"Video interviews are a perfect fit for our recruiting process, since we want to be pioneers and enhance the process. Our employees are 30 years of age on an average. We have a lot of young applicants, who are used to using modern technology. For candidates, this is a great …

"We will definitely be using RecRight video interviewing tool in our future recruitments as well."

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

"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."

"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."

“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.”

”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."

“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.”

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

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

”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.”

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

"This service is amazing for interviewing people across timezones."