15 Text Recruiting Templates for High-Volume Hiring

High-volume recruiters, get your texting fingers ready. When you need to fill roles fast and efficiently, text recruiting is the way to go. (It’s the digital age—every candidate’s on their phone.) But you know what’s even better? Using text recruiting templates.

Why settle for crafting individual messages when you can templatize every single one, from the initial outreach to the offer letter? To save both time and effort, here are our 15 crucial text recruiting templates.

If you’re interested in even more ways to elevate your hiring, check out our collection of key high-volume recruiting strategies.

Essential Text Recruiting Templates

Want to reach out to an employee referral and avoid the awkwardness? Or maybe you want to reject a candidate while keeping the good vibes going? We’ve got a template for that.

1. Initial Outreach

Introduce yourself to the candidate and gauge their interest in working for your company.

Hi [Candidate’s Name]! This is [Your Name] from [Company Name]. I came across your profile and was impressed by your qualifications. We have a job opening that aligns perfectly with your skills. Would you be interested in discussing this further?

2. Job Opportunity 

Highlight a specific job opportunity and ask to schedule a call.

Hi [Candidate’s Name]! [Your Name] here from [Company Name]. We have a [Job Title] role that matches your expertise. The position involves [brief description]. If you’d like to learn more, let’s schedule a quick call.

3. Employee Referral Outreach

Reach out to a candidate that you’ve sourced via an employee referral. 

Hi [Candidate’s Name]! [Employee’s Name] spoke highly of you and recommended you for a [Job Title] role at [Company Name]. Can we set up a time to chat and discuss the details? 

4. Networking Event Outreach

Connect with potential candidates you met through networking events.

Hi [Candidate’s Name], this is [Your Name]. It was great to meet you at [Networking Event]. I was impressed by our conversation and thought you might be a great fit for a position at [Company Name]. Let’s schedule a call if you’d like to learn more.

5. Application Reminder

Remind the candidate about their partially completed application and encourage them to continue.

Hi [Candidate’s Name], [Your Name] here from [Company Name]. We noticed you started an application for [Job Title]. We’d love to learn more about you and see if you’re a good fit for the role. Please reach out with any questions; we’re here to help!

6. Application Received

Confirm receipt of the candidate’s application.

Hi [Candidate’s Name]! Just a quick message to let you know we received your application for the [Job Title] position at [Company Name]. We appreciate your interest and will be in touch soon if there’s a match. Thanks!

7. Application Status Update

Inform the candidate about the status of their application.

Hi [Candidate’s Name]! I wanted to update you on the status of your application. At this time, we are still in the process of reviewing applications and will be in touch soon with further updates. We appreciate your patience and interest in joining [Company Name].

8. Scheduling the Phone Screening

Schedule an initial phone screening after reviewing a candidate’s application.

Hi [Candidate’s Name]! Thanks for your interest in the [Job Title] position at [Company Name]. I’d love to connect with you for a quick phone screening. Please book a time that works best for you: [Scheduling Link]

9. Scheduling the Next Interview 

After the phone screening, extend an invitation for an interview with the team. 

Hi [Candidate’s Name], we’d love to move you to the next round of interviews with the team. Please book a time that works best for you: [Scheduling Link]

10. Interview Confirmation 

Confirm a candidate’s upcoming interview and offer the option to reschedule if needed.

Hi [Candidate’s Name], we’re looking forward to continuing the conversation with you! Your interview with [Interviewer Name] is scheduled for [Date] at [Time]. Please reach out if you have any questions. You can use this link if you need to reschedule: [Scheduling Link] 

11. Interview Reminder

Remind a candidate of the details for their next interview.

Hi [Candidate’s Name], friendly reminder that your interview with [Interviewer Name] for the [Job Title] role is coming up. We’re excited to speak with you on [Date] at [Time]. Please let us know if you have any questions. You can reschedule if needed here: [Scheduling Link]

12. Job Offer 

Extend a job offer to the candidate and provide details for further discussion.

