“Video interviews help us act fast when necessary. In some cases, we can even introduce the suitable candidate to our client within the same day."

”With video interviews, you can affect images and create impressions in various ways. We have been very happy with [the] Recright video interview tool and will surely use it in future recruitments as well."

“Recright did save me at least 50% of my time and helped me to be much more efficient with my job."

"Allows the entire global recruiting team to review the video answers."

"This service is amazing for interviewing people across timezones."

"Always ask the questions on a video – it is fair to the candidates, and also gives you an opportunity to create a positive employer image, when the candidate sees the company throwing themselves in as well."

"It was great to see the replies to the case study question. Giving everyone the exact same task helped us to differentiate between the candidates and really contributed to our selection process."

“Video interviews tell us a lot more about the candidate than cover letters and CVs do. Of course, we look at the candidate’s skills, work history, and education, but personality is an important criterion as well. Different people would fit different types of companies, and thanks to video interviews, our …

"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."

"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."

”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.”

”Human-to-human communication was emphasized in this recruitment process, and it allowed us to engage our candidates to our brand. Even ones who did not get hired for the job will surely have a new perception of Siwa and its values."