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Set up text messaging in Recruiting

Learn how to set up the Text Messaging feature in Recruiting and what to include in text messages to candidates.

This article is for administrators

 

Turn on text messaging from the Marketplace

  1. Go to People > Hiring > Applicant Tracking.
  2. Select Marketplace > Overview, then select Text Messaging.Shows the dashboard and Marketplace link at the top
  3. Optional: Complete the Message Header (Short Company Name) field. The message header is a short phrase added to the beginning of each text message. It helps a candidate identify where the message comes from.

Choose who can send text messages

Your texting plan limits the users who can send text messages to candidates.  

You have 2 options:

  • Option 1: Staffing and Administrator users only
  • Option 2: All users. This option lets you turn text messaging on or off for each user as needed.

Use message templates 

Each email template in Recruiting has a matching texting template. Texting templates work the same as email templates.

For more information, refer to Recruiting: Create and Share Email Templates

Shows Message Settings


Turn on text message notifications

You can get a notification when a text is sent or received. Notifications are set in your personal notification settings in Recruiting.

Note: You must be assigned to the candidate's job as a Hiring Manager or a Recruiter to receive notifications. 

To turn on notifications:

  1. Go to People > Hiring > Applicant Tracking.
  2. Select the cog (settings) icon, and then select Notification Settings.Shows the Notification Settings screen
  3. Next to Notify me when a message is received from the candidate, mark the checkboxes for Notification Center and Email.   

Cancel text messaging in Recruiting

To stop using text messaging, contact Recruiting Support. We can remove the feature from your account.

 

Updated: May 12th, 2026 6247 views


*This content is for educational purposes only, is not intended to provide specific legal advice, and should not be used as a substitute for the legal advice of a qualified attorney or other professional. The information may not reflect the most current legal developments, may be changed without notice and is not guaranteed to be complete, correct, or up-to-date.

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