One of the stated goals of potential new policy is to reduce the cell phone bills of the recruits. Apparently, some of the college coaches have been getting carried away with the number of messages they're sending and I would imagine that the most highly sought after candidates are being deluged by the messages even if each coach is only contacting them once or twice.

Could cell phone text messaging from employers face similar problems? Most job seekers should be so lucky to have employers proactively contacting them and most of those job seekers receive so few contacts that virtually all of the contacts are welcomed. Yet there are always exceptions to the rule and even if 1,000 people welcome your recruitment message, all that will matter to the one who didn't want to receive it is that they didn't want to receive it.

Minimize the chance of annoying or even offending your potential candidates by paying close attention to the medium, message, and targeting. If the candidates that you want to reach have opted in to receive messages to their cell phones or via email, then you should feel more comfortable in sending your message to their cell phones or email addresses. Be sure that your message speaks to their needs and wants rather than those of the employer. And be very careful about the targeting. If you're trying to hire diverse accounting graduates in Brooklyn, don't send your message to all business students in the State of New York. Send it only to the people that you want to hire. If your list or the list you rent doesn't allow you to drill down, don't use that list. Use one that allows you to specifically target the candidates that you want and only those candidates.