Recruiting · Production

Ferguson modernizes campus hiring with on-demand interviews and automated scheduling via HireVue

The problem

Ferguson's lean campus recruiting team faced a surge to triple the previous applicant volume, leaving recruiters unable to process candidates fast enough using their existing phone-interview-heavy approach.

First attempt

The previous approach of lenient screening followed by phone interviews with a large pool of applicants each semester could not scale when applicant volume tripled.

Workflow diagram · grounded in source
1
Campus recruiting intake
trigger
“Each fall and spring, Ferguson undertakes an extensive campus recruiting effort to hire entry-level trainees”
2
On-demand text interview
output
“We've taken it to the next level by incorporating true interview questions to better evaluate candidates in the first round. We also ask which division of Ferguson they're most interested in to help candidates know what all we do. We ask…”
3
On-demand video interview
human_review
“Qualified candidates are invited to complete an ondemand video interview”
4
Automated self-scheduling
integration
“those moving forward use Modern Hire's (now part of HireVue) automated scheduling to self-schedule a live voice interview”
5
Live phone screen
human_review
“Recruiters can dive deeper in these phone screens, and record the interviews in the platform”
6
Final in-person interviews
human_review
“final candidates are invited to a day of live interviews at a regional Ferguson location, which the team holds once each semester”
Reported outcome

Ferguson now handles about triple the candidate volume, has doubled the number of phone interviews conducted with qualified candidates, and significantly reduced recruiter time spent on interview scheduling.

Reported metrics
Candidate volume handledabout triple the candidate volume
Phone interviews conducteddoubled the number of phone interviews
Recruiter time on interview schedulingsignificantly reduces
Offer ratesmid-90s
Reported stack
Modern HireHireVue
Source
https://www.hirevue.com/case-studies/ferguson
Read source ↗

Frequently asked questions

What did this team achieve with this AI workflow?

Ferguson now handles about triple the candidate volume, has doubled the number of phone interviews conducted with qualified candidates, and significantly reduced recruiter time spent on interview scheduling.

What tools did this team use?

Modern Hire, HireVue.

What results were reported?

Candidate volume handled: about triple the candidate volume; Phone interviews conducted: doubled the number of phone interviews; Recruiter time on interview scheduling: significantly reduces; Offer rates: mid-90s (source-reported, not independently verified).

What failed first in this deployment?

The previous approach of lenient screening followed by phone interviews with a large pool of applicants each semester could not scale when applicant volume tripled.

How is this recruiting AI workflow structured?

Campus recruiting intake → On-demand text interview → On-demand video interview → Automated self-scheduling → Live phone screen → Final in-person interviews.

Related recruiting cases