Case Study: AJW Group

How AJW Group Streamlined Entry Level Hiring With Spark Hire Video Interviews

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About AJW Group

AJW Group is the world-leading independent specialist in the global management of commercial and business aircraft spares, supporting airlines, MROs and OEMs with the supply, exchange, repair, and lease of airframe and engine components. The Group is a key player in the value chain across Airbus and Boeing commercial aircrafts and Bombardier business jet platforms. They also manage a global network of specialist workshops, meticulously benchmarked to ensure consistency of repair, price, quality, and turn-around time.

Goals for Video Interviewing

Experiencing a high volume of applications for their entry level roles, the talent team was in a time crunch. They wanted a platform that would be user-friendly to everyone involved in the hiring process, from the talent team, to hiring managers, and even candidates. To keep their process timely, they wanted the ability to set deadlines for one-way video interview completion and save their question sets for future use for easy scalability.

Q&A with Talent Acquisition Lead, Jade Johnson:

What inspired you to look into video interviewing? Were there specific challenges in your day to day were you looking to solve with video interviewing?

We experience high volume recruitment for our entry level roles. In an already lean organisation, the time commitment to screen for these high volume roles was massive.

Did Spark Hire replace a similar tool or is this the first time your team is using video interviewing?

Spark Hire is our first video interviewing platform, though we used Microsoft Teams for interviews previously.

What criteria did you have in mind for a video interviewing solution?

Our criteria for our video interviewing platform was threefold:

1. user friendly for both candidates and hiring managers,

2. ability to set deadlines on one-way video interviews, and

3. save a list of questions to use in future roles.

What made you choose Spark Hire as your video interviewing solution?

They have a plethora of positive online reviews, previous good experience with the company, an easy to navigate website, and flexible pricing plans.

What was getting started with Spark Hire like?

Quick, easy, and hassle-free. I was offered support from Spark Hire to set up, however, due to the practicality of the platform, I easily created jobs and recorded video interviews without the need of assistance.

How has Spark Hire improved your hiring metrics and process?

Most importantly, using Spark Hire has saved the hiring team time and enabled us to review more candidates in a shorter time window. The process has decreased time to hire and showcased how, as a company, we value technology in everything that we do.

What was your team’s hiring process prior to using Spark Hire?

We interviewed candidates virtually through Microsoft Teams.

How do you get your team members to buy into video interviewing?

All we had to do was invite the hiring manager to use the platform at our Recruitment Partnership Meeting. We also created a showpiece which included testimonials from hiring managers that had used the software in a weekly internal communications email. With the time savings they discussed, it was an easy sell to the rest of the hiring managers and talent team!

What was your aha moment — the moment you knew you loved Spark Hire?

When every hiring manager gave fantastic feedback.

Why should other hiring teams look into video interviewing?

Spark Hire allows great collaboration between hiring teams for reviewing candidates one-way video interviews. The platform is an easy to use platform and without the need for training, hiring managers can quickly navigate, adopt, and use. It allows hiring teams to invite candidates who would not necessarily get a chance at pre-screening due to time constraints, thus opening up a wider talent pool.

What are three words that describe your experience working with Spark Hire?

Speedy, pain-free, and easy

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