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Your Weekly Dose of HR Tech: @TextRecruit Drip Campaigns Really Work!

May 29

Today on the Weekly Dose I review TextRecruit‘s new Drip Campaign feature that my team is actually really using!

So, I don’t talk a lot about my tech stack, because I think it’s a real differentiator when it comes to running a staffing company. In fact, I’m fairly cocky about telling clients I know for a fact, my tech stack is better than theirs, which is why my team can find and attract talent faster than theirs can!

We use TextRecruit.

Why?

Because being able to text candidates, more than one at a time, is critical for recruiting success. Plus, I need a way for my recruiting team to manage multiple text conversations at a time, and a platform that will capture all of those conversations.

So, we have been using TextRecruit with a high rate of success when it comes to getting more reply rates than we could with email, InMail, and phone calls.

So, what are Drip Campaigns using TextRecruit?

Drip Campaigns are a series of automated text messages built to drive deeper engagement with candidates. They help you automate text messages based on whether your candidates respond, and engage them with the right message at the right time.

They work like this:

  • Create the different messages you want to send to your candidates and decide how much time you want between them
  • Once you start your campaign, candidates that respond will stop receiving messages while unresponsive candidates move to the next drip message
  • After the campaign, you can check your analytics to see your response rates

We do a lot of message testing so it might look something like this:

Message #1“Hey ‘Candidate name’ it’s Tim from HRU. I’ve got this awesome position we need to talk about. Let me know when you’re available.”

No response.

Message #2 “”Candidate Name”, it’s Tim again! Here’s the link to that position I texted you about. Contact me back and I can give you more details!” 

Still no response.

Message #3“It’s Tim! I’m stalking you! No, really, I really do think you’ll like this position. Just let me know “Yes” or “No” and I’ll stop bugging you about this position.” 

What!? Still no response. Remember, even a response of “No, I’m not interested” is a good response, because now you at least know something about that candidate, and you can respond back with “Okay! Is there something you would be interested in and I’ll make sure I put that note on your profile?”

Message #4“Last Chance! I don’t want to assume you’re not interested until I really hear from you. Here’s the link again. Just text me back!” 

We set up the messages. The candidate sees it as a personal text to them, with their name embedded, if you have that as part of the message, and the TextRecruit technology does the rest! Easy to set up and use.

So, what’s the response rate? 

70%! (this is my team’s response rate when using the drip campaign method – I can’t guarantee your results will be the same)

That’s an unreal number for recruiting response! You can send out 4 emails to 100 candidates in a drip campaign and you might get a 15-20% response rate. The cool thing is the technology is running the interactions and letting your recruiters respond to those who are interested.

TA pros and leaders ask me constantly how they can get more candidates. One thing that I know that works, is you need to start communicating with candidates in a mode they will respond to.

Editor’s note: I pay to use TextRecruit as part of my tech stack. Many will assume this is a paid commercial and I don’t pay for the tech. I do. 


The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

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