Text Recruiting: How to Engage Candidates

Recruiting teams in fast-growing sectors such as technology, e-commerce, SaaS, and staffing agencies face mounting pressure to engage job candidates quickly and effectively. As candidates become more selective and competition intensifies, traditional methods like email often fail to capture attention or generate timely responses. This is especially true across the UAE's rapidly evolving job market, where mobile-first communication is now the norm.

Text recruiting, the practice of using SMS or messaging apps to interact with prospective hires, has gained traction as recruiters and employers look for smarter, more efficient ways to cut through the digital noise and build authentic candidate relationships.

This blog explores how text recruiting is transforming the recruitment landscape, particularly in the UAE, offering faster, more personalised communication and streamlining candidate engagement. Let's take a closer look at what text recruiting is and why it's so popular before diving into all the reasons why.

Key Takeaways

• Recruiters can connect with candidates instantly through text, improving engagement and response rates.
• Businesses in the UAE that are rapidly scaling their teams benefit from group SMS for recruitment.
• Text-based communication is faster and easier than traditional channels, and candidates perceive it as less intrusive.
• Text-to-recruit platforms allow for automation, tracking, and personalisation while keeping compliance and candidate privacy in focus.
• Tidyhire's AI-driven tools optimise text recruiting workflows to boost efficiency for recruitment professionals.

What is Text Recruiting?

Text recruiting, also known as SMS recruiting, involves using text messages to reach out and communicate with candidates. This can be done either by sending texts directly from a recruiter's personal or company phone or by using recruitment software designed to handle text messaging.

This approach is becoming more popular as candidate expectations evolve with changes in the workforce. With the world increasingly digital and mobile, text recruiting meets candidates where they spend much of their time. Recruiters who do not use texting miss the chance to connect with a wider talent pool in a faster, more accessible way compared to traditional methods like email. Additionally, texting tends to offer better engagement rates with candidates than email communications.

Why Is Text Recruiting Effective?

• Quick, direct connexion with recipients
• High open and response rates (up to 98% for SMS)
• Reduced risk of message delays or getting lost in spam philtres
• Mobile convenience for both recruiters and candidates

Group SMS for recruitment further enables the sending of bulk messages (e.g., job alerts, interview slots) to several candidates at once, efficiently managing outreach campaigns according to role or urgency.

Also Read: Text Message Recruitment Templates to Boost Candidate Outreach

Moving from effectiveness to tangible advantages, here are the biggest benefits you can’t ignore.

The Biggest Benefits of  Text Message Recruiting You Can’t Ignore

Text message recruiting offers a faster way to connect with candidates on their preferred channel. You can send concise updates that cut through email overload and speed up hiring. This approach is especially useful for urgent roles in the UAE market, where mobile usage is high and response times matter.

• Opens reach: SMS open rates exceed 98%, ensuring candidates see your messages fast.
• Better engagement: personalised texts can increase reply rates by up to 45%.
• Quick scheduling: Send interview slots directly and confirm availability in one exchange.
• Short screening: Use text to recruit candidates with simple yes/no or multiple-choice questions.
• Group SMS for recruitment: Segment candidate lists and send tailored group messages without losing personalisation.
• Reduced no-shows: Automated reminders cut missed interviews by 30% through timely follow-ups.

Text message recruiting also improves candidate experience by providing real-time updates on application status. You maintain a human touch with brief, targeted messages that feel personal. Integrating these texts with your ATS ensures all replies and actions are logged for compliance and reporting. By adopting SMS-based outreach, you free recruiters to focus on building relationships rather than chasing replies.

Next, let’s address common challenges you may encounter and how to overcome them.

Common Challenges of Text Recruiting (and How to Overcome Them)

Text recruiting promises speed and engagement, but teams may face hurdles when adopting new communication channels. Here are some of the most common challenges of text recruiting, along with brief ways to address them.

• Adoption by recruiters and hiring managers: Teams are often resistant to change, worrying that automation will replace their roles or that the platform will be too complex to use.

Solution: Phased rollouts that start with simple automations, like interview scheduling, help build trust and prove immediate value.

• Privacy and consent concerns: Sending unsolicited texts can breach regulations and harm your employer's brand.

Solution: Implement transparent opt-in processes on application forms and at career fairs. Log permissions in your ATS to ensure compliance with UAE and Indian telecom rules.

