41 Recright Testimonials

"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."

“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 HR consultants can assess the candidate’s attitude and overall suitability already before meeting them for the first time."

“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."

"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 alongside the written application gave us a lot of information about the applicant. It also shortened face-to-face interviews – we mainly talked about contract details and Airpro as a company in personal interviews."

"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 way to stand out from the crowd. They are able to sell themselves to us."

“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.”

"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."

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

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

“It was great to meet candidates in real life, but when looking at it from both a time management standpoint and also a sustainability standpoint, we asked ourselves whether all our efforts were justifiable."

“We saw that screening candidates this way was time consuming. It all comes down to where we’re putting our time."

"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."

“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."

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

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