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

"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 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. …

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

“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."

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

"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."

“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.”

"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."

”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.”