A candidate's consent should only be considered for recruiting purposes around the specific job they are in consideration for. We do not recommend texting candidates about things like company news or advertising other jobs unless these things pertain to an ongoing and relevant conversation.
You take responsibility for any laws and regulations which may apply when texting candidates without their consent. The deliverability of your texts may also be impacted when texting without consent.
When candidates apply there will be a tooltip under the Phone field letting them know that the hiring team may use this number to contact them. If they add their phone number the system will mark them as consenting to receive text messages.
If a candidate consented to receive texts a long time ago and you plan to reach out after a long gap in communication, we would recommend that you reconfirm their consent. For example, a candidate who applied and consented 6 months ago may not remember applying and may not expect to hear from you.
If candidates are sourced/uploaded, you can still collect their consent via email or other means. In those cases, we recommend asking for their written consent so that you have a record of it, so email is the best format. As soon as you have their consent and try to send a text message, you will be prompted to enable text messaging in their profile.
Contact preferences status
If the candidate fills in their phone number when submitting their application it will be considered as consent and the contact preferences status will be marked as 'Enabled – candidate consented'.
If the candidate doesn't include their phone number in the field when submitting their application, then their contact preference status will be marked as 'Disabled – candidate did not consent'. If you collected their consent via email or other means you can change this setting by editing the candidate profile.