158 Hirevue Testimonials

“Hiring the right people that understand how to provide a positive fan experience, and who go above and beyond to do so, is what we look for in our recruitment efforts. For us, it’s all about the fans, and our game day talent is on the front lines and plays a critical role in ensuring an amazing, memorable experience.”

"We needed the technology to be easy to use and customizable as we have 600 different unique situations. What we found with Modern Hire is that we were able to do that customization."

“We needed a better way for our company to standout, a more engaging way to tell our story, describe our company mission and values, and ultimately sell the opportunity to candidates.”

“Modern Hire has integrated interviewing, assessment, predictive analytics and AI technology to deliver a data-driven hiring experience based on trusted science and proven technology."

“On-demand phone interviewing is a big selling point. I’m offering candidates an opportunity to interview on their own time, when it works for them. I also get candidate responses much faster. On average, I send out 60 to 70 interview invites each week. I’ll have candidates to review the next day, and within a week, I have about 25 candidates to review. I would never connect with 25 candidates in a week over the phone, I just wouldn’t.”

“We wanted to make sure that we would truly be selecting the best candidates from these interviews, and take any unconscious bias out the process. Video interviews were the core component here, and this was a big hurdle for some of our internal stakeholders to get over. We had to ensure we had a digital process, but one that that felt very human, not robotic, and it had to better and more efficient at selecting candidates than an in-person interview.”

“I use Modern Hire to schedule our live voice interviews for CNAs and RNs. In the past, to get a candidate on the calendar would take about 4 days and now, a candidate applies in the morning and I can be interviewing them by the end of the day! Taking out the phone tag has taken my process from days to hours.”

“Reducing our time to fill was a huge objective of ours when we implemented HireVue. In less than a year, across all of our teams, we’ve gone from an average time to fill of 70 days down to 59 - a 15% reduction! Anytime we can get quality talent in the seat faster, it’s a win for us. I only see this number continuing to drop from here.”

“I joke with my VP that we interview while we sleep. After sending the invites, we come in the next morning and have 30-70 completed interviews to review. We can quickly identify about half of those people to submit to our hiring managers. It speeds up the process, and it’s fun, too.”

“As we introduced HireVue into our selection process, the feedback we’ve received has been better than I expected. This indicates our target audience is adaptable and able to adjust to the new methods of interviewing that employers are using today, One of our signature scholarship programs is with a top government agency. We have all of the applicants for that program take a HireVue interview. It’s been incredibly well received by that team and provides a mechanism for providing feedback. If they want to know why a student was or was not selected, we can point to the interview as a record. Our partners value our innovative approach to the selection process.”

“Modern Hire combines the power of interview technology and predictive assessment while keeping the candidate experience a key customer priority.”

“We need teachers to be self-motivated and have the ability to ensure student success through differentiated instruction. They must be able to create a climate that promotes respect, tolerance, and peaceful problem solving for all students.”

“Another challenge we face is the impact of making a mistake when it comes to hiring a teacher. We don’t get a second chance to hire the right teacher, making quality of our candidates critical.”

“Over the past four weeks, I’ve had 48 people self-schedule and interview with me. That’s 48 people that I know purposefully applied for my job and want to take the next step. Previously, myself and another recruiter might spend 4 hours making those 48 phone calls and only reach 10 people."

“We wanted to hire our own officers and train them in what we know to be best practices in working with youth. We train them on being counselors and advisors. We built that team of 53 officers in five months, and we’ve seen a 90% retention rate. What’s more impressive is that in the year prior to having our own officers, there were 600 student criminal offenses, and this past year it was reduced to 150.”