Text interviews: is this the solution?

The labor shortage is leading organizations to demonstrate maximum creativity and innovation in their recruitment methods. We know it, it’s the topic of the hour! We must demonstrate agility, proactivity and efficiency throughout the recruitment process. One small flaw and we risk losing our candidate. And we all know the next one won’t be waiting at the door!

To overcome this situation, we are seeing new recruitment trends emerge: text interviews and chatbots. Are we there yet? Well, it seems so! This practice is increasingly used among our southern neighbors and according to a study carried out by the American companyYello,specialized in talent acquisition software, 86% of survey respondents expressed a positive feeling when texting was used during the interview period, an increase of 7% from the previous year.[1]

That being said, to ensure the success of this practice, it is important to determine when texting is appropriate. An important thing to consider is the type of position you want to fill. In the case of a position with great responsibilities, the interview by text message will not be our best ally. On the other hand, the use of text messages in front-line positions allows you to have access to basic information allowing you to quickly position yourself on a candidate. Restaurants, retail stores and construction companies are already making heavy use of it. Why not you ?

This innovative and unconventional practice is the opposite of traditional recruitment. This is why it could be important to validate, before starting, the candidate’s comfort level with the method. Ask the question by text, but also offer to make a call, so the candidate has a choice. Functionally illiterate candidates could be intimidated by the approach, while shy candidates will be delighted by your initiative by text message.

In addition, you must demonstrate the same professionalism as during a telephone or in-person interview. This inevitably requires good quality written French and limited use of emojis. Let’s not forget the importance of making a good first impression on our candidate!

This new practice, although interesting, still has limits. Used incorrectly, it can go against good human resources practices. For example, when we have to tell a candidate that their application has been rejected, remember that no one likes receiving bad news by text. A call is then in order.

In conclusion, whether via traditional recruitment or via text interview, it is important that your recruitment process reflects the colors of your organization.  This is what will make it successful!


[1]Gwen Moran. “Job interview by text? Here’s how to make it work”. Fast Company. [Online].  https://www.fastcompany.com/90319946/job-interview-by-text-heres-how-to-make-it-work?partner=rss&utm_source=rss&utm_medium=feed&utm_campaign=rss+fastcompany& utm_content=rss?cid=search(Page consulted on March 29, 2019).


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