• Message overload: Candidates may ignore texts if they receive too many notifications in a short period.

Solution: Set a cap of three messages per week per candidate and monitor response patterns. Use analytics to adjust cadence for optimal engagement.

• Limited message length: SMS character limits force you to condense complex information, risking unclear communication.

Solution: Use concise language and include short URLs to detailed job pages or video overviews. Test multiple templates to find the right balance.

• Tracking and analytics gaps: Plain SMS platforms offer minimal reporting, making it hard to measure success.

Solution: Choose a solution that integrates with your ATS or CRM. Automate logging of replies, link clicks, and candidate status updates.

Overcoming these obstacles ensures your team adopts text recruiting and maximises its benefits. By rolling out features in stages, respecting candidate consent, and integrating with your existing systems, you build a scalable SMS workflow that recruiters trust and candidates appreciate.

Also Read: Full Cycle Recruiting: Key Steps and Benefits

With these hurdles addressed, it’s time to see how text recruiting stacks up against email.

Text vs. Email for Candidate Engagement

Recruiters routinely grapple with the limitations of email: crowded inboxes, spam philtres, and the tendency for candidates to overlook or ignore recruitment messages altogether. In contrast, text recruiting sidesteps these pitfalls through immediacy and high visibility.

 SMS open rates routinely exceed 90%, often averaging between 95% and 99%, with many reputable industry sources citing 98% as the standard open rate for SMS marketing messages. Candidates usually read and respond to texts within minutes; email replies, if they come, arrive hours or days later.

• Response Speed: This text recruiting method delivers messages instantly and can get you up to 45% response rates.
• Open Rates: SMS is far more likely to be read right away, making text-to-recruit a great choice for urgent updates. Emails, on the other hand, are often opened later or sometimes overlooked, which can slow down your hiring process.
• Message Length: Text messages require concise communication, with a limit of 160 characters. Email allows full job descriptions, policy documents, and attachments without length restrictions.
• Personalisation: SMS feels more personal when you include merge fields like candidate name and role details. Email can also be personalised, but it often reads as bulk outreach.
• Scheduling Efficiency: Use SMS to share interview slots and confirm availability in a single thread. Email scheduling requires multiple back-and-forth messages and calendar invites.
• Analytics and Tracking: Plain SMS platforms offer limited analytics unless integrated with ATS. Email clients provide detailed open, click, and attachment download metrics out of the box.
• Candidate Preference: Many professionals check texts within five minutes, while emails may wait hours or days for attention. Offering both channels respects individual preferences.
• Compliance: Email outreach must follow spam laws like CAN-SPAM and UAE telecom regulations. SMS requires explicit opt-in and clear opt-out instructions to meet local rules.
• Multimedia Support: Email excels at sharing videos, presentations, and detailed PDFs. SMS supports rich media via short URLs but relies on external landing pages for full content.
• Cost Considerations: Email is generally free or low-cost beyond platform fees. SMS incurs per-message charges, which can add up in high-volume campaigns.

Comparison at a Glance: Text vs. Email Recruiting

Choosing between text and email isn't an all-or-nothing decision. Start with SMS for quick touchpoints such as screening questions and interview reminders. Then, move to email for rich content, such as welcome packets and policy documents.

By combining channels, you respect candidate preferences and reduce drop-off. This dual approach works well for UAE-based recruiters handling high-volume roles in technology, e-commerce, and staffing sectors.

Let’s examine what candidates truly want in their recruiting experience, and how text recruiting addresses those expectations.

What Do Candidates Want During the Hiring Process?

Research and surveys indicate several essential factors shape candidate satisfaction during recruitment: speed, transparency, and personalised communication rank highest. UAE job seekers in particular value regular updates on application status and quick responses to inquiries, aligning perfectly with the strengths of text recruiting.

Other crucial preferences include privacy assurance, explicit consent for mobile communication, and the relevancy of information; candidates dislike spammy, generic mass messaging. Moreover, mobile-first communication fits seamlessly into their daily routines, with 90%+ smartphone penetration among working professionals in the region.

Recruiters must leverage text-to-recruit capabilities responsibly: only send messages with a clear purpose, personalise outreach to reference specific jobs or candidate milestones, and maintain a cadence that respects privacy and avoids intrusiveness.

Now that you understand candidate expectations, here are practical tips for success.

