Dive Brief:

• A Fast Company article shares survey results from Yello that indicate texting may be highly effective for connecting and communicating with younger generations of job seekers. The talent recruitment software company surveyed 1,461 young adults aged 18-30 who were employed as interns or full-time employees and found that mobile devices are highly useful for interviews and hiring processes. 
• Younger candidates are more likely to respond promptly to text messages, and 86% percent felt that receiving test messages during the interview period was positive (up from 79% in 2016). 
• Additionally, younger candidates are more impatient when it comes to getting job offers. The survey found 74% of respondents had turned down a job offer because it was delayed. 

Dive Insight:

As a hiring manager, it's critical to keep up with trends and behaviors of targeted candidates of all ages. Understanding how technology like mobile devices plays a part in recruitment may improve processes, and ultimately results. Texting, which has been popular for years, is a favorite and often preferred way for younger candidates to communicate. This makes sense given how difficult and awkward it can be to talk with a potential new employer while still employed.

Before giving hiring managers the go ahead to text candidates, employers need to think through the benefits and risks and develop real guidelines on how to use texting in the recruiting process. Texting may be best used after a candidate already has interacted with the employer to provide updates on application status, interview reminders and follow up. Each company should develop a well-defined policy so that this practice is consistent for all candidates, while preserving information privacy. There may limitations to what type of communications should be sent via text.

As with any new process, companies also need to evaluate not only if a change is in keeping with their employer brand, but also if it potentially runs afoul of any local, state or federal regulations. There are hidden compliance challenges in expanding digital communication channels. And while one Gen Z candidate might find a text from an employer refreshing, another candidate could be put off by the casual nature of the communication or feel the text is an unnecessary intrusion into their personal life. Employers would do well to remember they are recruiting candidates from multiple generations and increased use of personal technology tied to the workplace carries additional risks.