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

"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."

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

“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."

“Firstly, we get more information on each of the candidates compared to just reading their CV’s. We can ask questions that are relevant for that particular job, and we can see what kind of personalities they are, and so we get a better grasp of their know-how through the videos.”

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

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

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

"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."

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

“Recright did save me at least 50% of my time and helped me to be much more efficient with my job."

“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."

”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.”