Tips for Successful Text Recruiting

Now that you understand the benefits text recruiting brings to your hiring process, you need practical steps to start. First, consider these guidelines for effective and ethical text recruiting campaigns that meet compliance requirements in the UAE and India.

Timing Your Messages

Just as you avoid sending emails at inconvenient times, text recruiting requires thoughtful timing. TRAI guidelines ensure promotional SMS is sent considerately to respect work-life balance and prevent message blocking.

Candidates often respond more readily when messages are sent at appropriate times. You can also ask candidates about their preferred text times. Some may welcome messages outside typical hours or on certain days. This personal touch shows you prioritise their experience throughout your hiring process.

Getting Permission

Text messages feel personal to recipients. Getting permission before reaching out is both respectful and legally required. TRAI regulations in India require explicit or inferred consent for commercial SMS, with financial penalties on telecom operators starting from ₹2 lakh for violations.

You can secure permission through several methods. The simplest approach happens when candidates provide their phone numbers on application forms. Add a checkbox that states "I consent to receive text messages about this role and related opportunities."

When reaching passive candidates, the process requires more care. If you find their number on their public LinkedIn profile or resume, send an introductory text that asks for permission to continue. Include an easy opt-out option in your first message.

For sourced candidates without explicit phone number sharing, start with email. Ask for written consent before switching to SMS. This creates a paper trail that protects your business and respects candidate privacy under local regulations.

Message Content Strategy

Your text content depends on how candidates entered your pipeline. If they applied directly, they already know basic job details. Focus on next steps and relationship building.

For passive candidates discovered through sourcing, provide essential information upfront. Include role title, company name, and a brief value proposition. Keep it under 160 characters to avoid message splitting.

Use this three-step framework for consistent text recruiting campaigns:

• Starting Message: Introduce yourself and gauge interest
• More Information: Share details based on their questions
• Scheduling Interview: Coordinate next steps efficiently

Starting Message Templates

Your opening text creates the first impression. Keep it conversational while maintaining professionalism. 

For first-time outreach, try:

"Hi [Name]! I'm [Your Name] from [Company]. Your [specific skill/experience] caught my attention for our [Role] position. Interested in learning more? Reply YES or NO. Thanks!"

For candidates who applied directly:

"Hi [Name], thanks for applying to our [Role] at [Company]! I'm [Your Name] and I'll guide you through our process. Prefer texting or email for updates?"

Add personality to make messages feel human. Use appropriate emojis or acknowledge potential awkwardness with phrases like "I promise I'm a real person" to build rapport.

Information Sharing

When candidates express interest, be ready with relevant details. Have templates covering common questions about:

• Role responsibilities and growth opportunities
• Company culture and team structure
• Interview process timeline
• Compensation range and benefits
• Work arrangements and location details

Let candidates guide the conversation by asking what matters most to them. This approach feels consultative rather than pushy.

Interview Scheduling

Text recruiting shines during scheduling coordination. You already have their number, making phone screens simple to arrange. Send available time slots and let them reply with their preference:

"Great! I have these interview slots available: 1) Tuesday, 2 PM, 2) Wednesday, 11 AM, 3) Thursday, 3 PM. Which works best for you?"

Consider calendar integration tools that let candidates book directly from text links. This reduces back-and-forth while giving them control over scheduling.

Template Management

Organise templates for each stage to maintain consistency and efficiency. Create variations that:

• Address different candidate sources (applications vs. sourcing)
• Match various roles and seniority levels
• Reflect different tones (formal vs. casual)
• Include industry-specific language

Test template performance by tracking reply rates. A/B test subject lines, greetings, and calls-to-action to optimise engagement.

For information requests, build templates around common scenarios:

• Salary and benefits inquiries
• Work-life balance questions
• Team and culture details
• Interview process explanations
• Remote work policies

This preparation ensures quick, helpful responses that keep candidates engaged and moving through your pipeline.

Also Read: 10 Tips To optimise Your Recruitment Process

What to remember when creating an SMS recruiting campaign

You want your SMS recruiting campaign to feel helpful rather than intrusive. A clear plan ensures you reach candidates with the right tone and timing. By keeping these five points in mind, you can build a campaign that respects candidate preferences, stays compliant, and delivers results.

