Case Study: FCCI Insurance Group
How FCCI Insurance Group Eliminates Recruiting Hassles With Spark Hire Video Interviews
FCCI Insurance Group provides commercial property and casualty insurance with accountability, integrity, fairness, and service.
- 501-1,000 Employees
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About FCCI Insurance Group
FCCI Insurance Group provides commercial property and casualty insurance. More than that, they create partnerships and keep promises that allow businesses to grow and succeed, knowing risks are managed and claims will be resolved fairly.
Founded in 1959, FCCI has retained their guiding principles of accountability, integrity, fairness, and service. And because they are financially strong and mutually held, they provide long-term stability and security their customers can count on.
Goals for Video Interviewing
As FCCI Insurance works to expand their geographic reach, their team continues to grow. Expanding outside the Southeast US meant juggling time zones, candidate and recruiter travel time, and costs. It became obvious the team needed a way to screen candidates efficiently and effectively before handing candidates to hiring managers.
Q&A with Recruitment Business Partner, Julie Driver:
What inspired you to look into video interviewing?
We wanted to look into using video interviews to save time and accommodate candidates in different areas of the US. It is also great that hiring managers are able to view the video interviews for themselves, instead of reviewing a recruiter’s notes.
Did Spark Hire replace a similar tool or is this the first time your team is using video interviewing?
Spark Hire is our first time using video interviewing other than the occasional web conferencing software.
What criteria did you have in mind for a video interviewing solution?
We wanted something that saves time and is cost-efficient. Spark Hire is great because it offers several complementary features (including scheduling!), which have been of great use for us as well.
Describe your selection process and what you found most attractive about Spark Hire when signing up.
We were looking for a basic video interviewing platform that was cost efficient. Spark Hire’s customer service, product, and price were all great selling points for us. We started out with the basic package and have upgraded our account due to video interviewing’s popularity with our recruiters and hiring managers. Their feedback has been awesome.
What was getting started with Spark Hire like?
What are some of the results you’ve seen with Spark Hire?
I know I keep saying this, BUT we save SO much time! The interview scheduling tool prevents multiple emails back and forth with candidates to schedule a phone interview. The video interviews save even more time because I can email many candidates at once for an interview. Before, I would spend 30-45 minutes speaking to each candidate on the phone, followed by a call or email to the hiring manager to debrief. What took an hour (or more) before now takes about 10 minutes total! If we determine a candidate isn’t a good fit, we just move on rather than compete an entire interview.
What was your team’s hiring process prior to using Spark Hire?
Before Spark Hire, hiring managers requested that HR conduct a phone interview, which required multiple emails with the candidate to schedule (this process could take days). Afterwards, candidates would complete a 30-45 minute phone interview with HR. From there, HR contacted the hiring manager to debrief/recommend if they should move forward with a 2nd interview.
How does video interviewing fit into your hiring process?
It is a great fit. We have template emails we send directly from our system that include either a link to schedule a phone call or a link for the video interview. Managers can see contact has been made, and we add the completed video interview link to the candidate file for the whole team to review. Many times there are multiple managers involved, so the team as a whole is able to get a better feel for the “fit” for candidates.
How do you get your team members to buy in to video interviewing?
I thought this would be the hardest part of the transition, but our managers LOVE it. We started using Spark Hire more when we added a significant number of headcount to our IT team. The team could collaborate on these videos and decide which candidates were best for specific teams. Since then, we expanded our use of video interviews to other departments and received the same positive feedback!
What is the biggest impact that video interviewing has on your hiring process?
Spark Hire has saved time for many teammates involved in the interview process, is a great convenience for candidates, and created a shorter time to fill our open positions.
What was your aha moment – the moment you knew you loved Spark Hire?
The moment I received login information! Personally, I am a “techy” person, so I am always open to new technology. The HR team who originally tested Spark Hire loved it as well. All of the perks made it easy to get hiring managers on board.
Why should other Insurance companies look into video interviewing?
Video interviewing allows you a shorter time to fill open positions, less stress, and to email many applicants at once. You can fully customize interview questions, easily invite candidates to interview from social media, create a convenient experience for candidates, and encourage more collaboration within your company. We have better points of view on each candidate since we do not rely on one person’s assessment from a phone interview.
What is your favorite aspect of video interviewing?
Convenience for all!
What are some things you love about Spark Hire?
It has allowed me to focus time on some other recruiting items such as hard to fill positions. Candidates and hiring managers love it, and I can use the scheduler for items not related to candidate recruitment.
What are three words that describe your experience working with Spark Hire?
Convenient. Reliable. Innovative.