"Recruiting is largely a game of speed which you try to complete as cost-effectively as possible while maintaining the positive employer image."

"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."

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

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

”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.”

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

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

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

”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."

“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."

”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.”