SMS Benchmarks for Recruitment Services

SMS benchmarks give recruitment services teams insight into how candidates respond to outreach, reminders, and updates throughout the hiring journey. In this guide, we explore the core SMS performance metrics shaping results for this sector.

Average Response Rate

The average response rate in recruitment services is around 20 to 30 percent, reflecting how often candidates reply to SMS outreach from hiring teams.

This number gives an immediate sense of how engaging and relevant a message feels to potential applicants.

Response rate is the percentage of delivered texts that receive a reply, calculated by dividing candidate responses by successfully sent messages and then multiplying by one hundred.

In recruitment services, it signals how well communication resonates with job seekers, shapes the speed of hiring workflows, and supports a smoother experience for both candidates and recruiters.

Average Opt-Out Rate

The average opt-out rate for recruitment services is typically around 0.4 to 0.8 percent, which reflects a relatively stable audience for hiring communications.

The opt-out rate shows the proportion of candidates who reply STOP or otherwise remove themselves from your SMS outreach list.

It is calculated by dividing the number of people who unsubscribe by the total number of successfully delivered messages, then converting that figure into a percentage.

In recruitment services, this metric highlights how candidates feel about job alerts, interview reminders, and status updates.

Monitoring opt-out rate helps teams refine message timing, relevance, and frequency so talent pipelines stay engaged and respectful of candidate preferences.

Average Click-Through Rate

The average click-through rate in recruitment services is 10–17% and reveals how often candidates and hiring managers interact with tracked links inside SMS or email campaigns.

A click-through rate shows the proportion of delivered messages that result in at least one tap on a monitored URL.

To find it, divide the total number of link clicks by the total number of successfully delivered messages, then multiply that figure by 100.

In recruitment services, CTR highlights whether recipients value content such as job alerts, interview details, onboarding information, or employer brand resources, guiding more relevant communication.

Average Conversion Rate

The average conversion rate is 1.0–2.0 percent in recruitment services, reflecting how many people move from reading a message to completing a specific step in the hiring journey.

Conversion rate describes the share of candidates who respond in a meaningful way after receiving an SMS, such as clicking a link, submitting an application, or confirming an interview slot.

It is calculated by dividing the number of these successful outcomes by the total number of delivered messages, then multiplying by one hundred.

In recruitment services, this metric matters because it reveals how effectively messaging supports candidate engagement, speeds up hiring stages, and helps recruiters make sure their communication is actually moving people closer to placement.

Average Delivery Rate

The average delivery rate for recruitment services is 98–99%, reflecting that nearly every text update reaches a candidate or hiring manager as planned.

This reliability underpins smoother interview coordination, faster feedback loops, and clearer communication around role details and next steps.

Delivery rate is calculated by taking the number of messages that successfully arrive on mobile devices, then dividing by all texts sent, while excluding those that bounce because of invalid numbers or carrier filtering.

In recruitment services, this metric is crucial, since consultants depend on prompt SMS to share interview slots, remind candidates of times and locations, confirm offers, and reduce missed opportunities.

Average Open Rate

The average open rate is 98%, meaning recruiters can be confident that nearly every candidate reads their text messages in recruitment services.

This figure represents how many delivered texts are actually opened.

To calculate open rate, you take the number of opened messages, divide it by the number of delivered messages, then multiply the result by 100.

In recruitment services, this metric matters because time sensitive details like interview schedules, role updates, and feedback must reach candidates quickly and reliably.

High open rates make sure communication stays clear, timely, and relevant throughout the hiring journey.

Average Time to Read

The average time to read an SMS in recruitment services is 3 minutes.

Time to read describes how long it takes candidates or hiring managers to open and view a text after it lands on their phone.

It is calculated by tracking the interval between delivery and the first open for many messages, then taking the average across those interactions.

In recruitment services this metric is important because faster reading affects interview scheduling, vacancy updates, offer discussions, compliance reminders, and last minute changes, helping busy teams make sure information arrives when it still matters.

