Let's face it: people are busy. Our inboxes are flooded, phone calls get screened to avoid distraction, and social media is oversaturated with content. Great recruiters know they must get creative with communication methods if they want their message to a candidate to stand out.
Recruiters understand the impact they have on a candidate's decision to join a company. As representatives of both themselves and the organization, recruiters recognize the crucial role communication plays in creating a positive impression throughout the recruitment process.
So, how are some recruiters standing out in today's dynamic world?
It's not just social media, job sites, email, or the phone... Recently, recruiters texting has become a popular way to cut through the noise and pique a potential candidate's interest. And the rise in Artificial Intelligence and text recruiting software makes this route even more appealing
Now that we have established that yes, recruiters are texting candidates, let's talk about the why.
Why recruiters are turning to text messaging
Today’s job seekers want fast, respectful communication tailored to their communication preferences. That’s where texting stands out.
Here’s why more recruiting teams are embracing SMS and text messages:
- Speed: Texting allows recruiters to quickly schedule interviews, answer questions, and confirm availability. It cuts down on lag time, especially compared to email or missed phone calls.
- Higher response rates: Studies show that text messages have an average open rate above 90%, while emails often linger unread.
- Convenience: Most candidates carry a cell phone throughout the day, making texting a convenient, less disruptive form of outreach.
- Flexibility: Recruiters can send quick updates or notifications without requiring candidates to log into an applicant portal or sift through long email threads.
Texting is particularly effective during time-sensitive stages of the recruiting process, such as confirming interview times, following up on a job application, or sharing job opportunities relevant to a candidate’s job search.
Pros and cons of recruiters texting candidates
I think we can all agree that texting is such an invaluable tool as a means of communication. There are many reasons why texting has become such a popular tool for communication, not just for personal use but for various business purposes as well.
The efficiency, brevity, and flexibility of texting make it a viable option for recruiters to keep candidates engaged and interested in the company and position they represent.
Pros of texting in recruitment
- Increased engagement: Texts keep job seekers connected to the role and recruiter, reducing drop-off in the hiring funnel.
- Improved response time: Candidates often reply to a text message faster than they would to an email or voicemail.
- Better follow-up: Sending a quick text can be the perfect nudge to keep a candidate moving forward or re-engage someone who’s gone silent.
- Positive candidate experience: When used with consent and professionalism, texting can create a more modern, approachable image for your company.
- Support for hiring managers: By maintaining faster communication, recruiters can provide real-time updates to the hiring manager, keeping the process aligned and efficient.
Cons of recruiter texting
- Unprofessional tone: Some candidates may view texting as too casual or inappropriate for workplace communication.
- Boundary violations: Messages sent late at night or on weekends may give candidates the wrong impression about work-life balance.
- Spam perception: Without proper context, a recruiter’s text message might feel invasive—or worse, be mistaken for junk mail or a scam.
- Overuse: Excessive texting can feel desperate and damage the credibility of both the recruiter and the company.
6 best practices for recruiters texting candidates
Texting candidates has its benefits, but certain aspects could be improved. However, if your recruiting team is considering adopting this practice, there are a few best practices that you can put in place to ensure that the process is positive and effective.
1. Always get consent
Before sending any text messages, ask candidates during the first conversation if they’re open to texting as a communication channel. This not only builds trust but also helps set expectations. It also ensures compliance with privacy regulations and helps protect your brand.
Tip: Use your applicant tracking system (ATS) or CRM to document this consent and make it easy for candidates to opt out.
2. Keep messages clear and professional
Even though texting is informal, your communication should always be respectful and concise. Avoid abbreviations, emojis, and overly casual language. Consider using templates to ensure clarity, especially when sending standard updates like interview confirmations or job offer reminders.
- Good: “Hi Alex, just checking if you’re available for a 15-min call tomorrow to discuss the software engineer role?”
- Not so good: “Hey! U free 2 chat abt that dev gig? :)”
3. Be strategic with timing
Avoid sending text messages too early in the morning or too late in the evening. Timing matters—messages sent during standard business hours are more likely to be seen as professional and respectful of the candidate’s personal time.
Also consider time zones, especially when engaging with remote job seekers.
4. Use texting for the right reasons
Texting should not replace essential conversations. It’s best used for:
- Confirming interview times
- Sharing a link to a job description
- Sending a brief follow-up after an interview
- Re-engaging a passive candidate who hasn’t responded via email
- Notifying a candidate that a hiring manager is reviewing their materials
For more in-depth discussions—such as feedback, negotiation, or extending a formal job offer—use a phone call or video meeting to preserve the human connection.
5. Avoid overcommunication
Texting too often can feel aggressive or desperate. Consider how many times you've already reached out via LinkedIn, email, or phone number before texting again. Quality beats quantity—focus on delivering value in each interaction.
6. Integrate texting with your recruiting tools
Many modern talent acquisition platforms and recruiting teams now include SMS automation tools. These platforms let recruiters:
- Automate scheduling
- Track response rates
- Use pre-approved templates
- Ensure compliance
- Personalize messages at scale
Just remember: automation should never replace authenticity. Candidates can tell when they’re receiving a templated message, so use automation wisely.
When candidate texting goes wrong
While many job seekers appreciate the convenience of texting, poorly timed or impersonal messages can backfire. Reddit threads and forums often include stories of candidate texting gone wrong, where messages came off as pushy, confusing, or overly casual.
Some common pitfalls include:
- Failing to identify yourself or your company
- Random messages with no context (“Still interested?”)
- Messaging outside of working hours
- Excessive follow-ups in a short time frame
These moments can erode trust and damage the candidate’s perception of your staffing brand.
Final thoughts: texting as a recruitment advantage
Recruiters texting candidates isn’t a gimmick—it’s a modern communication strategy that, when used thoughtfully, adds speed and accessibility to the hiring process. It creates a faster feedback loop, boosts response time, and meets job seekers where they are: on their cell phones.
But the key to success lies in respect, relevance, and restraint. Texting should be one part of a holistic communication strategy that includes email, phone calls, and personal interaction. When used with care, candidate texting can help recruiters build stronger connections and move great candidates from job application to job offer with confidence.
Need Help With Candidate Communication?
At Helios HR, we help clients attract, engage, and hire top talent through custom recruiting solutions. Whether you're exploring recruitment process outsourcing, retained search, or just want to improve your outreach strategy, we’re here to help you stand out.
Let’s connect to explore how smarter candidate communication can transform your results.
