How Flexion Has Changed the Hiring Process for the Better
If you’re looking to hire great candidates, you might look to recruitment automation to help you quickly sort through hundreds of potential hires. Automated tools like chatbots, automatic email responses, skills tests, and scheduling tools can help you save time as you try to fill open positions as quickly as possible.
But these tools might be doing more harm than good when it comes to the candidate experience.
Candidates often want to talk to a human being, instead of clicking through an automated response form. Personalized messages and person-to-person communication can help these candidates feel more valued and respected, even if you don’t end up hiring them. After all, you might want to hire these candidates down the line if more positions become available.
Considering that 46% of candidates would sever a business relationship due to a poor candidate experience, you need to strike the right balance between automation and treating your candidates like human beings.
A company known as Flexion in Burlington, MA is changing the way we think about recruitment. Learn more about their approach to the hiring process and why it’s so successful.
Create Content That Represents the Company
The recruitment team at Flexion invests in accurate, on-point content marketing that educates potential candidates about what it’s like to work at the company and what the company stands for.
They produced a series of short, 30-second videos that talk about life at the company and what it means to work at Flexion. They embedded these videos on every external job application to make sure candidates were familiar with the company before they applied. These videos often feature employees at the company, and they don’t make promises the company can’t keep.
As Julie Green, VP of Human Resources, states, “We put a lot of thought into defining our values and building our company culture, and we want candidates to know what we stand for.”
Sending Candidates Personalized Messages
Flexion also uses personalized messages when corresponding and following up with candidates. Julie Green talks about putting herself in the shoes of a candidate. When she was looking for work, she remembers how important it was for her to hear back from employers. Even a message confirming they’ve received her resume made all the difference in the world.
The company sends personalized messages to every candidate that applies via email. As applicants progress further through the hiring process, the language becomes friendlier and more personalized.
Reach Out to Candidates and Put Them in Touch with a Human
Improving the candidate experience also means keeping them informed and updated. They want to know if they’re still in contention for the job, if you received their resume, and what goes into the hiring process. Keeping your candidates informed every step of the way keeps them engaged in the process.
Shockingly enough, studies show 52% of candidates are still waiting for a response to their resume submissions after three months…
Your candidates are also bound to have questions along the way. Include someone’s phone number or email address in your messages, so candidates can keep in touch should they need to do so.
As Julie Green writes, “I tell them if they have a question or want to know what’s going on to call me or email me anytime. And I mean it. We’re not perfect, but we try to keep them informed at each step of the process.”
Turning the Rejection Letter into a Useful Exchange
You’re bound to reject dozens, hundreds, or even thousands of applicants throughout the hiring process. But sending candidates a rejection letter doesn’t have to be a strictly negative experience.
You can turn this exchange into something positive by telling them why they weren’t chosen for the position or sending them useful information for their next application.
As Julie Green writes, “I started having people reach out and thank me for ‘the nicest rejection letter they had ever received.’”
Using personalized, friendly language can also make a difference when it comes to the candidate experience. Encourage them to stay in touch on social media or check back in for more job openings. You can even ask them to join a candidate newsletter if they want to be the first to hear about new openings at the company.
With just 300 employees, Flexion is changing the hiring process for the better, even though they don’t have the resources that other larger, more hefty corporations do. Clearly, their efforts are paying off. They were just named one of the best places to work. It’s just about being thoughtful and relatable when dealing with candidates, using personalized language, and improving the candidate experience.
To learn more about the do’s and don’ts of recruitment, attend talent acquisition conferences and take the candidate experience to the next level.