Working in the travel recruitment industry for healthcare professionals, I am tasked with the job of sourcing candidates looking for jobs utilizing traditional methods like cold calling, resume searches online, as well as social media connections such as LinkedIn, Facebook, Twitter, and others. From my experience, I’ve found more success contacting potential candidates over the phone because it’s a real time connection instead of an e-mail which, while sometimes more convenient, is much more easily dismissed and often in this industry, too little too late when it comes to travel positions. However, I’ve read the least liked method of contact is by phone for many candidates who feel it is too intrusive. So what is a recruiter to do?
Say ‘hello’ to mobile recruiting.
According to Bullhorn, “97% of text messages are opened in the first five minutes after they are sent.” (via StaffingRobot). In addition, many people aren’t even utilizing their phones for actual phone calls. They’re using them for participation in social media, lifestyle apps, music, and text messaging. While less personal, 144 characters or less gets the point across quickly and efficiently allowing the recipient to immediately decide if it’s something they want to respond to in the same real-time fashion that a phone call would provide. Just like e-mail, the recruitment firm should integrate an “opt out” option in order to provide the respondent the ability to end contact via that method if it’s not favorable. This benefits the recruiter because they quickly find out who is a serious candidate and who is not while it also benefits the the candidate to get the information quickly without getting bombarded with intrusive phone calls and e-mails that seem like snail mail these days.
While phone calls will likely always remain the king of recruitment, it’s time to embrace other methods that are proving to be effective for both recruiters and candidates. Recruiters aren’t contacting candidates to annoy them but unfortunately, phone calls can sometimes come across that way if they are unknowingly unwanted.
CANDIDATES: How do you feel about mobile recruiting? If it’s not for you, why and what methods do you prefer?