Hi [Candidate’s Name], great news! We were impressed by your skills and would like to extend a job offer. I’ve attached the details, including the offer letter. Looking forward to hearing your decision!

13. Follow-Up After Job Offer

Check-in with the candidate who hasn’t accepted or rejected your job offer yet. 

Hi [Candidate’s Name]! I wanted to touch base and see if you have any additional questions or if there’s anything else we can provide to help you make your decision. We look forward to hearing from you!

14. Onboarding

Provide essential information and instructions to candidates who have accepted the job offer.

Hi [Candidate’s Name], congratulations once again on accepting our job offer! We’re thrilled to have you join our team. To kickstart the onboarding process, I’ve attached a detailed outline of what to expect. We’re excited to welcome you!

15. Rejection Notice

Inform the candidate that they were not selected to move forward.

Hi [Candidate’s Name], thank you for your interest in [Company Name]. After careful consideration, we have decided to not move forward with your application. We appreciate your time and wish you the best in your job search. Keep an eye on our future opportunities!

Amp Up Your High-Volume Recruiting

Text recruiting and high-volume recruiting go together like peanut butter and jelly. But text recruiting templates is the secret ingredient you’re direly missing.

With these 15 versatile templates, you can save time and engage with mass amounts of candidates more efficiently. And if you want to take your high-volume recruiting game to the next level, we have just the tool for you.

GoodTime gives talent teams advanced automated interview scheduling for high-volume roles through SMS, WhatsApp, and email messaging. Reach out to candidates quickly, schedule interviews effortlessly, and let automation take care of the rest.

See how we can revolutionize your high-volume recruiting.

Human-centric AI to crush your high-volume hiring goals

Engage candidates immediately via SMS and WhatsApp, harness instant bulk scheduling, and automate hiring workflows.

5 High-Volume Recruiting Strategies to Hire Fast and Efficiently

Life comes at you fast in high-volume recruiting. In this profession, speed combined with efficiency is the name of the game—and the key to winning top talent. Yet if you don’t have solid high-volume recruiting strategies, you’re on the path towards missing your hiring goals

Juggling multiple open positions while striving to fill them with the best candidates quickly is a tough task. But with the right strategies in place, no obstacle is insurmountable.

Read on for five tried and true high-volume recruiting strategies, specifically designed for success. We’ll delve into the world of text message recruiting, highlight the benefits that the right technology can bring, and much more. 

Strategy 1: Leverage Social Media and Digital Advertising

High-volume hiring relies on having an abundance of applicants for your many open roles (it’s not called high-volume hiring for nothing). So, what do you do if applications are scarce? You amp up your recruitment marketing.

Social media and digital advertising are powerful tools for reaching a large pool of candidates rapidly. High-volume recruiters can leverage targeted advertising to attract candidates suited for their open positions. 

You can also utilize sponsored content and job listings to expand the reach of your opportunities. For increased response rates, consider leveraging SMS campaigns to capture candidates’ attention. 

To get talent in the door once they see a job posting, remember to craft engaging job posts that stand out among the competition. Consistent branding across social media platforms and regular monitoring of campaigns will ensure your candidate pipeline is always full.

Strategy 2: Use a Text/SMS-Based Approach

It’s the era of instant communication, and it’s time to get with the times. Leveraging SMS and text message recruiting can seriously boost your high-volume recruiting efforts. 

Implementing an SMS-based application and hiring process helps you streamline candidate engagement and increase response rates. Start by creating a mobile-friendly application form that allows candidates to easily apply through their phones. 

Next, optimize the rest of your hiring process for mobile users by messaging candidates once you’ve reviewed their applications and are ready to get their interview on the books. Automated responses can provide instant confirmation, reducing the time spent on manual follow-ups. 

At this stage, using the help of an interview scheduling tool that’s tailored for high volume/text recruiting gives you a major advantage by simplifying the scheduling process for both recruiters and applicants alike.

