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How Indiana Farm Bureau Insurance hired skilled technical laterals using short custom tests by Mochaworks delivered within 24-36 hours

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Invite-to-appear ratio
83%
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"Our managers are able to identify exactly who is more technically skilled than others. iMocha assessments give us an accurate idea of what candidates are capable of once they get into the company. Also, SMEs at Mochaworks are quite dedicated in delivering the right assessments very quickly. "

Stephanie Page,

Indiana Farm Bureau Insurance, Talent Acquisition Specialist
Indiana Farm Bureau Insurance at a glance

Founded in 1934 by the family of companies of Indiana Farm Bureau Insurance has grown to include insurance products for auto, life, home, business and farm. Additionally, banking and other financial services and products are available. With their home office in Indianapolis and local offices in all 92 counties, Indiana Farm Bureau Insurance serves Hoosiers with more than 450 agents and nearly 1,200 employees.

Headquarters: Indianapolis, United States

Global Presence: 92 locations

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Employees:

1200+

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Established:

1934

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Industry:

Insurance

iMocha products used:

Talent Acquisition

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Skill Assessment Consulting

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the challenges
Indiana Farm Bureau Insurance wanted a solution that would help solve difficulties in identifying the technical expertise of candidates, save time during the interview process, redefine the traditional interview process that was unable to identify the skills of candidates, and screen skilled lateral candidates for technical roles in the IT department by using a reliable assessment process.
The challenge

To test skills of candidates, the company used to arrange a technical interview. The interview would be headed by the company’s technical experts. After identifying primary and secondary skills pertinent to the job description, questions would be curated to test candidates’ dexterity. This process was unable to screen out technically skilled candidates. Time and effort used up in technical interviews was not reaping much output for the company and created a lot of redundancy. An alternate screening process at the first stage of hiring was the immediate need.

With the new hiring approach using iMocha assessments, the first round of screening was replaced with iMocha’s assessments. After detailed mapping of primary and secondary skills in the job description, ready to use assessments were curated to test technical skills accurately. High quality content was incorporated in these ready-to-use assessments and they were closely aligned to match job roles. Finally, after validating them with global subject matter experts at Mochaworks, invitations were rolled out to candidates.

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

  • A good response rate from lateral candidates with an 83% invited-to-appear ratio.
  • Manual efforts replaced with automated screening process, saving time drastically.
  • Candidate performance analytics automatically generated to enable quick shortlisting.
  • Only skill-fit candidates screened in for interviews.
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