GENERATION - Teens and Texting

http://www.adrants.com/2010/05/in-case-you-didnt-know-teens-prefer.php
This is a brief overview of a study conducted about teens' preffered communication methods. Is your recruitment message ready to be on their mobiles yet? Beyond the text message campaigns there are also the smart code campaigns. Just walking around a book store yesterday I saw at least four displays with the codes displayed to access additional information.

MOBILE - Smart Phones and Senior Positions

ThoughtGadgets.com just posted an article about the use of smart phones and their demographics. This is a great opportunity to take SMS marketing and senior position recruitment into consideration.
Senior positions are notoriously difficult to recruit for but if you are able to get your foot in the door and start a dialogue and building a bond with them or even just keep them posted to your activities and let them know of the opportunities available to them, you liken your chance for that of a transfer.
It takes a lot to get them to take that first step away from a company they have been with for a while. You have to address their frustrations with their current company but in a way that they will not jump in to defend it, offering a sympathetic voice, possibly one of other employees that left others to come to your company.
Then take a chance to address the opportunities and your unique selling points of your company in contrast to their current frustrations. Show them what they have to benefit by coming to your company.
Time, investment and a lot of effort go into building a career within a company and it is important to understand everything that the candidates have done to achieve their position. A simple $2,000 sign on bonus on top of what they are already making doesn’t really compare to 15 years of experience and loyalty.
It is not just the aspects of the job that should be addressed, but also the location and ways it can benefit their family. You are not just selling a job with your company but a chance for a lifestyle change.
Much of this depends on more than a simple SMS text, but it is the text that potentially opens the door for the rest of your message by drawing on a willing and interested audience.

MOBILE - The danger of mobile recruiting? Not doing it.

Kristine Rhodes, blogger and a member of the ERE Community, posted a great article about the importance of mobile recruiting. She addresses some of the top myths about mobile recruitment including cost, audience and the idea of it being invasive. Check the post out at: http://community.ere.net/blogs/kristine/2010/02/the-danger-of-mobile-recruiting-not-doing-it/

MOBILE - mobile past, present and future

Mobile Recruiting 101: Basic Q&A

Jim Stroud posted a great article Q&A covering SMS and Mobile recruiting. It covers a wide range of questions and talks about how to apply it towards your campaign and even if the medium fits your campaign. Great article for a constantly growing market.

http://www.therecruiterslounge.com/2009/04/06/mobile-recruiting-101-basic-qa/

MOBILE - txt ‘now’ 4 recruiting pwr

This is a new article touching briefly on the potential uses of texting for marketing and recruiting. It will certainly be interesting to see the kinds of applications that will be available to candidates on their phones in the coming year. Is your company currently using any kind of mobile marketing? What are you main concerns? What do you like best about it?

http://www.cheezhead.com/2009/01/21/ved-txt-now-for-recruiting-power/

NON-TRADITIONAL - SMS Recruitment Text Messaging

In advertising, your goal is to reach out to your audience and engage them in an active dialogue that leaves them with a positive impression towards your company. SMS Text Messaging offers you an excellent connection and helps to kick start your conversation with consumers and potential candidates. This process is already strong in Asia and the UK and it's slow creep has started in America.

How does this process work?

1. You purchase a number unique to your company that mobile phone users can text to.


2. You then pick out key words to be texted to your number that kick off certain return messages. ex: "Job Fair" "Store 87" "Site 25"


3. Post this number and the desired key word on billboards, print ads and anywhere you are running placements.


4. When a candidate spots your message and texts the key word to the number they will receive an initial message. The messages usually run 140-150 characters long. This includes spaces! This is how all the shortened words showed up like THX (thanks.)


5. After this initial message you can direct them to an additional number allowing them to receive extra information.


6. Sometimes you are able to then hold on to these numbers and send out additional texts with updates about positions open, new job fairs or updates to your website. The key is moderation; don't leave a bad taste in your candidate's mouth by bombarding them with repetitive messages. They are probably having to pay for each one you send.


7. Metrics and measurements of who is calling and from what area are occasionally available at the end of your purchase or throughout the life of your campaign. Take advantage of this and review where and when your hits are strongest. Consider this research when building for the next campaign.

Patriot has currently been developing quite a few of these campaigns and the requests for it continue to grow. If you have questions about the process, just leave a comment!

Have a great weekend!