Communication Methods

Looking at three basic forms of communication, email, phone and texting, a relationship between a recruiter and candidate can vary greatly if initial contact is not started off on the right note. Some candidates may have one preferred contact method over another but recruiters are not mind readers and unless the candidate clearly states how he or she would like to be contacted, a recruiter will stick with a routine that they already have in place. Recruiters may also have their hands tied if candidates only offer one source of contact information such as an email address or phone number. 
Emails are one of the foundations of recruiter and candidate first forms of contact and this method has been used for quite some time. Some candidates may have their email address included on their resume and others may make things slightly trickier and opt out of including an email address. Recruiters have become more resourceful in recent years and if a candidate does not have an email address listed, recruiters can turn to LinkedIn to “InMail” candidates. Sending a candidate an email may be a preferred way to make first contact with candidates but is email the best thing to use? As with any contact method, there is always room for error when it comes to sending emails and these errors can range from invalid email addresses to emails going into a candidate’s junk folder. 
Similar to emails, if a candidate includes his or her phone number on their resume then a recruiter may choose to call a candidate rather than email them. As each recruiter has their own style and ways to make first contact with a candidate, some recruiters may make a phone call and then follow up with an email. One upside of phone calls over emails is response time; if a recruiter is able to connect with a candidate then it can be quickly determined if the position is a good fit for the candidate or if another position might be better suited. Depending on the time of day a recruiter is calling a candidate, a phone call may not reach the candidate due to the candidate working or other circumstances but leaving a brief voicemail will inform the candidate of the attempted call.
A newer form of communication and most likely not a first contact method used by recruiters is texting a candidate. Texting is almost like taking a phone call or email one step further as a recruiter is making direct contact with a candidate on their mobile device yet they are sending a word message rather than voice contact. As more and more candidates are using mobile devices in their job searches, some recruiters might take the leap of faith and send candidates a quick text message to let them know about a job opportunity. Other recruiters might use text messaging to keep in touch with candidates once initial contact has been made in the form of an email or phone call.
What are your thoughts on using email, phone or texting as a recruiter contacting candidates or as a candidate being pursued by a recruiter? Is there one method out of the three that is your top choice or are you open to all forms of communication? 



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