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Most operators think it’s the interview. The data says it’s the job description. A clear job description with a strong title, well-defined responsibilities, and an honest description of what success looks like will out-recruit a great interview every time. If you only fix one thing, fix that.
Within 24 hours, ideally faster. Candidates who get a response in the first day are far more likely to engage with the rest of your process. After 48 hours, response rates fall off a cliff. Speed is one of the highest-leverage things you can change about your hiring process.
Both, but text is dramatically underused. For hourly and frontline roles especially, text response rates are multiples higher than email. Use email for documents and formal communication; use text for scheduling, confirmations, and quick check-ins.
Lead with what makes the role good rather than what you’re requiring of the candidate. Use a specific, search-friendly title — not a clever internal one. Be honest about pay, schedule, and expectations. Job postings that read like ads outperform ones that read like job descriptions.