Human-centric AI to crush your high-volume hiring goals

Engage candidates immediately via SMS and WhatsApp, harness instant bulk scheduling, and automate hiring workflows.

Strategy 3: Templatize Your Communication With Candidates

Time is of the essence in high-volume recruiting, yet communicating with a large number of candidates individually can be a daunting task. Mass communication without a firm strategy leaves substantial room for error. 

No one wants to be the recruiter who became so overwhelmed that they referred to a candidate by the wrong name. But luckily, there’s a better, smarter way to communicate. That’s where templatizing your communication comes in. 

By creating standardized email and/or SMS templates—whatever your preferred mode of communication may be—you can save valuable time while ensuring consistent and professional interactions with candidates. 

These templates serve as a foundation for your communication, allowing you to quickly and efficiently reach out to candidates at various stages of the recruitment process. You can customize these templates as needed, personalizing them with fields for candidate names and specific position details. 

Templatizing your communication not only saves time but also helps maintain a consistent brand image and ensures that all candidates receive a standardized level of attention.

Strategy 4: Automate Away Your Manual Tasks

Time is the most valuable resource for recruiters. And the more you can automate manual tasks, the more time you’ll have to focus on strategic activities and connecting with top talent. 

By embracing automation in your tech stack, you can streamline your recruitment process and increase overall efficiency. Start by identifying repetitive and time-consuming tasks that can be automated, such as resume screening, interview scheduling, and candidate follow-ups. 

Invest in an applicant tracking system (ATS) and interview scheduling software that offer automation capabilities. These tools can help you automatically parse resumes, schedule interviews based on candidate availability, and send personalized follow-up messages. 

By automating these tasks, you’ll save major time and money. But remember: automation is not about eliminating the human touch. It’s about maximizing your productivity and creating a seamless experience for candidates. 

Strategy 5: Keep Candidates Engaged

No matter what kind of recruiter you are, engaging candidates throughout the hiring process is crucial. However, this becomes even more of a priority in high-volume hiring.

When you’re contacting numerous candidates at one time, you must pay extra attention to each one so that no candidate is left hanging. At the same time, candidates applying for high-volume positions are likely scoping out competing companies as well; the pressure is on to stand out among the rest.

To differentiate yourself from the competition and maintain each candidate’s interest, start by regularly communicating updates to candidates. Keep them informed on their application status, interview schedules, or feedback so that there is a continuous stream of communication between candidates and the hiring team.

Additionally, consider implementing an email newsletter or blog to share company updates, industry insights, and helpful resources with your candidates. By nurturing these ongoing touchpoints, you can build stronger relationships, showcase your employer brand, and keep candidates excited about the opportunity. 

Even if a candidate isn’t the right fit for a current role, maintaining a positive and engaging experience can lead to future opportunities and referrals. Keeping candidates engaged is a key ingredient to success.

Fast-track Your High-Volume Hiring Today

Ultimately, the success of your high-volume recruiting strategies all comes down to the quality of your tech stack. Using cutting-edge hiring technology gives talent teams the help that they need to fill roles fast and efficiently.

GoodTime Hire provides talent teams with advanced automated interview scheduling for high-volume roles through SMS, WhatsApp, and email messaging. Quickly reach out to candidates, effortlessly schedule interviews, and let automation handle the rest.


See how high-volume recruiting software can help you hire 50% faster at scale.

5 Reasons Why High-Volume Hiring Teams Miss Their Goals

Ah, high-volume hiring; your inbox is overflowing with resumes, your calendar is jam-packed with interviews, and your stress levels are off the charts. Or, maybe you’re on the opposite end of the spectrum and can’t seem to find enough applicants to fill your endless vacancies. 

Hitting hiring goals amid all of this chaos can quickly become a real challenge—especially with limited time and resources. But luckily, we’re here to help make sense of it all. 

