“Overall video interviews offer more benefits compared to phone interviews. Video interviews allow everyone involved to focus and be actively engaged during the 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."

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

"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."

“Video interviews help us act fast when necessary. In some cases, we can even introduce the suitable candidate to our client within the same day."

“Video interviews tell us a lot more about the candidate than cover letters and CVs do. Of course, we look at the candidate’s skills, work history, and education, but personality is an important criterion as well. Different people would fit different types of companies, and thanks to video interviews, our …

“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.”

"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."

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

“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.”

”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."

”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.”

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