.

2. Expedite the hiring process

Shortening the hiring process is a win-win for everyone, and SMS messaging does just that. Sending emails back-and-forth is time-consuming and tedious. Candidates might miss an email or forget to respond. Texts are quicker to send, allowing more time to focus on other tasks.

Additionally, many candidates are likely already in a job and don’t want to be taking unexpected phone calls. Texting provides a quicker, more discrete way to send responses. SMS messaging, along with other tools such as chatbots, can help qualify leads more quickly and immediately put you in touch with the best candidates.3

3. Connect with candidates quicker

Time is of the essence in the competitive talent market. With current low unemployment rates, a business’ success depends on how quickly you can secure the talent you need. Texts are both briefer than emails and take less time to send. At the beginning of the recruitment process, automation can also be used to engage leads faster.

Keep in mind that the texts should be professional, but short. Don’t send a three-paragraph description of the open role. Consider having a number of SMS templates saved, so you’re ready for different sets of recruitment conversations.

You can also use SMS to schedule interviews quicker. Trying to determine a time to meet can often dissolve into a never-ending chain of conflicts and rescheduling. Get out of the endless loop of emails by sending quick texts or even a link to a scheduling platform. Say goodbye to the headache and get interviews scheduled in a matter of minutes.

4. Request a phone call

Phone calls might seem like a tool of the past, but they can be an extremely efficient tool to relay news or information. The crucial component of a successful phone call is that the candidate knows who is calling. If an unknown number appears, they’re likely to decline the call. A text explaining your interest in a phone conversation will help you avoid reaching their voicemail. It also ensures that they can talk to you at a time that won’t put them in an awkward position in their current job.

Overall, this method allows two people (with potentially chaotic schedules) to have a full conversation without having to meet in person or talk past each other over email. The key to sending an effective callback text is to keep your message short, positive, and engaging.

5. Provide helpful reminders

We can all use a little reminder at times. Set your candidates up for success with a quick text detailing important information for their upcoming phone screen or interview. It’ll help you both to be on the same page and ready-to-go. After all, there’s nothing worse than showing up late to an interview or waiting on a candidate who never shows.

For bonus points, you can give your applicants extra advice and some last-minute encouragement. The extra effort goes a long way and can set your company apart.

Utilizing communication channels like email or social media can be effective in certain situations, but they aren’t always the most productive way to reach job candidates. SMS messaging expedites the recruitment process to get important information out in a personalized, simple way. The technology for SMS is only improving and along with it your route to hiring the best candidates.

4 Top Hiring Strategies to Overcome Challenges in the Market

As you search for candidates in 2019 to fill new positions or vacated roles in finance and accounting, you should also orchestrate your hiring strategies. With low unemployment rates, supply is down and demand is up, along with the competition for top talent.

You aren’t the only manager impacted by this. In a new survey , 93 percent of CFOs said it is challenging to identify skilled workers for professional-level positions. It’s also taking them a month or more to fill the roles.

Hiring strategies that worked a few years ago may not work with today’s unemployment rates. Job seekers have the upper hand, and you may need to retool so you can set up your organization for success without unnecessary stress and wasted time and energy for you and your team.

Here are four steps to ramp up your recruitment for more effective hiring.

1. Complete critical planning stages

To find ideal candidates, it’s important to first do some strategizing. Before you announce your opening, sit down with fellow managers and identity the must-have attributes, experience and skills the position requires. Take note of what is absolutely essential and what could be taught on the job.

You can streamline your recruitment by doing these things:

  • Cultivate a talent pipeline — Odds are, you still have a list of people who applied with your department before and didn’t make the final cut but were a good fit for your company. Update the list with referrals from your employees and networks.
  • Create solid accounting job descriptions — Use information and input gleaned from your meetings with fellow managers. Be as specific as possible to capture the essence of the job, including key responsibilities and skill sets you need with a goal to hire the person who is the best match for the job and your work environment
  • Enlist help from your team — Your most senior staff members can save you precious time by helping process applications, screening resumes and narrowing the candidate pool.
  • Intensify your recruitment — Gone are the days when you could put up a job posting without any hiring strategies and watch the applications come streaming in. You need to cast a wide net to get the word out, using job boards, social media, networking and advertising.

2. Don’t dawdle with the interviewing

In a tight labor market, you don’t have months to hem and haw over candidates. If you wait, your competitors will swoop in and lure them away. When you spot top performers, you should act quickly — but not rashly — to bring them on board.

Make sure your interview process is efficient and productive with these tips:

  • Conduct phone and video interviews — A 10- or 15-minute phone interview is a good way to pare down the list of candidates and weed out possible bad hires before you invite anyone for in-person interviews. Using a video conferencing service like Skype, you have the added advantage of evaluating business etiquette, professionalism, speaking abilities and interest in the position.
  • Create a list of effective interview questions — You’ll want to ask each candidate the same questions to ensure you have a basis of comparison for gauging responses.
  • Cut down or combine rounds — You could lose your favorites with too many steps, so whittle your interview list to the top three to five candidates and look closely at the number of interviews and stages of approval you’ll require.
  • Stay in touch — Candidates can lose interest if you keep them waiting. Provide updates and respond promptly to any questions they have.

While you’re at it, test the office waters to make sure candidates mesh with your corporate culture. Aside from evaluating technical expertise, experience and soft skills, such as communication and presentation, have your chief contenders meet with the person who would be their direct supervisor and potential coworkers.

3. Perfect your hiring strategies for closing

Once you determine your top pick and have all your approvals, prepare an attractive — and flexible — compensation package.

With candidates commonly receiving multiple offers, more employers are willing to engage in salary negotiation. But to succeed, hiring managers need to stay up to date on the most current pay rates for finance and accounting professionals. Make sure your offers are in line with those of your competitors, and decide beforehand the upper limit of what you can offer. IPA has a list of job candidates and opportunities located on its RMS system. If your not a member, you should be! Contact our office.

Also, don’t forget that money isn’t the only factor people consider when choosing a job. If you’ve asked the right questions during the interview, you’ll know what matters most to the professionals you are recruiting — flexible hours, extra vacation time, tuition reimbursement and the opportunity to work remotely, for example. Be creative with employee perks beyond the paycheck.

4. Partner with a financial recruiter

You don’t have to do this alone. In fact, you may want to make this your first step in the process of finding and hiring skilled professionals.

Leading specialized staffing agencies know the current employment trends and have large networks of skilled professionals to meet your hiring needs. Top job recruiters will also have solid business alliances.

Take a good look at your hiring strategies and make sure they work for you and the organization. Companies that understand how to do it right will have an advantage in today’s job market. IPA is here to assist you with split placements and your recruiting needs. Recruit with the best!