Here are five common reasons why high-volume hiring teams miss their goals, along with key solutions to help you improve your recruitment process.

Reason 1: Slow, Inefficient Communication With Candidates

Let’s face it—maintaining consistent communication is hard. And when you’re trying to coordinate interviews with countless candidates, things can quickly spiral out of control. 

Gaps in communication and slow response times are bad, bad news for a high-volume hiring process. This can cause delays in scheduling interviews, lower response rates from candidates, and missed opportunities with stellar talent.

Pro-Tip: Leverage Email/SMS Templates and Automation

Templatizing your communication—whether that’s through email or text message—and utilizing a healthy dose of automation is the recipe for success. This way, candidates stay informed and engaged throughout the process.

Communication templates eliminate the manual work involved in drafting up a whole new message for every candidate in your pipeline. Even better, tech tools that enable automation reduce the time and effort required to send messages and coordinate with applicants, all while ensuring consistent communication.

Human-centric AI to crush your high-volume hiring goals

Engage candidates immediately via SMS and WhatsApp, harness instant bulk scheduling, and automate hiring workflows.

Reason 2: Limited Time and Resources

Time is of the essence and helpful resources are essential when you’re a high-volume recruiter. Yet of course, these are the two elements that today’s teams lack the most. 

The current hectic economic landscape has dealt a heavy blow to many recruiting teams, slashing budgets in half and reducing headcount in one fell swoop. High-volume hiring was hard before, and it’s even harder now.  Teams must manage multiple candidates and coordinate a variety of interviews with less bandwidth and support to do so. 

Pro-Tip: Streamline the Screening and Scheduling Process

To improve your efficiency and make the most of your resources, consider using technology to fast-track some of the most tedious, manual parts of the hiring process. For many recruiters, this means the resume screening and interview scheduling process.

That’s where your applicant tracking system (ATS) comes in. And if you don’t already have one, it’s time to change things. Here are our ATS recommendations. An ATS helps recruiters quickly filter through large volumes of resumes and identify the most qualified candidates.

But an ATS can’t do it all on its own. An advanced interview scheduling software automates the entire process of getting interviews on the books, from gathering a candidate’s availability to finding the best available interviewers. That way, recruiters have more bandwidth for the most high-value tasks.

Reason 3: Lack of Organizational Planning

High-volume hiring is oftentimes chaotic. And when you’re dealing with hundreds of candidates, it can feel hard to stay organized and on top of everything. But without a solid plan in place, you’re already setting yourself up for failure.

That’s why effective organizational planning is absolutely essential for successful high-volume hiring. Without a well-defined hiring process in place, recruiters may struggle to manage their time effectively, communicate with stakeholders, and make informed hiring decisions. 

Pro-Tip: Align and Define the Stages of the Hiring Process

If you want to amp up your organizational planning, consider creating detailed hiring plans that outline each stage of the hiring process and the specific roles and responsibilities of each stakeholder. 

For example, a hiring plan might include a timeline of each hiring stage, from candidate sourcing to final offer acceptance, as well as the specific actions and tasks required for each stage. By having a clear plan in place, recruiters can manage their time and resources more efficiently, communicate more effectively with stakeholders, and make better hiring decisions. 

Reason 4: Candidates Dropping Out

When you’re managing such a large talent pool, many—or most—applicants that you come across just aren’t going to be the right fit. Yet even if you get a dazzling resume, there’s so many opportunities throughout the hiring process for qualified talent to become disengaged and drop out altogether. 

Having candidates occasionally drop out is expected when you’re a high-volume recruiter. The quick, simple application process sometimes means candidates aren’t as invested in moving forward. However, failing to address the faults in your process makes it that much harder to win qualified talent.

Pro-Tip: Simplify the Hiring Process

We could go on and on about the variety of ways that recruiters can prevent candidates from dropping out. In fact, implementing all of our previously mentioned pro-tips amounts to a better candidate experience and a higher likelihood of securing the best candidates.

