Summer, trainee & graduate recruitment
Run high-volume summer recruitment without scaling the workload.
Summer recruitment can mean thousands of candidates, dozens of roles and many hiring managers. Recright helps you keep the process structured, consistent and easy to manage — from early video screening to the entire recruitment project.
Planning your next campaign? We can help you find the best way to structure it.
Trusted by organisations running some of their biggest recruitment campaigns of the year
50,000+
Candidates
500+
Summer, trainee and graduate recruitments
100+
Customer organisations
50,000+
Candidates
The challenge
When candidate volumes grow, small tasks become a big workload.
Thousands of applications are not the problem on their own. The workload comes from everything around them: screening, comparing candidates, coordinating hiring managers, sharing information and arranging interviews.
“High candidate volumes require a well-planned recruitment process supported by efficient tools.”
Too much time spent screening
Manual application review quickly adds up when candidate volumes reach the hundreds or thousands.
Too many people to coordinate
Recruiters and hiring managers need an easy way to work together without creating more administration.
Inconsistent candidate assessment
When teams evaluate candidates differently, comparison becomes harder and decisions become less consistent.
Candidate experience still matters
High volume cannot mean an impersonal or confusing recruitment process.
How OP Pohjola does it
This is how OP Pohjola structures the recruitment of hundreds of summer employees.
October
November
December
January
February
March
STEP 01
October
Set the approach
Choose the recruitment model and tools before the detailed planning round begins.
STEP 02
November
Plan the campaign
Recruiters and hiring managers review summer hiring needs and agree on roles and responsibilities.
STEP 03
December
Prepare to launch
Define recruitment profiles, prepare video questions, secure internal approvals and finalise job postings.
STEP 04
Jan-Feb
Applications & assessment
Applications and video responses are reviewed and candidates moving forward are selected.
STEP 05
Feb-Mar
Interviews & selection
Shortlisted candidates move to the interview stage and final hiring decisions are made.
The key is to start before applications arrive
Clear responsibilities between the recruitment project team and hiring managers make it possible to manage thousands of applications and hundreds of hires consistently.
Use Recright where it removes the most friction.
You do not need to rebuild your whole process. Use Recright at one stage, several stages, or as the environment for the complete recruitment project.
01
VIDEO IN THE APPLICATION
Get useful information earlier.
Ask candidates a few predefined questions alongside their application. Learn more about skills, motivation, communication or language proficiency before the first live interview.
02
VIDEO AFTER SCREENING
Reduce the number of live interviews.
Shortlist candidates first, then use asynchronous video before live interviews. Every shortlisted candidate goes through the same structured stage.
03
THE ENTIRE PROJECT
Keep the campaign in one environment.
Manage roles, applications, communication, video interviews and candidate assessment together — especially useful when many recruiters and hiring managers are involved.
What recruitment at scale looks like in practice.
Different organisations use Recright in different parts of the process. The common thread is a clearer, more scalable way to assess large candidate volumes
4,200 applications
300 video interviews
”Genom att byta till en digital rekryteringsprocess och använda Recright för att screena kandidater har vi sparat tid, involverat färre personer och i slutändan minskat kostnaderna. Processen skulle ha krävt mer tid från fler personer om vi inte hade använt Recright.”
Linda Vägg
Three recruiters shortlisted candidates for the Global Graduate Program, with 100 candidates progressing after the video stage.
87% candidate satisfaction
“Summer recruitment is one of the most important touchpoints for showcasing your employer brand.”
OP Pohjola customer story
Video interviews are integrated directly into the summer recruitment application. Candidates answer 2–3 role-specific questions, helping the team assess key competencies consistently while giving every candidate an opportunity to show more of themselves.
6 weeks of screening work saved
“By adopting Recright, we have transformed the recruitment approach — saving time, improving candidate evaluation, and ensuring a fair and scalable process.”
Customer estimate, first year of use
At one production site, the company could receive up to 1,300 applications. Recright was added alongside the existing recruitment system to create a consistent assessment stage and provide more information beyond the CV.
Solutions
What changes when the process is built for scale?
Less administrative friction for the project owner — without losing the structure, collaboration and candidate experience that make the campaign work.
01
Spend less time on manual screening
Use structured questions and video to gather useful information earlier and focus recruiter time on the candidates who should move forward.
02
Compare candidates on the same basis
Hiring managers can review candidates and participate directly without ongoing system training or endless coordination.
03
Involve hiring managers without creating more work
Give candidates the same questions and recruiters the same information, creating a clearer basis for assessment.
04
Keep the candidate experience human
Candidates can respond when it suits them and show motivation, skills and personality beyond the written application.
Works with your existing setup
Keep your ATS. Make the campaign easier to run.
You don’t have to redesign your entire recruitment technology stack. Use Recright alongside your existing ATS for video screening and candidate assessment or manage the whole high-volume project in Recright.
1
Your ATS
2
Recright screening
3
Hiring managers
4
Selection
OR
Run the complete campaign in Recright
guide
Practical lessons for your next summer, trainee or graduate recruitment.
See how organisations structure high-volume recruitment, involve hiring managers and assess thousands of candidates without turning the project into an administrative burden. The guide includes practical examples from OP Pohjola, Volvo Cars and an international industrial company.
TESTIMONIALS
Built for the reality of high-volume recruitment.
Shorter screening, more candidate insight and a process that makes it easier to identify who should move forward.
“Candidates who may not stand out based on their application alone can get the opportunity to showcase their potential through a video interview.”
Paula Åkerlund
City of Espoo
“Recright has made our recruitment process significantly easier. It has helped us identify the right candidates in high-volume recruitment.”
Paula Åkerlund
City of Espoo
“Recright made our summer recruitment process faster and more efficient. Video interviews gave us deeper insights into candidates and significantly reduced the number of live interviews we needed to conduct.”
Roope Koskinen
Airpro
500+
Summer, trainee and graduate recruitments
100+
Customer organisations
faq
Questions teams usually ask before a large campaign.
Can we use Recright without replacing our current ATS?
Yes. Recright can be used alongside your existing ATS for high-volume recruitment, or you can run the complete recruitment project in Recright.
Where in the recruitment process can we use Recright?
You can include video in the initial application, invite shortlisted candidates to video interviews later, or manage the whole campaign in Recright. These approaches can also be combined.
Can hiring managers participate in candidate assessment?
Yes. Hiring managers can review candidates and video responses directly, making it easier to distribute assessment work across the organisation.
How does Recright help us assess candidates consistently?
Candidates can answer the same structured questions, giving recruitment teams comparable information and a clearer basis for assessment.
How does this affect candidate experience?
Candidates can complete asynchronous interviews at a suitable time, while clear instructions and a structured process make even large-scale recruitment easier to navigate.
How should you structure your next summer recruitment campaign?
Tell us your expected candidate volumes, roles and current recruitment process. In a short consultation, we’ll look at where the workload is likely to build up and how Recright could help you create a more structured, scalable process.
