Short messaging service (SMS, also referred to as text messaging) is proving to be the most cost efficient and productive way to reach the candidate base of recruiting and staffing companies when it is a race to fill their requirements (REQS).
It’s important to remember that text messaging programs are not about sending “mass” text messages (especially within the recruiting industry), but rather targeted messages to candidates who are “opted-in” and want relevant job alerts sent to their mobile phone. After all, one of the core benefits of text messaging is that most people have a cell phone and carry it with them all the time. So when recruiters or staffing companies send a text to candidates or consultants / contractors, a quick response is highly likely.
Compare the response time of SMS with email. Not everyone checks email frequently, and not everyone has email capability on their mobile phone. Another consideration is the fact that with email the message can be filtered as “spam” and wind up in the junk mail folder or trash folder. This doesn’t happen with text messages.
Mobile messaging is a true mix of art and science to ensure brand compliance, carrier compliance, and that a staffing companies’ mobile programs are effective.
By integrating SMS into a current customer relationship management (CRM) / applicant tracking system (ATS), staffing companies can control and track the messaging, as with their other recruiting activities. Metrics can be measured and so can the two-way messages between the candidates / consultants and the staffing firms.
To have a truly effective mobile program, it is vital to look at how mobile can create efficiencies, solve business challenges, and help staffing companies communicate with their consultants / contractors and candidates.