using sms text messaging to engage & screen candidates

Using Text Messagingto Engage & Screen Candidates

Best Practice: Using SMS in Recruiting

What’s the Big Deal?

There are 1.8 billion people actively using SMS text messaging today

http://smashfly.com/platform/toolset/mobile-recruiting

Every 24 hours, 27 billion SMS text messages are sent

http://www.adweek.com/socialtimes/golden-age-mobile/497954

...90% of all text messages are read within the first three minutes of being sent

http://www.softwareadvice.com/recruiting-agency/industryview/text-messaging-report-2015/

That was totally wicked!


But Wait…

You stood on the shoulders of geniuses to accomplish something as fast as you could, and before you even knew what you had, you patented it, and packaged it, and slapped it on a plastic lunchbox...

...your scientists [recruiters] were so preoccupied with whether or not they could do it they didn't stop to think if they should.



Preferred Medium for Recruiter Communication

Mister, can youspare 15,000 dimes?

Misusing SMS messaging can be really expensive


Fines for unwanted SMS messages considered to be “spam marketing” run $1,500 per message.

You HAVE TO, HAVE TO, HAVE TO

GET PERMISSION


According to Eric Buss, the executive vice president and CFO of Life Time Fitness, a recent lawsuit

brought against the company by consumers is going to cost them $4.7 million.

We are talking real dollars

Why is Life Time Fitness having to pay $4.7 million? They sent text messages to consumers without first

getting their consent, which is a violation of the Telephone Consumer Protection Act (TCPA).

http://www.bna.com/tcpa-dos-donts-n17179929013/

http://www.bna.com/tcpa-dos-donts-n17179929013/

You’re killing me Smalls!


First Confirm Your Approach

Outbound

You are planning to push messaging to candidates about a job or some other opportunity based on prior written permission you received from the candidates.

Inbound

You provide candidates a number and a keyword to text to begin an SMS interaction. This is considered a mobile opt-in and constitutes consent to communicate.


● Are you sending SMS messages only to those users who have provided express consent to receive text messages?

● As part of that consent, are all programs identified and are the instructions, primary and secondary charges (message and data rates), program terms and privacy policies clearly displayed anywhere opt-ins are promoted?

● Are you ensuring that a user’s consent only applies to the specific program for which he opted-in and not treated as a blanket approval for other programs?

http://www.experian.com/blogs/marketing-forward/2013/01/02/sms-compliance-what-you-dont-know-can-hurt-you/

Key Questions for Outbound


● Are you double opting-in subscribers who are joining programs from Web forms and other methods? (In most cases, texting from a phone is the only time a single opt-in should be used.)

● Are you maintaining opt out (STOP) and assistance (HELP) mechanisms and communicating their use at the time opt-ins are collected?

● Are all opt-out requests honored no later than 72 hoursafter receipt?

Key Questions for Outbound



Key Questions for Inbound

● Are you ensuring that a user’s consent only applies to the specific program for which he opted-in, and not treated as a blanket approval for other programs?

● Are you clearly communicating who you are and the volume of texts that a candidate should expect?

● Are you explaining how a candidate STOPS receiving messages?



Inappropriate Situations for

RecruiterTexting



When it comes to actually texting...

● Again, be clear and brief about the purpose of your text.

● You can abbreviate, but keep it within reason.

● Send them during normal daylight hours.

● Remember that just because a text starts a conversation, that may not be how a candidate wants to finish it.

How Do HarQen’s SMS Options Work?And how you get started


● At this time, our services are inbound only. We will provide you with a phone number and a keyword to advertise to candidates. Candidates can text in, giving an express mobile opt-in.

● Candidates will be asked questions managed through the pre-qualifying questions section of a Voice Advantage® campaign.

● Knock-out functionality is available.

● Campaigns can be text only, text to on-demand audio, or text to on-demand video.

● We will guide you on keeping things short and to the point.


● Ask yourself these three questions and make some notes.

○ What do you want SMS to do for you?(Let’s make sure we have the right tool.)

○ Where will you advertising this campaign to candidates?(City, State, and medium… Craigslist, flyer, billboard, etc.)

○ How many candidates are you hoping to engage?(This is just an estimate for us to manage number allocation.)

Getting Started


● Contact [email protected].

● We will assign you a phone number and a unique keyword.

● We will help you create your campaign following best practices.

● You will advertise your campaign and review your candidates.

Getting Started

mailto:[email protected]

AWARDS

Every day, the HarQen team helps companies drivekey business outcomes by transforming recruiting into a

strategic advantage across all levels of their organization.

Let’s cover some questions.

Thank you!

HarQen.com +1 414-755-1963 @HarQen

using sms text messaging to engage & screen candidates

Recruiting & HR