Candidate messaging and calls for recruiters and staffing firms
Screen hundreds of applicants without a call centre, confirm interviews so panels are not left waiting and make sure selected candidates actually join.
Which channels should a recruitment or staffing firm use?
Recruiters and staffing firms typically use AI Voice for first-round screening of large applicant pools, WhatsApp for interview slots, job descriptions, offer letters and document collection, SMS for interview and joining alerts to blue-collar candidates, and a missed call number on job posters. Voice broadcast announces walk-in drives in regional languages, and an IVR handles associate payroll queries.
Updated
Key facts: messaging and calls for recruiters and staffing firms
- Start with
- AI Voice (Screening at volume)
- Channel mix
- AI Voice, WhatsApp Business API, Bulk SMS, Missed call service, Voice broadcast, IVR
- One account
- Shared contacts, delivery reports and webhooks across every channel
- Integration
- REST API and webhooks into any CRM or app that can call an API. API and webhooks
- Pricing model
- Prepaid credits quoted by volume, GST extra; WhatsApp at Meta's rate by category plus a platform fee. How pricing works
Which channels work best for recruiters and staffing firms?
How do the channels work together for recruiters and staffing firms?
- AppliedMissed call from a posterA candidate gives a missed call from a job poster and gets the application link by SMS.
- Within minutesAI screening callThe AI agent asks the screening questions and books an interview slot for those who qualify.
- Day beforeWhatsApp reminderInterview time, address pin and the documents to carry, with SMS as backup.
- Joining weekJoining follow-upA call and WhatsApp reminder confirm the joining date, with the offer letter and document checklist.
What does each channel do for recruiters and staffing firms?
- Interview schedule
- Walk-in drive invitation
- Documents for joining
- Screening bot
- Interview scheduling
- Joining document collection
- Matching job carousel
- Interview confirmation
- Availability check
- Job seeker menu by category
- Open-roles message
- Contract staff payroll desk
- Walk-in drive invitation
- Interview slot reminder
- Joining day confirmation
- Missed call to apply
- Job details by SMS
- AI screening call
Step-by-step guides for recruiters and staffing firms
Use-case guides with templates, set-up steps and metrics that fit this industry.
Questions about messaging for recruiters and staffing firms
Can AI calls screen candidates fairly?
They ask every candidate the same questions in the same tone, which makes first rounds more consistent than rushed manual calls. Keep questions job-related, such as location, shift, experience and notice period, avoid questions on religion, caste or marital status, and let recruiters review answers before rejecting anyone.
Can recruiters message candidates on WhatsApp in bulk?
Yes, through the WhatsApp Business API, to candidates who applied or opted in. Interview confirmations and joining reminders usually qualify as utility templates, while new job alerts to past applicants are often classed as marketing, which costs more under Meta's current pricing and needs clear opt-in.
How do staffing firms reduce interview no-shows?
Confirm twice. Send the slot and location pin on WhatsApp when it is booked, then a reminder the evening before with Confirm and Cannot come buttons. Candidates who do not respond get a short call, and those who cancel free the slot for someone else.
Is SMS still needed for recruitment?
For blue-collar and entry-level hiring, yes. Many candidates use basic phones or change WhatsApp numbers often. SMS needs DLT registration; interview and joining alerts are service messages, while job openings sent to people who never applied are promotional and follow TRAI's time window and DND rules.
Can these channels connect to our applicant tracking system?
Yes. An ATS or job board that can call an API or receive a webhook can trigger screening calls and messages through MsgClub, and answers, keypresses and replies come back by webhook against the candidate's record. Teams working from spreadsheets can use Google Sheets or Zapier.
How should we handle candidate data under the DPDP Act?
Collect only what the role needs, tell candidates why you need documents such as Aadhaar or PAN, and delete data of candidates who were not hired after a reasonable period. Restrict chat access to the recruiters handling each requirement, and never share ID copies in group chats.
Similar industries
Start sending in minutes
Create a free account to test the panel and API, or talk to our team about volumes, DLT setup and CRM integration.