Rec Tech: the Recruiting Technology Podcast · Chris Russell

Messaging Best Practices for the Candidate Experience

·55 min·3 clips

Organon created a disposition code called “qualified, but not considered.”

1. Rec Tech: the Recruiting Technology Podcast frames this episode around messaging best practices for the candidate experience. 2. Chris Russell hosts Carrie Noon from Ford Motor Company, Jeff Webb from Organon in Toronto, and Alex Murphy from JobSync, and their recruiting roles matter because each works on candidate communication. 3. The episode asks how recruiting teams should message candidates so communication improves the candidate experience instead of damaging it. 4. Jeff Webb says Organon is a young global pharma company that prefers fewer, more impactful messages over broad spam. 5. Carrie Noon says Ford is doing an EVP refresh, moving from five pillars to three pillars, and auditing automated messages. 6. Chris Russell asks how messaging affects ghosting rates, acceptance rates, and candidate engagement. 7. Carrie Noon says CVS used a “rediscovery” message that prompted 24,000 people to upload resumes that were missing from the database. 8. Carrie Noon says CVS asked candidates what they wanted to hear and found they still wanted jobs, plus hot jobs, updates, and stories. 9. Jeff Webb says Organon has around a 40% to 60% response rate when messages feel like one human being talking to another. 10. Carrie Noon says Ford is building a CRM strategy for 2026 and wants to track conversion rates with sourcing and recruiting teams. 11. Jeff Webb says Organon uses a new disposition code called “qualified, but not considered” for candidates who met the minimum qualifications. 12. Carrie Noon says silver medalists and employee referrals should not be treated like everyone else in the funnel. 13. Jeff Webb says Organon is implementing WhatsApp globally through Phenom People with Twilio integration. 14. Carrie Noon says CVS used Paradox SMS in high-volume campaigns and cut time to fill from 22 days to two or three. 15. Jeff Webb says Organon tries to connect with candidates in under 24 hours because candidates usually move on quickly. 16. Jeff Webb says his team has hired someone to flyer neighborhoods with physical paper for manufacturing roles. 17. The tone is practical and conversational, with Chris Russell steering a live roundtable and frequent back-and-forth between the guests. 18. The format mixes recruiting tactics, platform references like Workday, Oracle, Phenom, Paradox, and candidate-experience anecdotes. 19. Recruiters, talent acquisition leaders, and employer-brand teams focused on candidate messaging. 20. People who want purely conceptual career advice without hiring operations detail.

As heard by us

Candidate messaging works best when it feels personal, not mass produced.

The roundtable treats candidate messaging as part of hiring, not a polished extra. Its best stretches come when the speakers get concrete about communication that feels personal, and about the difference between sounding present and sounding mass produced.

Read the full review in PlayNext →

Why you'd press play

You want candidate messaging that feels human and keeps candidates informed between stages.

Read the full recommendation in PlayNext →

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