How to make your candidate communication count
Many years ago, I was making a proposal to allow my organization’s recruiters to utilize text messaging more in their communications with candidates. The executive I was presenting to told me about her son who was at boarding school and concerned that he hadn’t heard back from colleges. One of his roommates asked him if he had checked his mailbox – his response was “I have a mailbox?” Yes, he did, and it was full of college letters! Clearly, if we want to make sure our messages are getting through, it’s critical that we communicate to candidates using the method that works best for them.
It’s easy to say it is “generational” or make assumptions by using a standard communication tool. But the question we should ask is, what method will work best? Is email, text, phone or even traditional mail the best option – and when should they be used?
Use this guide as a starting point:
Text: Best for initial contact, scheduling, and other short communications. 95% of texts are read in the first three minutes and will often get you a quick response. Make sure you have a purpose and need a response to ensure you don’t annoy the candidates with unnecessary texts!
Email: Ideal for general and more long-form communications or tasks that can’t be done from a phone. It may be helpful to also send a text to alert them to check their email for an urgent item.
Phone Call: 8 out of 10 Americans won’t answer calls from an unknown number. Make sure you have a relationship, or better yet, a scheduled time to call your candidate. Calendly or other scheduling software can help streamline this process.
Mail: This can be a “retro” way to get attention from candidates who are particularly hard to reach. It can actually be a good way to get your candidate’s attention simply because it isn’t used as much anymore.
If you have read this far, you get the best tip of all. ASK your candidates which communication method they prefer to and then follow their lead to land the talent your organization needs.