JYSK – Scaling video interviews to global recruiting

JYSK – Scaling video interviews to global recruiting


Before this pilot, I actually got a chance to try out the system. After using it I realized it’s what all
recruiting tools should be like – it’s very simple and something that every employer and manager will be able to use. It’s also easy for the jobseekers, and therefore, a positive experience for them. From the first using experience when I did test interviews and answers, the system was very easy to use. Above all, we wanted consistent quality and to build our employer image and visibility. The people who do well at JYSK are also the people who can convince us with a video answer. We saw that using the video interviews supports our goals. If we think about the spirit inside our company, – – the biggest challenge in the employer branding must be to actually communicate it all to the outside world. We have tried to come up with several ways to tell
people how great it really is to work at JYSK. We also wanted to be one of those companies on the frontline that stand out from the rest. We are always moving forward as a company and wanted to do so in our recruiting as well. Given that we have 74 stores in Finland and internationally we are in 50 countries, – – are consistency and equal quality the benefits of video recruiting for us globally. If we again think about the employer image,
we need to remember that recruiting is an important part of it. We pay close attention to the attitudes
of our candidates. It’s not so much about the work experience and knowledge, – – but about the personality
of the people we recruit. With the video interviews we get to see more than just the resumes The
recruiting is more efficient and the managers get a good idea who to take forward in the recruiting
process based on the video answers.


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