登录查看更多内容

How do you avoid spamming and annoying candidates with SMS marketing?

由人工智能和领英社区提供技术支持

SMS marketing can be a powerful tool for recruitment advertising, but it can also backfire if you don't follow some best practices. You don't want to annoy or spam your candidates with unwanted or irrelevant messages, as that can damage your employer brand and reputation. Here are some tips on how to avoid spamming and annoying candidates with SMS marketing.

本文章的要点总结

Permission matters:

Always ensure candidates opt-in before sending SMS. This builds trust and complies with legal standards, reducing the risk of annoying recipients.### *Segment smartly:Personalize messages based on candidate data. Tailoring content to their specific roles and stages keeps communication relevant and engaging.

本摘要由 AI 和以下专家提供支持

Ansar Akbar

Global Recruitment Manager | Always…
Sara Dalsfelt

CMO @ Adway ?? Automated Social…

1 Get permission first

The first and most important rule of SMS marketing is to get permission from your candidates before sending them any text messages. This means you need to have a clear and explicit opt-in process, where you explain the purpose, frequency, and content of your SMS messages, and give them a way to opt-out at any time. You also need to comply with any relevant laws and regulations, such as the TCPA in the US or the GDPR in the EU, that govern SMS marketing and data privacy.

添加您的观点

Ansar Akbar

Global Recruitment Manager | Always Hiring
举报内容
Sending fewer messages to each candidate helps prevent spamming and annoyance. Additionally, including clear identification of your company and providing a way for recipients to verify the authenticity of the message can build trust and reduce the likelihood of being perceived as spam. It's essential to respect recipients' preferences and privacy while engaging in SMS marketing.

已翻译

赞

2 Segment and personalize your messages

The second rule of SMS marketing is to segment and personalize your messages according to your candidates' preferences, interests, and behavior. You don't want to send the same generic message to everyone, as that can come across as impersonal and spammy. Instead, you want to tailor your messages to the specific stage, role, and location of your candidates, and use their names and other relevant details to make them feel valued and engaged. You can use recruitment automation tools to help you segment and personalize your SMS campaigns based on various criteria.

添加您的观点

Lynsey Skinner

??Specialist Tech Recruiter | Female Coder | Business Owner | 20+ Years Recruitment Experience ??
(已编辑)
举报内容
I totally agree with this, I find candidates are far more receptive if you have spent the time to personalise messages, whether that SMS, email or inMails and are much more likely to engage if they feel you have spent time getting to know them. I think it is important as a recruiter/hiring manager that you think about your audience and appreciate the volume of approaches they are receiving in the current market.

已翻译

赞
Rod McMillan

Marketing Manager - UKIE Monster at Monster
举报内容
I agree. The principles are much the same as for successful email marketing - Keep it personal, Keep it relevant, Keep it short - and don't overdo it.

已翻译

赞

3 Keep it relevant and timely

The third rule of SMS marketing is to keep it relevant and timely for your candidates. You don't want to send them messages that are outdated, irrelevant, or inappropriate for their situation. For example, you don't want to send them a reminder for an interview that has already happened, or a job offer that has already been accepted or declined. You also don't want to send them messages at odd hours or too frequently, as that can be annoying and intrusive. You want to send them messages that are helpful, informative, and respectful of their time and attention.

添加您的观点

Lynsey Skinner

??Specialist Tech Recruiter | Female Coder | Business Owner | 20+ Years Recruitment Experience ??
举报内容
Basic details such as salary, benefits, location and type of company are essential if you wish them to take interest in your role and engage over other messages. You have a relatively small character number to engage, show the role is relevant and encourage your audience to explore further.

已翻译

赞

4 Use a clear and friendly tone

The fourth rule of SMS marketing is to use a clear and friendly tone in your messages. You don't want to use jargon, slang, or abbreviations that your candidates may not understand or appreciate. You also don't want to use a formal or robotic tone that may sound cold or impersonal. You want to use a conversational and human tone that reflects your employer brand and culture, and that builds rapport and trust with your candidates. You can use emojis, gifs, or images to add some personality and humor to your messages, but don't overdo it or use them inappropriately.

添加您的观点

5 Provide value and call to action

The fifth rule of SMS marketing is to provide value and call to action in your messages. You don't want to send messages that are pointless, boring, or irrelevant to your candidates. You want to send messages that are useful, engaging, and compelling for your candidates. You want to provide them with valuable information, such as job details, interview tips, company news, or employee testimonials, that can help them make a decision or take action. You also want to provide them with a clear and easy call to action, such as applying for a job, confirming an interview, or giving feedback, that can move them along the hiring process.

添加您的观点

6 Track and measure your results

The sixth rule of SMS marketing is to track and measure your results. You don't want to send messages without knowing how they perform or how they affect your candidates. You want to monitor and analyze your SMS campaigns, such as open rates, click rates, response rates, conversion rates, and satisfaction rates, to see what works and what doesn't. You also want to collect and act on feedback from your candidates, such as surveys, ratings, or reviews, to see how they feel about your SMS messages and how you can improve them.

添加您的观点

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Sara Dalsfelt

CMO @ Adway ?? Automated Social Recruitment Marketing
举报内容
Treat candidates as customers (“Candimers”) and tailor experiences to their preferences! To avoid spamming and annoying candidates with SMS marketing, hyper-personalisation on social media is key! That's where they spend their lives, on the platforms of their choices ??

已翻译

赞
Lynsey Skinner

??Specialist Tech Recruiter | Female Coder | Business Owner | 20+ Years Recruitment Experience ??
举报内容
I think it is also important to spend time engaging with a potential candidate/employee prior to sending out SMS, not only from a GDPR perspective but also so they know when they receive a message, it will be content that is relevant and insightful. In my experience, engagement levels are high when candidates know the message has come from someone they have built a relationship with and want to engage with rather than just a blanket SMS from a person they have never met or built a relationship with.

已翻译

赞
Erik Ebert

Making tech work for people | HR Technology Advisor | Specialist with the Big Picture in mind | Board Member | SuccessFactors Confidant
举报内容
It should always be easy for the candidate to opt out of the communication at any time. Make it easy and alpw candidate to opt out or in and choose their own frequency.

已翻译

赞

Recruitment Advertising

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How do you avoid spamming and annoying candidates with SMS marketing?

1

2

3

4

5

6

7

1 Get permission first

2 Segment and personalize your messages

3 Keep it relevant and timely

4 Use a clear and friendly tone

5 Provide value and call to action

6 Track and measure your results

7 Here’s what else to consider

Recruitment Advertising

给文章评分

感谢您的反馈

更多Recruitment Advertising相关文章

更多相关阅读内容