"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."

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

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

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

"I have recruited hundreds of people in my career, but never seen such an effective tool. It is very intuitive to use and I can warmly recommend it to all recruitment cases where the candidates are expected to have some skills in computer usage. That means almost all white collar …

“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."

“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.”

“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.”

"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."

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

”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.”