Now that video interviewing has become a staple of the hiring process, it’s important you understand all the ways you can use video interviews to establish trust with top talent, streamline operations, and make lasting hires—even faster than ever before! Join Spark Hire's Partnerships Manager, Jeremy Tolan, for a webinar on how to develop a video interviewing strategy that builds candidate trust throughout the interview process. He’ll cover: • Structuring your virtual interview process • Tips to provide a stellar candidate experience • The best questions to ask candidates

5. How It Started
3

6. Agenda
● Structuring your virtual interview process
● Tips to provide a stellar candidate experience
● The questions to ask candidates
● How to boost team collaboration throughout the hiring process
● Real world examples
4

7. Types of Video Interviews
5
One-way interview Live video interview

8. Live Video Interview
6
● Connect in real time
● Interview non-local candidates
● Conduct interviews remotely
● Later stage interview

9. Video Interviews vs. Video Conference
7
● Consistent, branded experience
● Organize your interview
recordings by job
● Invite team members to
collaborate

10. Live Interview Best Practices
8
● Choose your device wisely
● Ensure a strong connection
● Tidy up your environment
● Inform your candidates

11. Live Interview Questions to Ask
● What prompted you to apply for this role?
● What skill makes you qualified for this job?
● What’s the toughest problem you were able to solve and how?
● How would you describe your working style?
● How would you solve this (outline scenario) problem?
● What is one skill you would like to improve upon?
● Tell me about a situation you handled poorly in the past. How would
you handle it now?
9

12. One-Way Video Interview
10
● Set up questions in advance
● Candidates record videos on their
own
● You review at your convenience
● Get feedback from hiring
managers
● Used as a preliminary interview

13. Interview More People in Less Time
11
● Candidates interview on their own
● No need to block off time on your calendar
● Reduce scheduling hassles
● Save a significant amount of time
● Identify diamond in the rough candidates

14. Better Candidate Experience
12
● Fair interview process
● Easier to compare candidates
● More convenient for candidates
● Combat bias through collaboration

15. Higher Quality and Faster Decisions
13
● Get everyone on the same page
● Empower hiring managers to provide
early feedback
● Speed up your preliminary interviews by
3-7x

16. Best Practice: An Engaging Experience
14
● Take advantage of opportunities to
personalize the experience
● Intro Videos
● Outro Videos

17. Intro and Outro Video Examples
15
Intro Video Outro Video

18. Give Job Seekers What They Want
16
55% of active job seekers said an employee-generated video would be more
credible/trustworthy than a company-produced video.
Source: Lighthouse Research and Advisory

19. Question Parameters
17
Answer length Takes
Think Time

20. Best Practice: Educate Your Candidates
18
● Provide them with context on what to expect
● Explain where they are in your process
● Commit to a timeline to get back to them

21. One-Way Interview Questions To Ask
● What are the 3 most important things to you about a job/company and
why?
● How have you invested in your own professional development (specific
to this role)?
● What are some things you like to do outside of work?
● What’s a question that we haven’t asked you,
that we should have asked you, and what would
your answer be?
19

22. Example Candidate Experience
20

23. Intro Video
21

24. Setup
22

25. Question 1
23

26. Record Answer
24

27. Submit Video
25

28. Question 2
26

29. Think Time Countdown
27

30. Submit Video
28

31. Outro Video
29

32. Candidate Survey
30

33. Candidate Survey Results
31
● How are you keeping everyone accountable?
● What’s your system for evaluation?

34. Evaluating One-Way Interviews
32
● Who is involved?
● How are you keeping everyone
accountable?
● What’s your system for
evaluation?

35. Hiring SLA
33
● Hiring Task: this is what you need to
do:
● Task Owner: this is self explanatory
and who will be doing the task
● Timeline Commitment: this is the
deadline for the task (usually in
hours or days)

36. One-Way Interview SLA
● Inviting candidates
● Rating completed interviews
● Decision on completed interviews
● Contacting the candidate about next steps or rejection
34

37. Evaluation System
35
● Objective and consistent
● 5-star system
● Interview scorecard

38. 5-Star Rating
36
● Align on star system with
hiring team
● Decide on a benchmark

39. Interview Scorecard
37
● Structured way to evaluate all candidates
● Uniform methodology for productive
collaboration
● Helps combat bias and improve decision
making

40. Real World Examples
38
● Real customers using video interviews
● Different industries and challenges

41. Real World Benefit: Time = Money
● Amarillo Independent School District has leveraged Spark Hire Video
Interviews for roughly five years. The district is always looking for new
and innovative ways to simplify their hiring process.
● When looking into video interviews, Amarillo ISD hoped to save time
and money while being more effective
in their candidate screening.
● They use one-way video interviews to
replace their phone screens to determine
which candidates to move forward with.
39

