158 Hirevue Testimonials

“Sonru offers huge savings in the cost of bringing people to interview: even reducing the number of personal interviews from 5 to 4 represents a 20% saving. We now use it systematically for almost all recruitments it’s become a real cost saver as we are recruiting from 20+ countries to Geneva.”

“We have introduced Video Interviewing for all vacancies in the Irish firm. Overall it has provided better alignment with HR and the business. We selected Modern Hire over several vendors because they had a proven digital platform with Plug and Play Technology. Being able to brand our account to reflect our messaging and EVP and its integration with the Taleo ATS were also factors in our decision.”

“Next, we’re interested in adopting HireVue’s game based assessments. I believe that this is something that we need for sure, in aviation there’s a specific skill set to actually succeed in this business because aviation is not for everybody – and we know it. We want the potential candidates to understand it too, and with these kinds of assessments we can identify if a person is the right fit for us – and us for them too which is equally important.”

“The flexibility, being able to watch the video interviews at your leisure was excellent. I watched most of the videos from home so having this sort of flexibility meant I could concentrate on my own tasks during business hours.”

“We needed a cost effective tool that would assist in screening candidates that were geographically spread and operating in different time zones. We also needed consistency in the questions to ensure that candidates were treated fairly and we needed a process that could accommodate the Recruitment Task Force who were based in Ireland, France, the Czech Republic, Spain and Italy.”

“I thought it was a good idea that could solve our problem. being able to organize an interview between the candidate and the 5 members of the task force interviewers located at 5 different locations across Europe.”

“Everybody has been really positive and agree it adds to mix. It’s really difficult to just see people on paper – part of the Mitchell Scholarship is being an Ambassador for the US which requires being able to think on your feet. With Sonru, you’re seeing their personality, seeing them answer impromptu questions and having to think on their feet which is going to happen when they’re away for the year whereas applicants may get help with the paper applications.”

“Sonru was heavily supported by the Acumen team and its primary use was to identify who to bring in for a face-to-face interview.”

“Sonru was very user friendly and made it easy to communicate with other viewers and interviewers.”

“We use Sonru for all levels of recruitment in our company and have found it particularly useful for the senior positions because many of those applications come from our global network and because of our Geography and the time zone difference around the globe. We have found Sonru invaluable in being able to conduct an initial interview, share the interview with our various stakeholders, both in country and in Asia Pacific, or indeed at one point globally, and all of that has just made the experience so much better now that we have Sonru.”

“The time saving factor with Sonru is awesome. Before, between setting up and conducting phone interviews, I would safely suggest it would be one hour per interview whereas with Sonru it would be maximum 15 minutes. So we get 45 mins back and in our industry, we’re time critical so it works wonders for our managers.”

“When we were flying our team overseas, available dates for interview were very limited and we missed the opportunity to meet good candidates. Now we can access everyone at the same time and Video Interviewing has enabled us to double the number of applicants we interview.”

“They love it. Now the team get to comment on the candidate videos and can have specific questions to ask the candidates.”

“It was a lot more fun Sonru was much appreciated as it’s easier to play back the video interviews than interact and set up phone interviews.”

“Some of our recruiters had concerns about not making a phone connection with candidates first. That was especially true of our RN recruiters, who typically have about six applicants per req. They were thinking, ‘With just a few candidates, why wouldn’t I just call them first and make the connection?"