One-Way Video Interviewing. Is It Good for Candidate Experience?

One-way video interviewing, otherwise known as asynchronous video interviewing or pre-recorded interviews, is a hot topic in the recruitment world. You may have experienced this type of interview as part of your job search. Many employers are adding one-way interviews to their recruitment process. Is this good or bad for the candidate? If you are asked to take part in this kind of interview, what should you expect?

What Is One-Way or Asynchronous Video Interviews?

As the name implies, the interview is constructed so it is one way with the candidate solely responding to questions. There is no company representative asking questions or available to answer questions. Instead, the candidate is given a list of questions to answer and then records the answers via video, with a company representative viewing the recording later. Before the COVID-19 pandemic, companies were starting to incorporate one-way interviews into their hiring process. With virtual interviews having to be a part of the interview process by necessity during the pandemic, there was an increase in the adoption of this type of video interview.

Why Do Employers Like One-Way Interviews

Employers like one-way interviews because it saves them time and, therefore, money. Here is how:

1. Someone in HR does not have to be involved with the actual interview recording. This allows the HR representative to do other activities that produce a higher ROI. 

2. It reduces activities involved with scheduling interviews and delays caused by staff members not having availability on their calendars. 

Lastly, if this sort of interview is available for more people, there is an opportunity for those appearing lesser qualified to shine in this format. They could be chosen to move forward when they ordinarily would have been screened out of the process at the start.

Let’s Dig Deeper Into The Details

So let’s dig a little deeper into the whole process of recording this type of interview. While many companies prefer audio and video responses, some have opted to use this asynchronous process for audio-only interviews and text-based interviews. For this article, I am going to focus on one-way video interviews. Candidates can record these on a mobile phone, tablet, or laptop, which adds flexibility to meet the candidate’s current personal technology availability.

Candidates will be given information on how to access the interviewing portal. One may receive information about the interview process ahead of time, or you will see information about what to expect when you first enter the portal. This can include the number of questions you will be asked to answer and how long it should take to complete the interview. You should also receive information on how long you have to answer each question, if you will be allowed to take multiple takes, and how long you will be able to think about your answer before you must start recording. A company may limit think time if the questions are more technical and they want to avoid having candidates trying to find the answer through an internet search.

An Employer That Cares About Candidate Experience Will Also Do This

Because this process is less personal than a standard video interview, employers concerned about candidate experience may also add some additional elements to the process.

Introduction Video

You may see a recorded video from the company to greet the candidate. This is used to provide more information about the company, thank the candidate for participating, and give more details about the recruitment process and how one-way videos are used. This can include how quickly the video will be viewed and who will view it. Some companies will have a company representative, such as the head of Talent Acquisition or HR, or even the Recruiter in charge of filling this position record this video.

Outro Video

You may also see a video play at the end of the process. A company might add this to thank the candidate for their time and provide information on when to expect feedback. 

The goal of the employer is to personalize an experience that can be considered very impersonal.

So How Are One-Way Interviews Potentially Advantageous For Candidates?

Believe it or not, for some, conducting an interview this way may have some advantages for a job seeker. Here are a few reasons why it could be a  positive experience.

1. Since this type of interview can be done at any location and at any time of the day, this could be better for some candidates. For those that have 9-5 commitments, the ability to record this interview in the early morning, evening, or in the middle of the night can be advantageous. If you are supervising children throughout the day, you can record the video when they are asleep. If you have a full-time Monday through Friday position and getting time off to do a live interview could be problematic, this type of interview gives you more flexibility. If you have weak wifi at your home or you do not have a good location from which to record, you have the flexibility to go to another place and record it at any time.

2. It can potentially speed up the hiring process. One-way videos can be completed faster than a single recruiter potentially can schedule and conduct all phone interviews. Also, those reviewing your video can do so at any time convenient for them. That means decisions about who will move forward in the process may happen faster.

3. With this type of interview, there is consistency among all the applicants. Everyone will be asked to answer the same questions and be under the same constraints regarding the time allotted and thinking time. This makes for a fairer process for the applicant.

4. In a usual screening interview, only one person from HR is conducting these interviews. With an asynchronous interview, multiple people may be part of the review process. It can help combat individual bias by having multiple people providing an assessment.

Why Do Many People Dislike One-Way Interviews

Many job seekers have a great dislike of these sorts of interviews. Reasons for this generally fall in these categories.

1. Many people find this type of interview awkward. Not being able to talk with someone live and only talking to a camera can be disconcerting to many.

2. They may not be given enough information to prepare adequately. Therefore, when the candidate learns about the process at the time of recording, they feel they are winging it, which is uncomfortable.

3. Some find they get their energy from interacting with others. The one-way video interviewing process is devoid of this, and it can make these people feel less compelling in their message.

4. There is no ability to ask any questions with this process or ask for clarification.

5. It requires thinking about lighting and sound quality, which many people do not have familiarity with and may not be required for the job.

How to Prepare for a One-Way Video Interview

If you know you will have this type of interview coming up (or you just want to practice your video interviewing skills), here are suggestions to make sure you come across positively.

1. You need to see how you are coming across on video. Use your smartphone camera to video yourself (or start a video meeting on Zoom with you as the only attendee and record it). Notice the following on the replay.

   • Are you looking at the camera? This is important for building rapport.

   • How is your lighting? Is your face well lit or in shadow?

   • Is the audio loud enough, and is it clear?

   • Is your background uncluttered and non-distracting?

2. Practice answering common interview questions.

   •  Are you rambling, or are your answers succinct? 

   • Do you provide only needed details, or do you add information that does not give value to the viewer? 

   • Do your answers help the reader understand the value you would bring to their organization?

3. How are your body language and voice inflection? Are you coming across as confident or tentative? Are you seeming at ease or nervous? Does your voice sound self-assured and even-toned and not halting or distracting.

You can join a community where you can get feedback on your video interviewing skills. Go to https://riveterworks.com/. 

Conclusion

I do not foresee one-way video interviewing going away any time soon. Employers are always looking for ways to make their recruitment process more efficient, and if they feel this type of interview brings value, they will adopt it. Currently, you see it more with employers hiring large numbers of people in similar positions (such as retail workers, warehouse staff, etc.) or entry-level professional roles. It is sure to expand into other positions, and you may be asked to complete one in the near future. With my tips, you are now prepared.

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Shelley Piedmont is a Career Coach. She wants to help job seekers put their best foot forward by providing the tools for a successful job search. I help job seekers prepare for interviews. You can engage me to help you prep for any type of interview. Schedule a 15-minute no-obligation consultation.