Texting is the most frequently used form of communication among Americans younger than 50, with many preferring texts to email or phone calls. So it’s no surprise that job candidates also want to engage job recruiters through text—a bonus for you, as the recruiter. Texts yield an average response time of just 90 seconds, which is a full sixty times faster than email. Compared to emailing candidates, texting also yields better open rates, response times, and a better candidate experience, because you’ve met your candidates in the forum where they like to communicate. So if texting could make your job easier, faster, and more efficient, why wouldn’t you use it? They key is to use texting appropriately in a business context. Here’s how.

Keep texting consensual

It may seem unthinkable, but don’t assume everybody texts! And don’t assume everyone likes or wants to be texted during the hiring process. While the vast majority of adults under 30 look favorably on the use of texts during the interview process, some candidates will see texting as informal or invasive, pushy or presumptuous. The answer? Ask first if it’s OK to text (not everyone has an unlimited plan!) and if it’s a preferred method of communication.

Keep texting simple

Think about the last text you got from your doctor’s office. Did it contain your diagnosis or lab results? No, it was probably an appointment confirmation or reminder: simple and high-level logistics. So when you’re hiring, think of yourself as a doctor’s office. Keep your texts simple and high level: acknowledge receipt of an application packet, confirm interview times, or send directions to your building. Also keep your texts short! Lengthier conversations should be had by phone or email. Never send rejections or job offers through text.

Keep texting professional

Texting began as a way to chat with friends in 160 characters or fewer. When it cost ten cents per message and you had to hit the 2 key three times just to make one C, it made sense to send casual, highly abbreviated messages. A lot of those abbreviations have stuck around in textspeak. But don’t carry this into your business messages. Keep text messages on par with your professional email in tone, grammar, and spelling. You want to make a great impression, and your professional courtesy will help candidates feel secure.

Keep texting during business hours

You already know you shouldn’t send a rejection via text, but you shouldn’t text anything outside of business hours. Keep texts within one hour of start of business and one or two hours within close of business, and not during dinner hour. That also means no texting on weekends. Most job seekers agree that the best time to send a job-related text is between 8am and noon.

Keep texting as a backup method

OK, so maybe 3 in 10 people would completely give up phone calls in favor of text messaging. But texting works best as a lead-in tool, not necessarily a replacement for other forms of communication. Text to set up a phone call or to let someone know you just sent an important email. Remember that authenticity, interest, or even meaning doesn’t always translate through text. Let texting be your wingman!

In conclusion

Is texting a tool in your recruitment arsenal? If not, it should be. An awesome candidate experience is built on great communication, which also reflects what it’s like to work at your company. You’re current, and you’re willing to communicate with candidates through their preferred methods—the way they talk to their friends, parents, and colleagues. Just be sure you keep your texting timely, personable, and professional!