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Quality Playbook: Where to add Spark Hire in your hiring process

Emily Wengert
Emily Wengert
  • Updated

As an HR or talent acquisition team, making decisions of which candidates to send on to hiring managers for face to face interviews is hard. In some cases, candidates' qualifications are the same. In other cases, individuals doing the preliminary interview/screening don’t quite know what to look for in a great candidate or there’s a disconnect with hiring managers.

A one-way video interview enables HR and talent acquisition teams to get a broader picture of the candidate upfront and collaborate with hiring managers to make better decisions.

Where to add Spark Hire in your hiring process

The first question to ask yourself is what problem do you want to prioritize?

For example, if you have both the volume and quality problem, you might add Spark Hire to a different place in your hiring process vs. a customer with just the quality problem.

Let’s say you solely have the quality problem.

Our recommendation is to build out the front end of your hiring process like this:

Resume Review → Intro Call → Spark Hire One-Way Interview


To-Do: Read this article on intro calls - what they are and when/how to use them.

If you have a volume problem, performing an intro call might not be possible given calendar constraints and the need for speed in the hiring process. 

If you’re coming to Spark Hire to only solve the quality problems documented above, doing an intro call before a one-way interview provides the opportunity to get candidates further engaged in your hiring process.

Organizations that communicate more with their candidates, via mediums like an intro call, have a higher likelihood of of them moving to the next step.

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