“Although video interviews have added a needed level of screening and are useful, they actually made the selection for Skype interviews harder because we had a stronger applicant pool as a result."

"Video interviewing is especially a new method to get closer to the applicant. Now we can offer more applicants an opportunity to make an impression."

"The tool itself is quite bulletproof, you can’t really do the interview wrong. You will learn some of the "tricks” by simply using it, but the advice I got from RecRight about the camera angle and sample questions helped me a lot when I was recording my first interview."

“There were suspicions on how candidates will succeed answering video questions because of candidates were different ages."

"In one hour I can evaluate 20 video interviews instead of using the hour for a few phone calls."

“Recright increases our hit rate, decreases the amount of interviews we need, involves the manager at a much earlier stage, and it saves us a lot of time.”

“Overall video interviews offer more benefits compared to phone interviews. Video interviews allow everyone involved to focus and be actively engaged during the process.”

"RecRight offers a way to save time both for the candidates and for us by using modern methods."

“RecRight fulfills even the most strict data privacy requirements and respects our applicants’ data privacy the way we do."

"RecRight represents modern thinking in recruitment and using it helps people to get the right impression of Aalto University – we want to be modern, agile employer and using RecRight supports this employer brand."

"Not having to travel or to schedule a time for an interview was very positive. On my video replies, I tried to be relaxed, although the opportunity to re-record my replies came in handy – I did not want to send videos where I stammered on my words, for example. …

“Only one person was invited to a face-to-face interview, and she was hired for the open position as well.”

”Above all, we wanted consistency and also brand visibility.”

“In the Supervisor Training, we have watched videos and discussed the reasons why some supervisor would have chosen a certain candidate for an interview while someone else wouldn’t have, and what are the reasons for these differing opinions."

“We explain it’s a chance to present yourself so we can get to know you better—you’re not competing for an Oscar, Calling people first is still less time consuming than inviting everyone to an in-person interview.”