41 Recright Testimonials

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

”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 skills and a personality which fits Reaktor’s company culture."

“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."

“Only one person was invited to a face-to-face interview, and she was hired for the open position as well.”

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

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

"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 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."

”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."

“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.”

"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."

"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."

”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."