Recruiting text messaging is texting candidates about jobs, interviews, schedules and next steps. It is fast and gets read, but in the US automated texts generally need prior consent under the Telephone Consumer Protection Act, and candidates must be able to opt out.
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Texting candidates about jobs, interviews and next steps. In the US, automated texts need prior consent under the TCPA.
Recruiters use texting for interview reminders, scheduling links, quick screening questions, shift offers for hourly and staffing roles, and short check ins after an offer. Texting platforms connect to the ATS or CRM, log every message and let teams send from a shared business number instead of personal phones.
The legal rules are tighter than for email. The FCC treats text messages as calls under the TCPA, so sending automated texts to a mobile number usually needs the person's prior express consent, and marketing style messages may need written consent. Honor stop requests promptly and respect quiet hours, since some states add their own limits. Carriers also require business numbers to be registered for A2P messaging. This is not legal advice.
Good practice is to ask for consent in the application and keep texts short, relevant and clearly from your company.
Why it matters to recruiters
Many candidates, especially hourly and frontline workers, answer texts far faster than email or voicemail. Texting can cut no shows and speed up scheduling. But a careless mass text campaign can lead to TCPA claims, carrier blocking and annoyed candidates, so recruiters need both the habit and the rules.
An example from a recruiting desk
Fifty warehouse shifts a week keep one staffing branch busy. Applicants tick a box agreeing to receive texts when they apply. Recruiters text shift offers with a simple reply YES to accept and automatic reminders the evening before. No shows drop, and anyone who replies STOP is removed automatically in the texting tool.
Tips that help
Collect and record consent to text during the application.
Identify your company in the first message and include opt out instructions.
Keep messages short and send them during normal working hours.
Use a registered business number linked to your ATS, not personal phones.
Mistakes to avoid
Texting purchased or scraped mobile numbers with automated tools and no consent.
Ignoring STOP replies or carrying on texting from a different number.
Which tools help?
A few of the texting tools in our directory. Prices are the published starting price on the date we last checked.
Yes, with care. In the US, automated texts to mobile numbers generally need prior consent under the TCPA, and some states add rules. Manual one to one texts carry less risk, but always honor opt outs. This is not legal advice.
What should a recruiting text message include?
Say who you are and which company you represent, give the purpose in one or two lines, include a clear next step and show how to opt out. Avoid sensitive personal details in texts.
Do candidates prefer texts or email?
It depends on the role. Hourly and frontline candidates often respond faster to text, while many professional candidates prefer email for detail. Ask candidates how they like to be contacted and note it in your ATS.
