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Once upon a time, email was the darling of the recruiting industry, then along came InMail and now it’s texting.  If there is one thing for certain, the myriad of ways that recruiter’s have to connect with candidates has increased the speed of connection.  But does texting end the game of phone/email tag forever? Hardly, it’s another tool in the toolbox, but not a complete replacement,yet. As you think about adding texting into your recruitment technology stack, consider the following: How will you remain compliant with communication laws regarding texting? Will you run all texting through your existing CRM/ATS platform or leverage a third-party platform? Where does texting fit into your current recruiting process? What are the use cases for texting and how will you handle training your people on where/when to use texting? What will you measure? First and foremost, compliance.  I will not pretend that I am your legal department.  Suffice to say that prior to launching a texting platform, engage legal to ensure you are setting up opt-ins/opt-outs correctly and that you are training your team appropriately on the process to follow to remain compliant when leveraging texting for recruiting. Use case and measurement go hand in hand, ensuring that texting is incorporated where it makes sense in the process and that it does not inhibit or cause extra steps along the way.   You will want to have two types of text message categories: initial engagement (i.e.: candidate has applied and opted in to receive text messages, an automated text template goes out inviting candidate to schedule an interview with recruiter), ongoing engagement (i.e.: the back and forth dialogue that a recruiter could have with the candidate as they present them forward and work to get HM interviews scheduled.  To achieve accurate metrics, discuss with your vendor what data you will need from the ATS/CRM and what data they will provide. A text vendor partner should be able to provide you with support on setting quality metrics on the front end and make recommendations to improve along the way.   Metrics to consider * Response Rate – Benchmark: 51% * Open Rate – Benchmark: 88% * Click Through Rate – Benchmark: 17% * Average # texts it takes to hire a candidate * # of candidates moved to interview who received text messages * Recruitment  Cycle Time - Time to hire with vs without text messaging engagement – reducing cycle time * Texting Templates - What type of message works best for this touchpoint/skillset? * When is the best time of day to send a message? As with any technology investment, make sure your organization has clearly defined what result you expect to see, what improvement in the process it should make and measure the adoption and ROI on a monthly basis.  Texting can be a powerful differentiator when used correctly. Written by Angela Westfall
In a new survey from global staffing firm Robert Half, less than half of professionals (47%) say their company provides the option to work off-site. More than half of organizations have increased options to work outside the office in the past three years. Of those, 70% take advantage of the perk and work from home; an additional 6% do their job from another location, such as a café or shared office space. For the remaining 24%, not having the right technology (39%) and being less productive due to distractions (38%) are the main deterrents to working outside the office. Inadequate technology and productivity concerns are main reasons professionals choose not to work remotely. "In an employment market that favors job seekers, businesses need to provide greater workplace flexibility to attract and retain top performers," said Paul McDonald, senior executive director of Robert Half. "This goes beyond giving staff permission to work off-site or during nontraditional hours. Employers should check that professionals have the proper equipment and guidelines to do their jobs effectively outside the office." McDonald added, "It's important for employees to realize that telecommuting isn't the right solution for every person or every job. Individuals who are offered this perk can set themselves up for success by creating an optimal workspace and keeping in frequent touch with members of their team." Additional details from the study: Employees in Chicago, Phoenix and San Diego are most likely to work from home when given the opportunity. More men (77%) than women (64%) work from home. About three-quarters of working parents (74%) take advantage of this perk versus 64% of those without children. Atlanta, San Diego and Minneapolis have the most senior managers who said they've increased remote work opportunities for employees in the past three years. Among the 28 U.S. cities in the survey, San Diego, Austin and Chicago have the most companies that provide remote arrangements. Remote work can be isolating so perhaps the best mix of this kind of benefit calls for 2 days a home, 3 days in the office for a nice balance.
My name is Chris Russell and I'm an HR freelancer.  I've been on my own since 2016 when I left my last corporate recruiting position. Actually I was fired. It was the first time that ever happened to me.  So called "management" was harassing me daily about small things that didn't matter, and I could tell they were looking for reasons to let me go. I had just finished a big ATS installation and apparently they thought they could live without me at that point. I had a starting salary in the $90s and they were notoriously cheap so I put two and two together. I was miserable anyway and ready to quit, so it turned out to be a blessing. Life is too short to work for assholes. Especially ones who didn't care about their employees. Today as I enter my fifth year as a freelancer I have multiple sources of income that range from advertising revenue, to clients, to ebooks and more. I consult for both sides of the hiring fence: Employers, HR tech vendors and Job boards. I have a successful podcast and webinar series , and I make a six figure income. It took me 4 years but I finally feel like a SUCCESSFUL freelancer. Being a freelancer in HR today means building a personal brand for yourself. The more you can show people how good you are at your craft the more clients you will get.  That's why I publish so much content. I write weekly, do a podcast, conduct webinars and speak on occasion. Do these  things consistently and your consulting practice will surely grow. It also means staying on top of industry trends, tools and tactics. My clients follow me because I share all this and more on a daily basis. Be a resource for your clients past, present and future! Time and persistence are on your side so keep grinding my freelance friends! View my profile
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