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

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

”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.”

"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."

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

“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 …

”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."

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

"Recright is intuitive and easy to use for my colleagues and me. It saves time, and we can see who's the best for the job in a short time."

”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."

“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.”

”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.”