However, there’s one tip that we haven’t mentioned yet, and it’s an important one: simplify the hiring process. High-volume recruiting isn’t the place for an overly-complicated process. You want to get talent in the door fast, and candidates want to get to work ASAP. 

Simplifying the hiring process can take many shapes. For instance, recruiting via SMS or WhatsApp allows candidates to quickly go through the hiring process via the device that they have on them at all times: their phone. 

Reason 5: Not Enough Leads in the Funnel

When it comes to high-volume hiring, having a strong recruitment funnel with a pipeline of potential candidates is essential to success. But for some high-volume recruiting teams, generating a consistent flow of leads is a major challenge. 

Without a steady stream of qualified candidates, recruiting efforts can quickly become stalled, and positions may remain unfilled for longer periods of time.

Pro-Tip: Improve Employer Branding

Investing in your employer brand proves that sometimes it’s worth it to play the long game. When candidates have a positive perception of your employer brand, they’re more likely to apply for open positions and recommend your company to their networks. 

So, how do you build up your employer brand? To start, conduct a brand audit to assess your company’s current reputation and identify areas for improvement. This could involve gathering feedback from current and past employees, analyzing online reviews and ratings, and researching how your company is perceived in the job market.

Once you have a better understanding of your company’s brand perception, you can start taking steps to improve it. This could involve investing in employee engagement initiatives, such as offering professional development opportunities or creating a more flexible work environment. 

Transform Your High-Volume Hiring Today

Leveraging advanced hiring technology gives talent teams the best chance to hit their hiring goals and fill high-volume roles faster and more efficiently than ever before.

GoodTime Hire is the high-volume recruiting software that provides talent teams with advanced automated interview scheduling for high-volume roles through SMS, WhatsApp, and email messaging. Quickly reach out to candidates, schedule interviews effortlessly, and let automation take care of the rest.

Text Recruiting: The Ultimate Guide

If you’re unfamiliar with text recruiting, then buckle up; it’s time to catch you up to speed. Recruiting via SMS effectively meets candidates where they are in today’s fast-paced, mobile-friendly world. It’s an efficient way for businesses to quickly get in front of busy candidates and tackle a high volume of reqs.

In this guide, we’ll cover everything you must know for successful text recruiting and provide best practices for incorporating this approach into your recruitment process. 

What Is Text Recruiting?

Text recruiting involves using text messaging to communicate with candidates and facilitate the hiring process. It can be used in a variety of applications, including scheduling interviews, sending quick updates, and answering candidate questions.

It’s a great way to reach a large pool of candidates in a short amount of time with quick, convenient communication. While recruiting via email and phone calls might’ve been the norm in the past, the tides are shifting; nearly 66% of candidates consider it acceptable to be contacted by a recruiter via text.

Advantages of Text Recruiting

Need some more convincing before you get on the text recruiting train? There’s a wide range of advantages to SMS recruitment. Here are just a few:

More Convenient for Candidates

When it comes to the most convenient communication channel, text messaging wins by a landslide. Recruiters texting candidates experience response rates of 60% to 70%. For job seekers who don’t have access to email throughout the day, such as those in manufacturing and healthcare, SMS may be the only channel that they check frequently.

Improved Hiring Process Efficiency

Acting too slowly in communication with talent strikes a blow to your hiring efficiency and might even cause candidates to lose patience and seek out other opportunities. Recruiters who use text recruiting software can reduce their time-to-hire and fill positions faster with quick, real-time responses. 

Greater Candidate Reach

Sending bulk texts to candidates is a game changer for overburdened high-volume recruiters. But regardless of if you use text recruiting for one-on-one conversations or bulk messaging, SMS recruitment allows you to reach large pools of candidates in no time. 

Upgraded Candidate Experience

Text message recruiting is a user-friendly way for candidates to communicate with your company. Making communication as streamlined and modernized as possible helps improve the candidate experience and makes your company more attractive to top talent.