42. Real World Benefit: Time = Money
● Before they used Spark Hire, the scheduling, seat time and man hours
away from campus would have cost the district upwards of 2,400
hours with a cost of close to $103,000.
● Since using Spark Hire, the district estimates that it only spends 8
minutes per interview which has resulted
in their man hours being cut to 270 hours or
$12,000 - which is a savings of $91,000 per year.
40

43. “Not only is our team now able to spend more time with their students, but
Spark Hire even works with their busy schedules. They can now view the
candidate interviews from any location, at any time that is convenient for
them. The added bonuses are that it is very easy to use for
both our candidates and district users, but also how
affordable it is. Being a school district, we have to
work with a tight budget.”
Real World Benefit: Time = Money
41

44. Real World Benefit: Replace Phone Screens
42
● Arlington County in Virginia
● Looking to shake up their
hiring process
● Wanted to avoid bad in-
person interviews, improve
their screening efficiency,
and speed up the hiring
process

45. Real World Benefit: Replace Phone Screens
43
● Buy-in spread quickly throughout their
team as it became more popular with
hiring managers
● Get more context and perspective on
candidates vs. their traditional hiring
process
● Replaced phone screens

46. Real World Benefit: Replace Phone Screens
44
“We have used the platform for dozens of positions and hundreds of
candidates completed interviews. Using Spark Hire, we get better insight into
how candidates conduct themselves before bringing them into the office. My
colleagues review interviews faster, learn more about candidates, and bring
the best candidates in for in-person interviews faster with video interviews.”

47. Real World Benefit: Fill Blue Collar Roles
45
● Caddell Construction is a customer-focused general contractor that
has been successfully using video interviews for over 2 years.
● They're a worldwide organization but they hire through their home
office in the US, which made interviewing across time zones a huge
challenge.
● The team aimed to make their hiring process more efficient and flexible
for long-distance hires.

48. Real World Benefit: Fill Blue Collar Roles
46
● Previously, they would conduct phone interviews, type up candidates
responses in Microsoft Word, then proceed to Skype or in-person
interviews.
● They now use both one-way and live video interviews to learn more
about their candidates, speed up their hiring process, and cut down on
travel costs.
● One-way interviews also solve time zone challenges.

49. Real World Benefit: Better Candidates Faster
47
“Our time to hire metric has been improved. We saved 92 hours of work
across 19 positions. With Spark Hire, a candidate could interview in Asia
while I was asleep, and the interview would be delivered to my inbox first
thing in the morning.”

50. Real World Benefit: Efficiency and Convenience
48
● Cyprus Credit Union is the oldest active credit union.
● Their success is dependent upon placing the right people in the right
positions at the right time.
● Needed to make their interviewing process more efficient and
convenient for candidates and recruiters

51. Real World Benefit: Efficiency and Convenience
49
● Using Spark Hire, they're now able to ensure their only investing their
time conducting in-person interviews with their very best candidates
● They're able to collaborate with key hiring stakeholders earlier on in
their process by reviewing one-way video interviews prior to scheduling
live video interviews

52. Real World Benefit: Efficiency and Convenience
50
“It saves us so much time. There is little time wasted on in-person interviews
now, because we basically know who we are interviewing before they come
in. Also, before Spark Hire, I was the sole decision maker on if I should hire a
candidate or not. I was hiring for 18 different branches! Now, I send the
interview to all 18 managers and they tell me who to bring in for an in person
interview.“

53. Customer Use Case: Virtual Career Fairs
● Ascension Parish School Board had started using Spark Hire prior to
the outbreak of COVID-19 but have experienced a lot of success using
the platform to host virtual career fairs throughout
the pandemic.
51

54. Customer Use Case: Virtual Career Fairs
● They realized that they would need to accomplish three objectives to
successfully conduct a virtual career fair.
○ Allow candidates to provide you with their application
○ Introduce yourself and the team candidates
would join
○ Learn how candidates present themselves
52

55. Customer Use Case: Virtual Career Fairs
● Able to introduce members of their team through branding solutions
● A combination of one-way & live video interviews have helped them
learn about how candidates present themselves.
● Districts are empowered to sort through candidates
faster and hand off the best of the best to the rest of
the review committee.
53

56. Customer Use Case: Virtual Career Fairs
“COVID-19 is presenting the opportunity to examine current strategies and
re-define the new normal. Spark Hire is instrumental in our interviewing
processes. The principals enjoy the ability to view the interviews at their
convenience. Another valuable feature is the ability to share virtual
interviews with other members of the school leadership teams.
The one-way interviews are used as a first interview
or ‘pre-screening’ process which can progress
into a two-way interview process.”
54

