Video interviewing reduces administrative costs by 80% at Nuclear Graduates
Nuclear Graduates runs a high-volume graduate recruitment process with a very small recruitment and HR team spanning multiple sponsors and sites, creating a costly and administratively burdensome phone-interview-based process that was difficult to scale.
Phone interviews were inconsistent due to the large number of interviewers involved, required outsourcing to manage at scale, and wasted time on scheduling and no-shows.
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Video interviewing reduced administrative costs by 80%, eliminated the need to outsource, achieved an 81% completion rate above the platform average, and reached almost 90% candidate satisfaction.
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Frequently asked questions
What did this team achieve with this AI workflow?
Video interviewing reduced administrative costs by 80%, eliminated the need to outsource, achieved an 81% completion rate above the platform average, and reached almost 90% candidate satisfaction.
What tools did this team use?
Modern Hire, HireVue.
What results were reported?
Administrative costs reduction: 80%; Scheduling time per interview (before): Average 7 minutes per interview; Scheduling time per interview (after): Seconds for all interviews; Screening interview time (before): 30 mins x per candidate (source-reported, not independently verified).
What failed first in this deployment?
Phone interviews were inconsistent due to the large number of interviewers involved, required outsourcing to manage at scale, and wasted time on scheduling and no-shows.
How is this recruiting AI workflow structured?
Online application screening → Online test shortlisting → Asynchronous video interview → Staff video review → Assessment center → Offer decision.
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