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

"Allows the entire global recruiting team to review the video answers."

"RecRight represents modern thinking in recruitment and using it helps people to get the right impression of Aalto University – we want to be modern, agile employer and using RecRight supports this employer brand."

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

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

"The tool itself is quite bulletproof, you can’t really do the interview wrong. You will learn some of the "tricks” by simply using it, but the advice I got from RecRight about the camera angle and sample questions helped me a lot when I was recording my first interview."

"Not having to travel or to schedule a time for an interview was very positive. On my video replies, I tried to be relaxed, although the opportunity to re-record my replies came in handy – I did not want to send videos where I stammered on my words, for example. …

"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."

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

"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."

”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."

"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."

“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."