We use SMS in our own business mostly as a notification service for myself and other admins. When a sale, or new directory listing is submitted we are notified - as I belive it is important to process a sale as soon as possible. I have also integrated it into our various job boards - When a new job, client order, or client wants to sms a user. But how can you use it?
Uses in Recruitment
* Notify job seekers when a new role matches there profile "Thomas, 2 new roles with CLIENT, PAY, LOCATION. For more info URL"
* Remind candidates about attending interview. "Thomas, just a reminder you have a interview with CLIENT, TIME/DATE, LOCATION. Problems call me"
* Administration "Thomas, 5 new resumes from JOB BOARD" or "Thomas, JOB AD TITLE is about to close"
* Please call "Thomas, please call RECRUITER regarding MESSAGE"
* Timesheets "Thomas, timesheet due DATE/TIME, questions CONTACT"
* Payroll "Thomas, $PAY deposited to bank account DATE. Check email for pay slip. URL"
* Referrals "Do you know a JOBTITLE? LOCATION, PAY RATE, REFERAL REWARD more info URL"
* Most ATS or Recruitment Databases have an SMS function or module available to use
Advantages
* The personal nature of mobile phones makes SMS marketing a very powerful tool.
* Most mobile users keep it on them all the time - meaning they can be effective for time sensitive messages.
* Users are inclined to read virtually every SMS they get - unlike email and other means of advertising.
* Bulk SMS marketing is very economical and one can send thousands of text messages to consumers at low prices.
* Bulk SMS saves time - instead of writing a message and then sending it to each mobile subscriber, one message is created and then sent to a whole group of subscribers.
* Tracking of SMS delivery and responses is very easy.
* Automated
* Delivery of the text messages is almost instant.
* Sending SMS can be done from a software application or through a internet website
Disadvantages
* Opt-in. Need to get permission from users before sending SMS
* SMS message is 140 - 160 characters long. You may need to refer the user to a website or email for further information
* Impersonal
* Can dilute a message
* No emotion, mechanical
Measuring SMS
* Open rates
* Traffic to URL/Website links
* Offer acceptance
* Replies or response numbers/rate
* Redemption rate
* Brand awareness
Questions to ask yourself before sending SMS
* Why are you communicating via SMS? Should you call? Email?
* What do you want to achieve?
* What is your message? You only have a limited number of characters. Use them wisely
* When should the message be sent?
* Can we personalise the message?
* Who are we targeting?
* Is viral marketing a possibility?
* Do you need to cap the responses?
* Do we have you systems to send out messages, handle the volume and responses?
* Who is identified as the sender?
Common mistakes I hear from recruiters
* We did not target the right market, the message was not relevant
* We did not identify ourselves as the sender, we received many responses "who is this" and so forth
* Poor ad copy
* Targeting wrong audience with wrong offer/message
* Messages sent out at wrong time
* Not allowing recipient to unsubscribe
* Spelling mistakes and typos
* No personalisation
* SMS system fails
Tips
* Personalise - "Hi FIRST_NAME, just a reminder about your interview with CLIENT_NAME at TIME/DATE, LOCATION"
* Always include details to unsubscribe
* Talk in the same language as your customers. Lrn txt spk-especially for youth markets
* Test different networks (ie. Telstra, Optus, 3, Vodaphone)
* Check to see if the appropriate replies are sent etc
* If it is a competition, plan for unusual/wrong answers and have suitable replies in place.
* Test language, typos and technical (not all symbols will come out as you expect).
Source:
http://au.recruitmentdirectory.net/Blog/using-sms-in-recruitment-a61.html
