SeatGeek was built in 2009 as the only mobile ticketing marketplace created with fan experience top of mind. They transform the way fans buy and sell their tickets to their favorite live events across sports, music, and theater.
SeatGeek wanted to test out video interviewing for their Customer Experience position, at first. Their goal was to improve the interview process by replacing their phone screens and hire many people, quickly. One of their priorities was to maintain the integrity of their candidate experience throughout their interview process.
We were looking for ways to minimize the time our recruiting team and hiring managers spent on initial interviews while still learning about candidates and their skill sets. We just wanted to do it in less time.
This is our first time doing one-way video interviewing.
We wanted to ensure that candidates were still having a great experience with SeatGeek even if they weren't starting out on the phone with a team member. So being able to personalize aspects of the process (i.e. welcome videos from the team, customizing questions specific to our company, etc.) were key to ensuring we kept our candidate experience as a priority while utilizing a video interviewing tool.
The set up was honestly pretty quick! We already knew what kinds of questions we like to ask and integrating it with our ATS, Greenhouse, was easy. I would say the longest part for anyone could be figuring out what questions are best to ask if you're using one-way video interview because it isn't conversational. Our team flexed our thinking towards questions that don't require follow up or digging deeper to understand. We found it helped us communicate very clearly in each question to help our candidates answer our questions.
We've been using Spark Hire for nearly 10 months and have hired 40 people using one-way video interviews as part of the interview process.
Prior to using Spark Hire, we would have a recruiter or hiring manager talk to each candidate on the phone for 30 minutes as an initial screen. It was time intensive and inefficient for roles that had many qualified applicants.
We use video interviewing for the first step of our interview process. We let candidates know when they apply that if we choose to move forward they will receive an email to complete a one-way video interview.
We really value our time at SeatGeek and strive to find ways to be more efficient. When we told our team one-way video interviewing would reduce the amount of time spent on the screening stage and be more efficient overall, they quickly jumped on board.
It saves time. We're able to consider more candidates for a role because one-way interviews take less time to review than a phone call. We also find we can move candidates through the process more quickly due to them being able to complete their interview after work hours or on the weekends when they have free time.
When we made our first hire using Spark Hire in 23 days! It beat our previous record by 3 days, which seemed incredible.
Not only can video interviewing save time for your team and lead to faster hiring, but it can be a great way to test candidates' comfort with technology and troubleshooting if they have issues.
The ability for candidates to record their interview when they have time, and our team's ability to watch while taking notes, pausing, or rewinding to hear something again, and really take the time to listen to the candidate while also gathering information to assess their skills and fit for the role.
Useful. Innovative. Efficient.