The average physician candidate receives dozens of emails and voicemails from physician recruiters on a daily basis, especially those in high-demand specialties. Because of this, recruiters are often looking for new ways to reach candidates and cut through the noise caused by the competition. One way to increase the chances of a prospective physician candidate seeing your messages is by utilizing text messages (also known as SMS messages).
But is texting candidates effective? And if it is, what and when should you text physicians? Below are answers to all of your questions regarding texting physician candidates.
Why Texting Candidates Works
Today, email SPAM filters have gotten more sophisticated, meaning that many candidates likely won’t see your message in their inbox at all. Additionally, with candidates receiving so many voicemails from recruiters, a large number rarely check them – and that’s if you can actually leave them a message as their voicemail boxes are often full.
Texting candidates works because most physicians – especially physicians with less than 10 years of experience – actively text throughout the day and will usually take the time to respond to a quick SMS message. Their text inboxes don’t have SPAM filters like your email, and few receive enough text messages for yours to get lost in the shuffle. The higher visibility and ease of response for texting means that you will be more likely to receive an answer to a physician recruitment text message than any other type of candidate communication.
When to Text Candidates
So we know that texting physician candidates works, but at what point in the process is it best to reach out to candidates via text message?
- Initial Prospecting Stage: If a candidate has made it known that they are comfortable with being contacted via text message, using SMS messaging would be a fantastic way to engage them initially and establish their interest in the position.
- Scheduling: One of the best ways to use text messaging is to schedule interviews and coordinate travel. This allows physicians to easily see your message and respond quickly, speeding up the interview process.
- Follow up: Following up in a timely manner after interviews and visits is a key part of creating a great candidate experience, and texting is an easy and effective way to do that. With certain text messaging tools, you can even pre-schedule follow up texts and reminders to go out to physicians at certain times to ensure they stay engaged.
What to Text Physicians
Just as important as why and when is the question of what to text physician candidates when you reach out to them. Here are some key do’s and don’ts you can use as a guide:
- Do make sure to keep them short. Ideally, they should be well under 250 characters.
- Do sign your name, as the first response from most candidates who receive a text message is to ask who it is.
- Don’t use abbreviations or slang
Key Take Aways:
- Texting candidates can help you get your initial recruitment message across as well as make the entire physician recruitment process more efficient.
- Texting is a great way to follow up with candidates and keep them engaged throughout the process. Some tools even let you schedule follow ups and reminders ahead of time.
- When texting candidates, you should be brief, self identify, and refrain from using traditional “text-speak” like abbreviations and slang.