Why Global Teams at Franklin Electric are Pumped about Talent Gleam

To understand why the team at Franklin Electric is so excited, you need some context around their former applicant tracking system (ATS). 

Before switching to Talent Gleam, Franklin Electric’s HR team struggled to train new team members on how to use their ATS. “The user interface was unintuitive to the point that figuring out how to hire someone was near impossible,” said Amanda. On top of that roadblock, Amanda and her team ran into frequent errors in the software that required help from support to unravel.

So they started looking for a new tool—one that would help redefine their employer brand to a new generation of employees. 

Franklin Electric may not be a household name, but you’ve seen the impact of their work firsthand. They help people access and manage water at every stage, from ground to tap. They also make the pumps, controls, and systems that move fuel, so there’s hardly a critical liquid control system they don’t touch.

From humble roots in the cornfields of Bluffton, Indiana, Franklin Electric has become a global company with a sizable footprint, generating $2.1 billion in annual revenue and transforming their employer brand accordingly. 

In addition to spreading the word about their impact, Amanda wanted Franklin Electric’s new ATS to streamline hiring through automation and integrations. The goal wasn’t merely to make life easier for HR but to create a compelling candidate experience as well. 

Another deciding factor was the software’s ability to play nicely with their HRIS. Some ATS platforms require the use of a native HRIS, but Franklin Electric wanted one that would integrate with the HR tech stack they enjoyed already. 

When we asked Amanda to share her personal favorite feature, she didn’t just pick one. The theme was that they all help the Franklin Electric talent team to work more efficiently:

• Automated interview scheduling has been a game-changer to save time on back-and-forth communication. 
• Customized workflows and templates that helped her architect a repeatable process just once, then continuously reap the benefits. 
• Reporting, which provides a quick overview of the talent pipeline and other key metrics that were once hidden inside a “black box” because they could not be easily viewed in her old tool.

Even her boss (the Senior Director of HR) has a favorite feature: the resume comparison tool. 

Franklin Electric’s Italy team quickly adopted Talent Gleam, finding it immediately easy-to-use. They weren’t alone in being pumped about using Talent Gleam. “So far, we’ve gotten great feedback from candidates and hiring managers,” Amanda told us. 

Hiring managers who love engaging in the process are thrilled to have the access and functionality to fill roles faster, without having to wait on HR. Their favorite features include:

• Job board integrations that make it simple to push one open role to several job boards without having to copy and paste data between platforms.
• Automated interview scheduling is as loved by hiring managers as it is by recruiters for reducing the numbers of emails sent. 
• Integrated background checks from Certn seamlessly pull in essential data so teams can make better decisions, faster.

The Franklin Electric team wanted to use the launch of a new ATS as a chance to reposition themselves as an employer to reach more potential candidates who may not immediately think about the manufacturing industry when they go to search for jobs. 

The team wanted to shift the focus onto the impact of what they do: Franklin Electric’s product is essential to every person they serve, which makes it a unique place to work. The passion behind that product and accompanying social commitment have kept the team growing steadily, even during uncertain times. 

The Franklin Electric team was excited for a modern ATS that was aligned with their brand, allowed them to communicate their employer value proposition, and made it easy to give every candidate a good experience with features like:

• Hiring Manager Profiles to introduce candidates to the company and the team from the beginning. For Amanda, “it makes such a big difference” for candidates to get a sense for the hiring manager’s workstyle, and to see that they are passionate about their job. 
• Anonymized hiring to minimize unconscious bias in the hiring process. 

Talent Insights Reports that track metrics like time to hire, applicants by channel, and applicants by stage to ensure the candidate experience is fast, smooth, and positive.

Ultimately, Talent Gleam’s people were the clincher. “The culture at Talent Gleam made me want to partner with them,” said Amanda. “The demos taught us everything we needed to know about the functionality and the team. Talent Gleam has been so responsive every step of the way. We signed on with no hesitation and haven’t looked back.” 

And her team agrees: “The biggest feedback is the support we’ve received. Everyone we’ve worked with has been very responsive and knowledgeable.” 

We can’t say we’re surprised. Franklin Electric has set out to hire the best humans—and that’s always been our goal, too.