"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 …

"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."

"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."

"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."

”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."

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

”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."

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

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

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

"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."

”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.”