"Video interviews are a perfect fit for our recruiting process, since we want to be pioneers and enhance the process. Our employees are 30 years of age on an average. We have a lot of young applicants, who are used to using modern technology. For candidates, this is a great …

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

“We will definitely be using Recright video interviewing tool in our future recruitments as well.”

"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."

"We will definitely be using RecRight video interviewing tool in our future recruitments as well."

"Our experiences were very positive. Recright video interviewing tool sped up the recruitment process and made it more effective. Constructing a video interview made the process more interesting from our point of view as well; it was a nice addition to our own work as well. Adding a video interview …

"Fast quality results in screening. I can't imagine going back to phone screening!"

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

“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."

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

"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."

"For a temporary worker tasks are very demanding, so active and outgoing personality is a requirement. Our task becomes much easier, when we can get an impression of the candidate early in the recruitment process."

”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."

”Our recruitment process could be compared to dating. It’s a long-term process, and if we find the rockstar who fits Reaktor’s culture, we want to stay in touch even if the perfect job’s not open at the moment. There’s always a job (at some point) for a candidate with great …