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The video recruitment software designed just for you
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01
Create a job ad and receive applications
You can decide whether to incorporate video during this first phase. Consider including a video introduction of yourself and your company in the job ad. You can then invite candidates to submit a video introduction in response, or only ask for responses in the next step.
02
Prepare your interview questions
Before sitting down to record your video questions, think carefully about what information you need from candidates to make smart recruitment decisions. What qualities are you looking for in candidates? What types of personalities fit your work culture? Less is more when it comes to video interviews—it’s good practice to ask three to five questions.
03
Record video questions
Recording video questions should only take about five minutes or less, and you can send the same questions to all candidates. Instruct candidates on how long their answers should be and provide any other specific guidelines. Most recruiters find the optimal length for one video answer to be within two minutes.
04
Review candidates’ video answers
Since there’s no need to coordinate schedules with candidates or your team, it’s easy for both recruiters and hiring managers to see all the candidates on their own time.
05
Interview only the top candidates face to face
Now that you and your hiring team have reviewed all the video answers, you have a clear idea of what candidates you do—and don’t—want to move forward with. Invite only the top candidates to in-person interviews.
How JYSK uses video interviewing to build an agile retail recruitment process.
Jonathan Laitala, HR Business Partner at JYSK
"We are hiring for attitude and skills. And you don’t see the attitude from a CV, or as we call it, the twinkle in the eye. We’re using Recright because you can see this very quickly and very easily through the video interview"