Human-centric AI to crush your high-volume hiring goals

Engage candidates immediately via SMS and WhatsApp, harness instant bulk scheduling, and automate hiring workflows.

When To Use SMS Recruitment

When does recruiting via text come in handy? Here are several scenarios where texting candidates can efficiently move the hiring process along:

  • Interview scheduling: Say goodbye to scheduling delays. The convenience of text messaging makes coordinating interviews via text highly effective.
  • Sending candidates updates: Even if you don’t have major news to share, candidates appreciate being kept informed on their status in the hiring process.
  • Answering applicant questions: Candidates want to feel that your hiring team has their best interest in mind. Encouraging candidates to message any questions that they have about the process fosters trust and transparency.

Text is a great tool for initial communication and scheduling interviews, but it’s not the most appropriate channel for every stage of the hiring process. For instance, you may want to switch to a more personal communication channel, such as a phone call or a virtual meeting, for more in-depth conversations or for making a job offer.

Best Practices for Text Recruiting

Ready to reach hiring success at scale? Here are several tips to keep in mind when introducing text recruiting into your hiring process:

Before Your Initial Outreach

  • Get permission first: Don’t text candidates without their consent. One of the easiest and most common ways to get their permission is by getting them to opt-in to your SMS list or by including a contact number field on the job application form.
  • Keep it professional: Speaking in acronyms and spamming emojis might be normal for everyday texting, but text recruiting is a professional communication channel. Speak in plain, easy-to-understand language and leave the slang at the door. 
  • Communicate with brevity: Candidates don’t want to read essay-length texts (and personally, we don’t either). Text messages should be brief and to the point to encourage responses and avoid overwhelming candidates.
  • Make templates your friend: Leverage customizable templates for common messages, such as your initial outreach in scheduling an interview. This not only saves time but adds consistency to your communication.
  • Even texts must be proofread: Sending candidates text messages riddled with grammatical errors delegitimizes your outreach and whichever job posting you’re referencing. Proofread, proofread, proofread.
  • Get the timing right: Sorry, but candidates don’t want you to blow up their phones with texts at midnight. Take note of their time zone and keep your communication limited to business hours. 

After Your Initial Outreach

  • Respect a candidate’s time: A candidate might’ve seen your text, but that doesn’t mean they’ll respond right away. The ability to respond at whatever time is most convenient is the beauty of texting; be respectful of their time and avoid sending multiple messages all in one short period.
  • Be responsive and available: Candidates like it when recruiters go the extra mile to make them feel heard. If candidates have questions or concerns, make sure to address them in a timely manner. This demonstrates that you’re invested in their potential as a candidate.
  • Follow through: If you say you will send additional information or schedule a call, keep yourself honest and do so in a timely manner. This gives off the impression that you view your candidates as high priorities.
  • Know when to follow up: So you’re trying to schedule an interview with a candidate, and two days go by without any response back. Now that you’ve given them an appropriate window of time to respond, it’s time to follow up. Send a brief message asking if the candidate received your previous message and if they have any questions or concerns.

Add a Best-in-Class SMS Solution to Your Tech Stack

Successfully recruiting via text is a lot easier when you have the right text recruiting software by your side. GoodTime Hire’s SMS capabilities take high-volume hiring to the next level. Teams can contact candidates in seconds and schedule a time to meet without ever leaving the conversation.

Communicate one-on-one or through bulk texts, directly share your calendar availability and allow candidates to self-schedule interviews, and send automatic reminders to both candidates and interviewers. 

Learn more about GoodTime Hire’s texting and scheduling automation for high-volume hiring today.

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Yes, You Can High-Volume Hire AND Create Candidate Relationships

High-volume hiring isn’t for the faint of heart. Hiring a mass amount of candidates in a short time frame AND investing the time to create bespoke candidate relationships with each potential hire? Recruitment teams must practically become superheroes to get the job done.

