You’re in the right place if you’d like to learn more about Spark Hire, the one-way interview software that allows you to screen candidates with asynchronous video interviews.
While Spark Hire also offers an applicant tracking system (ATS), predictive talent assessments, and interview scheduling software, we’re going to focus on its video interview platform.
In this guide, you’ll learn everything you need to know about how to use Spark Hire interviews effectively: setup, integrations, pricing, and more.
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Spark Hire is a video interviewing platform that aims to streamline and enhance the recruitment process through one-way and live video interviews.
It helps employers to connect with candidates more efficiently with its self-paced interviews, especially when handling a high volume of applicants, or for remote and global hiring.
The goal of Spark Hire's platform is for companies to make better hiring decisions faster by reducing the need for initial in-person or phone interviews.
To log in to your Spark Hire account, either head to the web login page or pull up the app.
If you haven’t created an account yet, you can do so here. There is no free trial option so you’ll need to choose a plan immediately. The lowest priced plan is $149.
Once the deadline is set, you’ll generate the interview link. This link is what you'll send to candidates when inviting them to participate in the one-way video interview.
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Users subscribed to Pro, Team, Growth, or Enterprise plans can bulk add up to 1,000 candidates by uploading a CSV file. To do this, click the CSV upload option next to Add candidate(s) to interview, download the provided template, complete the required columns with candidate details, and then upload the file.
Additionally, users with Pro (at current pricing), Team, Growth, or Enterprise subscriptions can send updates to candidates through SMS.
If you've set up default email templates for one-way interview invites in your email template library, these will be automatically applied to your invitations.
To modify the email content or choose a different template, select Yes under the question "Do you want to modify the email invitation that will be sent to your candidate(s)?" You can then customize the message or pick another template by clicking Select Email Template and choosing one from the list.
When everything is ready, click Create to send out your invitation(s).
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Spark Hire offers three pricing options and an enterprise option too. They are as follows:
Spark Hire has some great capabilities, but it’s not for everyone—and in many instances, there’s an easier way to do asynchronous interviews.
Truffle focuses solely on providing all of the value that comes from phone screens, in a fraction of the time. And Truffle offers features like smart summaries, transcriptions, smart link sharing, and more—all at a fraction of the cost of Spark Hire.
Find out what Truffle can do for you by checking our product overview.
The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.
To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.
When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.
A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.
