"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 …

“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.”

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

"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 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.”

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

"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.”

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

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

"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."

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

"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 …