41 Recright Testimonials

"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."

”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.”

"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."

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

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

"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."

"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 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."

"Our experiences were very positive. Recright video interviewing tool sped up the recruitment process and made it more effective. Constructing a video interview made the process more interesting from our point of view as well; it was a nice addition to our own work as well. Adding a video interview alongside the written application gave us a lot of information about the applicant. It also shortened face-to-face interviews – we mainly talked about contract details and Airpro as a company in personal interviews."

"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 way to stand out from the crowd. They are able to sell themselves to us."

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

"Recruiting is largely a game of speed which you try to complete as cost-effectively as possible while maintaining the positive employer image."

”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.”