Kaizen Gaming is the leading GameTech company in Greece with international operations across 7 countries.
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Kaizen Gaming is the leading GameTech company in Greece and one of the fastest-growing in Europe. International with a local approach, Kaizen operates in 7 countries, with the Stoiximan brand in Greece and Cyprus, and with its international brand, Betano, in Germany, Romania, Portugal, Brazil, and Chile. Their aim is to leverage cutting-edge technology to provide the optimum experience to those who trust them for their entertainment.
Kaizen wanted to reduce the amount of time they spend on first stage interviews and phone screens. Through their video interviews, the team wanted to improve collaboration across their hiring decision makers and ensure 24/7 candidate support. Last, the team needed their video interviewing platform to integrate with their applicant tracking system, Greenhouse.
In our business, we have many roles that attract a high volume of applicants. With our previous recruitment process, this meant hiring took up a lot of recruiters and hiring managers' time. This was not scalable, and the overall process had a poor return on investment. So we decided to investigate alternatives in order to reduce the time we spend on our initial screening.
No, we did not have a similar tool.
The video interviewing platform we chose must have an integration with Greenhouse, our ATS, incorporate video questions, and allow us to customize the video interview experience with our brand and content.
We were between HireVue and SparkHire. Some of our colleagues had previous experiences with HireVue and found it unsatisfactory. So we decided to go ahead with Spark Hire.
Great!! Our account manager made it a very easy process, helping us with planning and organizing before going live. We felt ready for anything!
I can’t even explain in a single line! Here's what I've shared with some of our internal stakeholders. We started using Spark Hire early on in December and only for our Brazilian recruiting efforts. For the majority of the positions, we reached or surpassed the total number of first interviews conducted during the whole rest of 2020. Of course, our sample was not 100% indicative for all the positions, but when comparing it to our efforts in Greece which were running almost all year long, we have managed to screen the same number of candidates with Spark Hire in only 4 months.
The number of screening interviews completed through Spark Hire is extremely high. In a normal process, there is no way to complete, for example, 62 first interviews in such a short time. And if we attempted to do so, it would increase the hours invested in the first interview from 8 hours and 30 minutes to 30 hours. We would need almost quadruple the time (an increase of 376%) in the first stage. We've continued to see success as we've implemented Spark Hire in Greece and Portugal, followed by Bulgaria and Romania.
Before Spark Hire, we would begin with a first interview completed by the talent team and hiring manager, then proceed to a final interview with our HR business partner and department lead.
With Spark Hire, we begin with a one-way video interview which is reviewed by the talent team and hiring manager. Then, the candidate and hiring manager complete a one-on-one interview, and those that advance to the last round interview with our talent team and the department lead.
I just showed them the data! It is important to demonstrate how a new tool or process will make their lives easier, bring value to the company, and maintain our high quality standards. In the beginning it was not easy. There were several constraints at the beginning because of a lackluster candidate experience on our part. That made video interviewing a distant second in comparison with our first face to face interview. Working with the team, we created videos presenting our team and giving more context to our candidates about why and how to complete our video interview.
When we saw the data! We experienced enormous, like, totally extraordinary results. We added 150 members to the company using Spark Hire in the recruitment process. Candidates completed more than 900 unique interviews, with a 60% conversion. In order to achieve those results with our old process, we would have needed 4x the time to complete recruitment.
We were so impressed with our results that we submitted two proposals for the Greek HR Awards, with our Spark Hire Business Case. And we won awards in both the "Most Innovative Use of Technology in HR" and "Most Effective Recruitment Strategy" categories! We are very happy to see that our work, implementation, advice from the Spark Hire team, and use of video interviews is so fruitful.
If you're looking to scale your hiring, or fill positions where you receive a large number of CV's, using video interviews ensures more people enter your recruitment funnel. And, you're more likely to find the talent you're looking for.
Our candidates love the way our company uses technology. As we are a game technology company, video interviews help us convey that from the start of our recruitment process. We innovate, do something different from our competitors, and this gives more candidates an opportunity to get to know us.
Responsiveness, easy, candidate experience friendly