57 Hirevue Testimonials

“That first year, we had 50% more adoption than we thought we would. Once our investment bankers discovered it would save them time and give them more access to the candidates, it was very effective.”

“Perisher brings in some 600 new staff as part of its 1300 seasonal workforce each year, with candidates for these roles coming from all over Australia and internationally. We needed a system able to accommodate the varying times that candidates were available to interview and when managers could review them.”

"One of the biggest benefits that the business saw was around reducing unconscious bias. HireVue has helped reduce bias by 90% from the hiring process, which has contributed to achieving a 50 / 50 hiring split for gender across all levels of the business so far in 2021. Previously, this was 70 / 30 and male dominated. The Executive Committee is now also very diverse with a 50 / 50 gender split. This really helps other people in the business aspire to be what they can see.”

"As a global company, Rio Tinto needs to source talent from all over the world. Innovative solutions like HireVue allow us to quickly place prospective employees in front of hiring managers with minimal expense and logistical effort. HireVue offers us great flexibility and a competitive edge in the crucial first stages of candidate interaction and attraction."

"This is a tool. This is how you use it. Go use it, We'll help you implement it. Yes, you are very geographically dispersed, so we’ve got six different geographies across the world.”

"When you meet a student at a career fair it can be very two-dimensional.You receive a resume and have conversations that you then have to convey to a hiring manager back at headquarters or in the field.HireVue's video interviewing solution brings three-dimensional life to the candidate and gives managers instant access to top talent."

“I’m excited. Going forward, organizations need to be innovative and flexible. Think of nurses that work nights. They’re not interviewing that great at 9:00 AM in the morning. And my recruiters don’t want to interview them at night. Modern Hire enables us to really leverage that innovation and flexibility. Recruiting in healthcare isn’t easy, we’re all competing for really good talent. So I challenge everyone to use interviewing technology, because I’m going to be!”

"Just seeing how quickly this all manifested was absolutely incredible. There were times we’d send out interview requests, and by the time we got back into the system, we already had responses. Sometimes you wait a week just to schedule an interview, but with Montage, we could get completed interviews back within a matter of hours.”

"Our talent philosophy at Ocean Spray is about getting the right people into the right positions.”

“Annually, we’ve estimated that our pre-screening process, including the Montage on-demand interview, saves the company $6 million a year. It’s repeated, it continues to show itself year after year. And Montage is a key piece of that.”

“I found the digital interview process to be very flexible and adaptable.”

"HireVue streamlines and expedites candidate screening without compromising quality."

"Prior to Montage, our initial candidate evaluation time was 90 minutes. Now, we’ve cut that down to 30 minutes."

“By embracing digital interviews across all open jobs, we’ve dramatically improved the recruiting function. We’re getting to the best talent quickly, ensuring cultural and personality fit much earlier in the process, and have created fans across our hiring managers and candidates. It’s been a true win-win situation for everyone involved and has helped showcase The Red Sox as a modern, cutting-edge employer.”

“With HireVue, we were able to hire 12 inside sales reps in less than three weeks; without HireVue, this would have taken at least eight weeks. Because we can screen faster and bring the best candidates in for final interviews quickly, we were able to make faster hiring decisions and dramatically reduce time to hire. This means my team is spending more time selling rather than reviewing bad candidates.”