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

“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."

"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."

"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.”

”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.”

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

”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."

"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."

“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."

“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 …

”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.”

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