“We will definitely be using Recright video interviewing tool in our future recruitments as well.”

"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."

“We saw that screening candidates this way was time consuming. It all comes down to where we’re putting our time."

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

“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.”

”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.”

“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.”

“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.”

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

"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."

”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.”