"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."

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

“Although video interviews have added a needed level of screening and are useful, they actually made the selection for Skype interviews harder because we had a stronger applicant pool as a result."

"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."

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

”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.”

"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."

"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."

“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.”

"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 …

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

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