Average Response Time

The average response time for recruitment services is 90 seconds, showing how rapidly candidates or hiring managers typically respond once they receive a text message.

Response time is the length of time between message delivery and the first reply, calculated by averaging this interval across every conversation in a given period.

It is a crucial metric in recruitment services because quick replies help keep interview scheduling fluid, prevent talent from losing interest, and reduce confusion around role details.

A shorter response time signals strong engagement with SMS, which can make sure communication stays clear, timely, and aligned with candidate expectations.

Average Bounce Rate

The average bounce rate for recruitment services is 1–2%, which tells us that only a very small fraction of SMS updates never get through to candidates or hiring managers.

This kind of reliability quietly supports a smoother hiring journey for everyone involved.

Bounce rate is calculated by taking the number of undelivered text messages, dividing that by the total volume sent, then converting the result into a percentage.

In recruitment services, this metric matters because dependable delivery keeps interview reminders, status updates, and onboarding details reaching the right people at the right time.

Why Are SMS Metrics Important?

Sms metrics play a crucial role for businesses in recruitment services because they show how well they connect with candidates who expect fast, clear communication.

Whether sharing interview details, confirming applications, or sending reminders, consistent sms performance makes sure important updates arrive when they matter most.

Metrics like delivery rate, open rate, and response rate reveal how interested candidates are, while conversion rate and click through rate indicate how effectively messages lead to actions such as scheduling interviews or accepting offers.

By understanding these numbers, recruitment services can refine their outreach, reduce missed opportunities, and create a smoother experience for both candidates and employers.

Overview of Recruitment Services

Recruitment services rely on fast and precise communication to match candidates with roles and keep hiring processes moving smoothly.

Hiring teams, candidates and clients all expect updates that are timely, transparent and easy to access on the go.

Traditional channels can be slow or easily missed, creating delays, uncertainty and a weaker experience for everyone involved.

SMS offers immediacy, near universal reach and engagement rates that far exceed most other channels, making it ideal for high volume hiring environments.

It supports real time interactions, reduces bottlenecks in decision making and helps maintain clear expectations throughout the recruitment journey.

By using SMS, recruitment services can make sure communication stays reliable, efficient and aligned with modern workforce expectations.

SMS Use Cases in Recruitment Services

SMS is valuable for recruitment services because it delivers instantaneous candidate outreach and reduces time-to-hire.

It also improves scheduling accuracy, boosts interview attendance, and frees recruiters from back-and-forth calls.

 Candidate screening and prequalification: Send brief screening questions, availability checks, and links to assessments to quickly triage applicants and make sure hiring teams see qualified profiles sooner.

 Interview scheduling and reminders: Automate personalized interview invites, secure confirmations, and same-day reminders to reduce no-shows and streamline calendar coordination across hiring managers.

 Offer communication and onboarding checkpoints: Send conditional offer alerts, accept/decline prompts, and step-by-step onboarding tasks to speed acceptances and make sure new hires complete required forms before day one.

FAQs About SMS Benchmarks for Recruitment Services

How can recruitment services use SMS to improve candidate communication?

Recruitment services can use SMS to quickly acknowledge applications, share interview details, and answer simple questions. This reduces delays, keeps candidates informed, and creates a more responsive hiring experience.

What types of SMS messages are most useful during the hiring process?

Useful SMS messages include interview invitations, schedule confirmations, location details, and reminders about required documents. Short follow-ups after interviews can also help candidates understand next steps and feel supported.

How can recruitment services keep SMS messages compliant and respectful of candidates?

Recruitment services should always obtain clear consent before sending texts and provide a simple way to opt out. They should avoid sending messages outside normal working hours and keep all content professional and relevant.

How can SMS support coordination between recruiters and hiring managers?

Recruiters can use SMS to quickly confirm availability, share urgent updates, or notify hiring managers about last-minute candidate changes. This fast communication helps prevent misunderstandings and keeps the hiring process running smoothly.