In yesterday’s Advisor, we noted that text messages are one way to improve communication during the recruiting process and outlined some of the benefits of doing so. Today, let’s take a look at some of the potential drawbacks.
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Drawbacks of Using Text Messages in Your Recruiting Process
Here are some of the possible drawbacks of using text messages as part of your recruiting process. Text messages:
- Could inadvertently ignore some candidates who do not utilize text messaging features. It’s a risk to assume that everyone texts.
- Could be costly for candidates who do not have unlimited text messages. This may be a frustration or may even cause a candidate to drop out of the process.
- May mean you have to manage multiple communication streams, since not all candidates will be reachable via text. You’ll also need to be able to record the messages in whatever applicant tracking system you use, so your system will need to integrate the information from the texts. If not integrated into the existing system, businesses will lose valuable information about the hiring process.
- Could cause inadvertent discrimination if you’re not careful. You certainly don’t want to disqualify someone over not utilizing text messages, as that could be easily construed as disqualifying someone based on economic status—which would likely appear to be discriminatory as it could have a disparate impact on some protected groups. (That said, it’s more likely that someone with a low income will have a phone than a computer, so this could still be a net benefit if used properly.) It could also appear to be discriminatory based on age, since older individuals are less likely to text frequently. Be careful not to exclude and not to require texting.
- May create a situation where employees are working extra hours. If nonexempt team members are texting with candidates, it may mean they’re more likely to be working from home—which may open up liabilities to pay for additional work hours or overtime.
- May create additional liabilities. For example, it may not be wise to send unsecured links via text message if those links connect to an application that may include personal details. Don’t do anything that could jeopardize the individual’s personally identifiable information if the text ends up being sent to the wrong number. Another concern is ensuring that candidate data is secure and not easily hacked. It’s a good practice to use secure platforms when sending text messages to reduce such risks. (Check to see if your Human Resources Information System can send encrypted messages).
- May be viewed as less professional to some.
In short, be careful with how you text, and ensure that you’re not excluding anyone—even inadvertently—as a result of adding texting to the process. Ensure that the texts are being recorded just like any other written communication would be.
What other tips have you found when integrating text messaging into your recruiting process?