57. Real World Benefit: Increased Flexibility
● All Web Leads was looking for a solution to efficiently hire 100
employees, month over month. Not only did this role have a lot of
applicants, but the team also had to individually screen every applicant,
so they needed a platform that was user friendly, promoted
collaboration, and affordable.
55

58. Real World Benefit: Increased Flexibility
● Using Spark Hire, every applicant is sent a set of questions to
prequalify them. If they are a good fit, they are sent a link to complete a
video interview via Spark Hire. Candidates are not advanced in the
interview process unless they are a potential fit from their video
interview.
● The change from in-person interviews and
length phone screens wasn’t difficult because
it’s easy to use, affordable, and allowed for
work-from-home interviewing.
56

59. Real World Benefit: Increased Flexibility
“Using Spark Hire, we were able to take a 45 minute scheduled phone
interview and replace it with a 15 minute one-way video interview. The
videos are completed by the candidate in their free time, and then reviewed
by the hiring team at their convenience.
This change has saved us countless hours in the screening process, and
also given us the insights to only focus our time
on the best applicants.”
57

60. 7x Increased Hiring Efficiency
● Euler Hermes intended to use video interviews to improve screening
efficiency, speed up their hiring process, and more effectively recruit
candidates across multiple countries.
58

61. 7x Increased Hiring Efficiency
● One-way video interviews have become a part of their minimum
recruitment standards that have been established.
● They’re able to almost immediately see whether an applicant is a fit for
the job or not, which helps determine if the candidate should advance
to an in-person interview.
59

62. “We have saved a lot of time! We as Regional HR receive a lot of positive
feedback from our local HR teams due to the efficiency of Spark Hire. Video
interviews allowed us to increase our hiring efficiency 7 times. Instead of 10
manual recruitments per week, we can now do 10 recruitments per day with
Spark Hire.”
7x Increased Hiring Efficiency
60

63. 8,000 Applicants -> 300 Hires
● Digital Federal Credit Union hires over 300 new employees each year
and receives over 8,000 applications for these positions. They have a
staff of 3 individuals who are responsible for screening all of these
applicants.
● They were looking for a way to make the screening process more
efficient for HR and hiring managers.
61

64. 8,000 Applicants -> 300 Hires
● They used to conduct initial phone screens prior to an in-person
interview.
● All of their qualified applicants are sent an invite for a one-way video
interview. After the interviews have been completed, the videos are
reviewed and sent to the hiring managers. If the hiring managers are
interested, they will go ahead and set up a face to face interview.
62

65. “Our process is much more efficient today. Having to sort through 8,000
applications every year is a very daunting process because we are only a
team of 3. With Spark Hire, we are now able to spend significantly less time
vetting candidates. Video interviewing is a great way to see your candidates
as they actually are. The value of actually seeing your candidate, as a person,
is really unbeatable. Because of Spark Hire, we do not waste any of our time
on non-viable candidates.”
8,000 Applicants -> 300 Hires
63

66. Modernize the Hiring Process
● Barrick Gold Corporation was aiming to modernize their process when
hiring for high volume roles.
● They’ve been using Spark Hire for nearly five years at their North
American and Canadian locations for a variety of roles. They have been
able to significantly reduce their overall time spent on their pre-
screening process.
64

67. Modernize the Hiring Process
● Based on the type of role they are trying to fill, they either use the live
video interview or the one-way video interview as the initial screen.
● This has allowed them to essentially get rid of having to complete a
phone interview with every candidate that applies.
● They can now quickly find out whether or not a candidate is unqualified
without ever wasting any time
speaking with them.
65

68. “With traditional interviewing, we would spend a minimum of 30 minutes
screening each applicant. Using video interviewing, we have cut that screen
time down to 6-7 minutes per candidate. As a team, we really end up
benefiting from collaboration. Spark Hire is such a collaborative tool; it helps
us share the links with the hiring group and then decide on which candidates
we want to move forward with for in-person interviews.”
Modernize the Hiring Process
66

69. Putting Together a Game Plan
Come up with a goal
Define a strategy
Go all in on a limited scale
Inform your candidates
Identify areas for improvement
Refine your strategy, make it repeatable, and grow
67
2
3
1
4
5
6

70. Next Steps
Let’s continue the conversation!
● Email me at jeremy.tolan@sparkhire.com
● Request a demo or start a free trial on sparkhire.com
● Join thousands of similar organizations interviewing millions of candidates on
Spark Hire
68