Recruitment is a time-sensitive business. The best candidates are off the market within 10 days, according to research by Officevibe (Workleap) and supported by Robert Half. Yet the average recruiter relies on email as their primary communication channel — a channel where messages sit unread for hours or get buried entirely. SMS is transforming recruitment by delivering the speed and visibility that the hiring process demands.
Why Candidates Prefer SMS
Research by the Recruitment & Employment Confederation (REC) found that candidates overwhelmingly prefer text-based communication for recruitment updates. The reasons are practical:
- Speed: 90% of texts are read within 90 seconds. Interview invitations, schedule changes, and offer updates are seen immediately
- Convenience: Candidates can read and respond to texts discreetly — during work, on commutes, between meetings
- Simplicity: A short text with key details (date, time, location) is easier to reference than a long email thread
- Response rates: SMS gets a 45% response rate versus 6% for email. Candidates actually reply
Where SMS Fits in the Recruitment Process
SMS isn't about replacing email — it's about using the right channel at the right stage:
- Application acknowledgement: "Thanks for applying to [role]. We'll review your CV within 48 hours."
- Interview scheduling: "Hi [name], can you attend an interview on [date] at [time]? Reply YES to confirm."
- Interview reminders: Automated reminders 24 hours before reduce no-shows by up to 40%
- Status updates: "Your application has progressed to the next stage. Check your email for details."
- Offer notifications: "Great news — we'd like to offer you the [role] position. Please check your email for the formal offer letter."
- Onboarding: First-day reminders with start time, dress code, and who to ask for
The Cost of Slow Communication
In a competitive job market, speed wins. A study by Robert Half found that 57% of candidates lose interest if the hiring process takes too long. Email delays are a major contributor — candidates check their inbox periodically, but they see texts instantly.
For high-volume recruiters (agencies, retail, hospitality, logistics), the difference is even more pronounced. When you're filling 50+ positions simultaneously, the speed advantage of SMS compounds significantly.
Compliance in Recruitment SMS
Under UK GDPR, you need a lawful basis for contacting candidates by SMS. For active applicants, legitimate interest typically applies. For marketing to your talent pool, you'll need explicit consent. Key requirements:
- Only text candidates who have provided their mobile number as part of the application process
- Include an opt-out mechanism (e.g., "Reply STOP to unsubscribe")
- Don't use candidate numbers for unrelated marketing
- Retain records of consent for audit purposes
Getting Started
Faretext integrates with recruitment platforms and applicant tracking systems (ATS) via our SMS API. For smaller agencies, Oello provides a simple web interface for sending messages without any integration. Connect with us to discuss your recruitment messaging needs.
Sources: Robert Half — Are You Taking Too Long to Hire? (2016) · Officevibe (Workleap) — Recruiting Statistics · Recruitment & Employment Confederation