• Obtain Clear Consent

Always get permission before texting candidates. Add an opt-in checkbox on your application form and log consent in your ATS. For sourced candidates, send an initial message asking if they agree to receive texts. This protects you from regulatory issues in the UAE and India.

• Segment Your Audience

Group SMS for recruitment works best when you tailor messages to candidate profiles. Create lists based on role, location, or skill set. This lets you send relevant updates and avoids overloading recipients with irrelevant texts.

• Craft Concise Messages

Keep each text under 160 characters to avoid splitting across multiple messages. Focus on one main idea, such as confirming availability, sharing a job link, or requesting a reply. Short, focused texts drive higher reply rates.

• Respect Timing and Frequency

Text during business hours, ideally between 9 AM and 5 PM local time. Avoid early mornings, late evenings, weekends, and public holidays. Limit your campaign to three messages per week per candidate to prevent fatigue.

• Monitor and Adapt

Use your ATS or SMS platform to track open and reply rates. Note which templates get the best responses. A/B test different greetings and calls to action. Adjust your cadence and wording based on real-time data to improve engagement.

When you follow these guidelines, your SMS recruiting campaign will feel more personal and professional. You will build candidate trust, keep your messaging compliant, and drive better results.

How Tidyhire can Automate Text Recruiting

Tidyhire's suite of AI-driven recruitment products offers sophisticated automation and analytics designed to maximise the impact of text recruiting in the UAE. Their Recruiting Intelligence Agent (RIA) stands at the core of this transformation, empowering recruiters to scale their outreach while ensuring compliance, personalisation, and efficiency.

Here's what Ria brings to your recruitment:

• Automated Follow-Ups

You never lose track of a conversation. Ria tracks replies and sends the next message based on candidate responses. If someone confirms an interview time, she sends a confirmation. If they ask a question, she alerts you and offers a draught reply.

• Automated Candidate Lists

Ria taps into more than 700 million profiles to find people who match your job requirements. She adds each prospect's phone number and basic details to your list. You no longer need to search LinkedIn or job boards by hand.

• Smart SMS Sequencing

Set up text to recruit sequences that trigger at each stage of your hiring process. Ria can send an initial outreach message, a reminder if no reply arrives, and a follow-up after an interview. You pick the timing and content.

• Real-Time Reporting

Get daily summaries of your text recruiting campaign. Ria shows how many messages were delivered, how many were read, and how many candidates replied. You see which templates work best and where to adjust your outreach.

• Chat App Integration

Manage SMS campaigns directly in Slack or Microsoft Teams. Start new sequences, check response rates, and adjust templates without switching tools or tabs.

With Tidyhire, your text recruiting runs without constant oversight. Ria handles sourcing, outreach, and follow-ups so you can focus on engaging the best talent.

Conclusion 

Text recruiting is changing how UAE businesses hire by making candidate engagement faster and more personal. When you compare SMS outreach to email and traditional methods, you see clear benefits. Group SMS for recruitment and text-to-recruit platforms help you send updates, schedule interviews, and gather feedback instantly. This improves both candidate experience and your hiring success rates.

For business owners, HR teams, and startup founders, adopting text recruiting with automated tools becomes necessary for scaling talent acquisition. You need systems that protect candidate privacy while meeting regulatory requirements in the UAE and India.

Tidyhire simplifies this process for you. The platform handles automated, personalised messaging while keeping compliance features built in. You save time on manual outreach tasks and focus on building relationships with candidates. Book a call to see how Tidyhire can improve your hiring process and keep you connected to top talent.

FAQs

What is the best time to send recruitment texts?

Aim to send messages during standard working hours, ideally between 9 am and 5 pm local time. This increases the chance of a prompt response without disturbing candidates outside their routine.

How do I obtain consent for SMS outreach?

Include an opt-in checkbox on your application form and record permissions in your ATS. For sourced contacts, send an initial text asking for explicit permission before further messaging.

Can I use group SMS for different roles? 

Yes, you can segment your candidate lists by role, skill set, or location. Sending tailored group messages ensures relevance and avoids overwhelming recipients with unnecessary texts.

How many follow-up texts are acceptable? 

Limit follow-ups to a maximum of three messages per candidate for each role. Space them two to three days apart to maintain engagement without causing fatigue.

How do I measure the success of my SMS campaign? 

Use your ATS or SMS platform to track delivery rates, open rates, and reply rates. Regularly review these metrics and test different templates to refine your approach.