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

“The team had previous experience with other solutions; Recright seemed simple and matching to our needs. The best thing about Recright is that it’s easy and quick to use.”

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

“Firstly, we get more information on each of the candidates compared to just reading their CV’s. We can ask questions that are relevant for that particular job, and we can see what kind of personalities they are, and so we get a better grasp of their know-how through the videos.”

"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."

”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 …

”There simply is no reason per se, why older companies couldn’t change their culture as well. I see this as an echo from the past; when you’re afraid of making mistakes, you’re also afraid of anything that’s new.”

“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."

"I have recruited hundreds of people in my career, but never seen such an effective tool. It is very intuitive to use and I can warmly recommend it to all recruitment cases where the candidates are expected to have some skills in computer usage. That means almost all white collar …

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

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

”So far we use video for internship and graduate hiring. The idea being that it is appealing to this generation of tech savvy candidates as well as it allows for hiring efficiency.”