Case Study: Redstone Federal Credit Union

How Redstone Federal Credit Union Saves Tons Of Time and Improves Their Candidate Experience With Video Interviews

About Redstone Federal Credit Union

Redstone Federal Credit Union has been proudly serving the Tennessee Valley since 1951 and now has more than 380,000 members. Redstone Federal Credit Union has over 4 billion in assets and 24 branch locations in Northern Alabama and Southern Tennessee. As the largest credit union in the state of Alabama and ranked among the Top 20 federal credit unions in the United States, Redstone Federal Credit Union are here to help you live brighter and make your financial dreams come true.

Goals for Video Interviewing

Redstone Federal is constantly hiring for high-volume positions and they've had a hard time coordinating schedules. This has resulted in a loss of valuable time doing phone screens and lost money by recruiting long-distance candidates, flying them out, only to find out they weren’t a good fit.

Q&A with Jennifer K. McDougal

Q:

What inspired you to look into video interviewing?

A:

One of the things that inspired us to look into video interviewing was the challenge of filling high volume positions. These are the positions that receive the largest number of applicants such as our Teller and Call Center positions, and take up tons of time for my department in phone screens.

Q:

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

A:

Before obtaining Spark Hire, our interview process for high volume positions consisted of two interviews, both of which we had the candidate physically visit our office. With Spark Hire, we were hoping to improve this process by having the candidate complete the first interview by video. Spark Hire has been a great solution in this aspect.

Q:

Describe your selection process and what you found most attractive about Spark Hire when signing up.

A:

Spark Hire’s one-way interviews have allowed us to “meet” the candidate for an initial interview without the candidate having to physically visit our office. This saves us time, as we can review their interviews at any point and do not have to coordinate schedules.

Q:

What was getting started with Spark Hire like?

A:

Getting started was an easy process.

Q:

What are some of the results you’ve seen with Spark Hire?

A:

The past year has been a very busy year in regards to hiring for our high volume positions. I believe the biggest savings we’ve experienced with Spark Hire is time. In the time it takes a candidate to drive to our facility, spend 20-30 minutes interviewing a candidate, and for us to jot down notes post-first interview, multiple video interviews have been viewed.

Q:

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

A:

I will use our Teller position as an example. Before Spark Hire, we would receive the applications which would go through our pre-screening process and make phone calls to each candidate that passed and grabbed our interest. Next, we would call the candidate in for a face to face interview, call the candidate back in for a second interview, and finally make our hiring decision.

Q:

How does video interviewing fit into your hiring process?

A:

Spark Hire has replaced our phone screen and first face to face interview. Now, we receive and pre-screen the applications, invite candidates to a one-way video interview, invite candidates to a single in-person interview, and make our hiring decision.

Q:

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

A:

Once our team members realize how convenient and what a time-saver Spark Hire is, it practically sells itself.

Q:

What is the biggest impact that video interviewing has on your hiring process?

A:

It has saved us a tremendous amount of time.

Q:

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

A:

As with any change, there’s always the possibility that not everyone will be on board. However, once we received our first few video submissions, we saw how excited most of our candidates were to complete an interview this way. That’s really what sold us. Not only would Spark Hire save us tons of time, but our candidates also found it to be a positive experience.

Q:

Why should other credit unions look into video interviewing?

A:

Not only is video interviewing a time saver, but it is also a great way to freshen up the interview process.

Q:

What is your favorite aspect of video interviewing?

A:

My favorite aspect is how much time Spark Hire has saved our team as well as the candidates.

Q:

What are some things you love about Spark Hire?

A:

We love the time savings we have experienced and the ability to collaborate with other employees by sending the interviews to them for their review.

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