Recruiting coordinators should always focus on fostering strong candidate relationships, but when overwhelmed with the unique challenges that come with hiring at scale for rapidly growing companies, how can you possibly make time for candidates?

Here’s the good news: with the right strategies and software, you’ll hire at scale AND develop genuine candidate relationships in one fell swoop. 

Don’t get trapped in a cycle of tedious recruiting tasks at the expense of your candidates. Read on to discover key ways to keep the candidate relationship front and center while acing high-volume hiring. 

Grow Your Interviewer Pool

The last thing you want to deal with when hiring a large number of employees is an interviewer pool that’s much too small for your scheduling needs. Expanding this pool is an absolute must-do to guarantee that you always have quality interviewers at your fingertips.

Need further encouragement to grow your interviewer pool? Consider the cost of interviewer burnout. Our studies show that 30% of employees typically handle 70% of the interviewer load. When interviewers find themselves bogged down by heavy workloads, they can’t possibly be on their A-game to connect with candidates.

Interviewer training is the key to evenly distributing the interview load across your company’s employees. Training your interviewers might sound time consuming in the context of high-volume hiring, but have no fear: tech tools make scaling interviewer pools an effortless process.

After you train more employees in the art of interviewing, you’ll have a large group of capable interviewers with ample time to personally connect with candidates — even in the middle of chaotic high-volume recruiting seasons.

Automate Your Interview Scheduling

When you say good-bye to manual scheduling and hello to automation, everything falls into place. Suddenly you can spend more time prioritizing candidates and less time playing calendar tetris.

Automated candidate-driven scheduling streamlines your high-volume hiring and mitigates long wait times to ensure that candidates move on to the next step in the process as soon as possible. After all, recruiting coordinators are busy, but so are candidates. Candidates don’t want to wait around for someone to schedule their interview, so why not let them schedule themselves?

Allowing candidates to self-schedule their interviews based on their own calendar eliminates back-and-forth emails and conveys that you appreciate their time. That’s a win-win.

Rediscover Eligible Candidates

The best strategy when high-volume hiring: work smarter, not harder. Before you scour the job boards for qualified candidates, first identify the candidates you already have at hand that fit the criteria for a new opportunity.

Now is the time to consider previous silver or bronze-medal candidates. Just because you passed on a candidate previously doesn’t mean that you should forget about them — the timing might not have been right, another candidate might’ve narrowly beat them, or the candidate might’ve been better suited for a different position.

In addition to considering previous candidates, you can also look into current employees who are interested in switching jobs internally and talent that your hiring team connected with at professional events.

Tapping into candidates that are already on your radar gives your hiring efforts a boost by eliminating the time it takes to source and screen fresh candidates. Not only that, but reaching out to old connections promotes positive candidate relationships through the power of continuous candidate engagement.

Engage with Candidate Experience Surveys

In a perfect recruiting world, we’d suggest for you to supply each every candidate with feedback on how they performed within your hiring process. But this is the real world, and sending each candidate feedback is nearly impossible to do when hiring in mass quantities.

What is possible is sending automated candidate experience surveys to your candidates. Collecting candidate feedback through anonymous surveys provides an inside look at the current state of the candidate relationship within your hiring process, straight from the perspectives of those who know your hiring process best: your candidates. 

This is a highly effective, highly low-effort way for you to collect crucial data to improve your recruitment strategies and keep candidates engaged, all without expending valuable time and energy during your hiring frenzy. What’s better than that?

Above All: Leverage Tech When High-Volume Hiring

When filling many positions at once, it’s much too easy to get caught up in the noise and neglect to engage with your candidates. One of the worst things that you can do while trying to attract the best talent is to provide candidates with a hiring process that feels cold and impersonal.

Make every interview impactful with Candidate Relationship Intelligence. GoodTime’s high-volume recruiting software supercharges your recruiting and unlocks meaningful data so that your team gives candidates the genuine connections that they expect — every single time.

Request a demo to see how Hire creates more than just a candidate “experience.”