Tons of hours are spent by recruiters searching for the right candidates for construction jobs, and even more time reaching out to talk to those potential candidates. It’s no surprise that recruiters can become frustrated when they’re constantly being ignored via email or LinkedIn InMail messages. While these communication methods can work for some candidates, they definitely aren’t the way of the future or the best way to reach GenZ—the next wave of new hires for construction companies across the country.
Twenty-somethings today are busier than ever before, especially those passive millennial and GenZ candidates. If recruiters keep getting no responses to their outreach efforts, and they’re sure it’s not due to a lack of creativity, chances are it probably has something to do with the other 120 emails that hit the candidates’ inbox the same day. Or the reality that much of the potential workforce aren’t tuned in to their email 24/7. Reaching out via SMS (text messaging) can help recruiters break through the noise and make it easy for potential candidates to take the next step.
Here are six simple ways to use text messages to make better hires.
1. HOP ON THE PHONE
Believe it or not, in this day and age, sometimes a phone call actually be more efficient than an email. This is especially true when recruiters are chasing passive leads who may not be able to find a time and place for a private conversation while working the usual nine to five, as well as people who aren’t in an office environment and checking their email constantly.
If it’s a case of email overwhelm, leads might actually be thrilled at the chance to have a quick conversation with a living, breathing human. As with email and InMail, the trick is to keep your text short, sweet and fun enough that it’s hard to ignore.
2. GET A QUICK RESPONSE THROUGH TEXTING
Speed matters. In a competitive talent market, success hinges on how quickly companies can secure the talent needed to keep the business moving.
More than 70 percent of U.S. millennials and GenZers interact with each other digitally more than they do in real life. If recruiters want a fast answer, text is the language to learn. Remember to keep it concise and relevant. Don’t send a lengthy description of the open role. Focus on moving the lead to the next step in the journey.
3. USE TEXT-TO-SCHEDULE APPLICATIONS
Nobody—absolutely nobody — likes never-ending email chains. Especially, when the topic is as dull as “whether or not you’re available Tuesday afternoon between 3 and 5 p.m.”
Sending your candidate a link to your favorite scheduling client via SMS puts an end to group-email fatigue and gets the interview on the books in a matter of minutes.
4. DON’T FORGET REMINDERS
There’s nothing worse than showing up late or missing an interview.
A quick text message is a perfect way to give candidates a quick heads-up, an extra tip, a quick pat on the back and send them in ready to win. Plus, nobody likes tardiness and no-shows. A quick reminder makes sure everyone’s on the same page.
If generic messages are the reasons candidates are ignoring you, text messages offer an awesome remedy. Unlike a phone call, texting gives you extra time to think about what you want to say and when is the best time to say it.
The right tool will let recruiters time-delay their SMS so it never interrupts (read: annoys) their lead in the middle of dinner.
6. MOVE THROUGH THE HIRING PROCESS QUICKER
Text messaging also makes the candidate experience way more appealing by simply shortening the hiring process. A great SMS can make hiring human again, not to mention faster.
When used alongside other awesome tools, such as a chatbot, text messaging could even help qualify leads more quickly and immediately put recruiters in touch with the best candidates.
The construction industry is often held up in the hiring process even more than other industries due to the need for background checks. By using software that has quick and easy processes to do background checks, it’ll speed up the process even more.
Text messages can help revitalize a company’s candidate pipeline. But it’s often hard to know where to begin when thinking about changing up a method that’s been used for ages. The best place to start is by using software that helps automate text messages. This is the first step to getting the quality candidates recruiters need to start engaging.