158 Hirevue Testimonials

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

“In previous years, students needed to wait in line for hours to get a chance for a 5 minute interview. Now, we bring iPads to Career Fairs, students simply need to answer 2-3 general questions, and we follow up with relevant job opportunities. With HireVue, we can consider every interested student, not just those who get in line first.”

“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.”

“Our conversion rate wasn’t very strong, and we had to run additional Assessment Centers. This means taking staff out of business for the day, which can impact our production, which in turn impacts our customers, all these knock-on effects. With Modern Hire, we have been able to reduce the number of candidates we meet thus reducing our hiring managers’ downtime from their operational work.”

“There was an increase in the volume of hiring that was needed for the business, with up to 900 hires needed per year globally, just for Customer Service. So rather than having an army of recruiters, every time the TA team got more reqs, we tried to think about how we can be smarter in our approach to hiring. We wanted to do it in exactly the same way that we did in our Customer Service world. It was the same mindset of removing friction and low-value tasks for candidates and recruiters, creating the capacity for the high-value stuff. This is when we came to HireVue."

“We were really pleased with both innovations to this year’s Fund. The Video Interview was always on a trial basis, if it didn’t work we wouldn’t run it again but we were delighted with how it worked and it’s here to stay. The public voting also exceeded our expectations and we were delighted that the message was getting out there.“

“We’re looking for someone with leadership qualities, someone who has strong communication skills, who will be comfortable speaking up, challenging ideas and presenting to senior leaders.”

“The video applications on Sonru were very useful when discussing the merits of each company with the other judges.”

“In addition, it’s important that we set RBC apart as a brand, and one way to do that is to showcase our dedication to innovation and the candidate experience.”

“Sonru has given us a low cost, low risk means of assessing borderline candidates where we can see where their strengths and weaknesses lie. We’ve had quite a few cases of hiring managers saying ‘I would have rejected this guy if not for Sonru and he’s really good’. They have been pleasantly surprised by the responses and quality of the responses.”

“So we’re seeing fewer and better candidates from the Video Interviews at less Assessment Centers (one less than last year) with higher conversion rates than we had previously which is great.”

“So we’re seeing fewer and better candidates from the Video Interviews at less Assessment Centers one less than last year with higher conversion rates than we had previously which is great.”

"The process provides a robust test of a candidate providing evidence of their suitability for the roles in terms of technical and behavioural competencies.”

“For Mercy Health, one of the significant advantages of using video interviewing is the ability for our hiring managers across multiple site locations to view the interview and assess their suitability for the role.”

“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.”