I. Introduction
A one-way video interview, also called an asynchronous video interview, allows employers to screen and evaluate job candidates by having them record video responses to predetermined questions. Unlike a live video call, it is a one-sided conversation where the candidate answers questions on camera that recruiters later review on their own time.
Here‘s a quick rundown of how one-way video interviewing works:
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The recruiter selects or creates a customized set of questions within an online video interviewing platform.
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The platform sends candidates an invite with a link to launch the video interview.
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Candidates use their webcam to record answers to each question within a set time limit per response. They cannot pause or rerecord answers.
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The platform captures, hosts, and shares the videos with the recruiter(s).
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Recruiters log into the platform to watch recordings and rate/evaluate candidates asynchronously.
One-way interviews help streamline initial candidate screening and save recruiter time by replacing phone screens. They give employers more candidate evaluation data beyond just a resume. The asynchronous approach also allows candidates flexibility to complete interviews on their own schedule.
II. Benefits
Let‘s explore the unique advantages of one-way video interviewing for both recruiters and candidates:
For Employers
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Time savings – With prerecorded videos, recruiters avoid spending hours scheduling and conducting live phone/video screens. Ten minutes reviewing a candidate video can replace a 30-minute phone call.
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Convenience – Recruiters can watch candidate videos on their own time, revisit recordings, and collaborate with other hiring managers on evaluations.
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Candidate insights – Along with answers, videos provide visual/audio cues about candidate confidence, communication abilities, presentation skills, etc.
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Structured evaluations – Using the same standardized questions allows for easier qualitative comparisons between candidates.
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Simplified screening – Quickly filter large applicant pools down to the best people to advance.
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Analytics – Video platforms provide reporting on candidate evaluation data, metrics aroundpipeline health, etc.
For Candidates
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Convenient – Candidates can complete the interview anywhere, anytime from a phone, tablet, computer. No scheduling needed.
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Less pressure – Answering questions on video alone can provoke less nerves than live interactions. Review process is asynchronous.
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Rehearsal flexibility – Unlike live screens, some platforms allow candidates to re-record answers after reviewing the initial take.
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Stand out – Well-crafted video responses let candidates emphasize strengths beyond the resume.
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Practice – It provides experience and feedback using video interviewing technology that is becoming more popular.
III. Drawbacks
While one-way video interviews provide several benefits, there are also some limitations to consider:
Privacy Concerns
Candidates provide a significant amount of personal data through live video including their appearance/setting. Securely managing consent and protecting sensitive information is critical and complex. Some candidates may prefer only sharing resumes/text Q&A rather than video vulnerable to privacy breaches.
Accessibility Issues
Requiring all candidates have video capabilities on specific devices or reliable internet access can negatively impact diversity recruiting and introduce bias. Those without full access can get immediately disqualified. Consider alternatives for impacted candidates.
Impacts In-person Elements
Losing interpersonal aspects of live interactions makes it harder for both recruiters and candidates to establish connections. Remove too many human touchpoints, and candidates may disengage from opportunities.
IV. Best Practices
Properly implementing one-way video interviewing takes preparation but pays dividends in hiring the best candidates. Here are some top recommendations:
For Employers
Choose the Right Platform
Carefully evaluate different video interviewing software providers based on:
- Level of candidate support/training resources
- Customizability of questions/evaluations
- Opportunity for candidates to re-record answers
- Collaboration tools for hiring managers
- Integration capabilities with your other HR systems
- Security/compliance standards
Design Effective Questions
Well-structured questions lead to better candidate videos.
- Keep questions succinct and avoid overly complex phrasing
- Incorporate behavioral questions to probe past experience
- Ask follow-ups to have candidates elaborate or provide examples
- Include role-specific hypotheticals or technical questions
- Balance structure with conversational tone
Develop a Scoring Process
Create an evaluation methodology incorporating:
- Multiple recruiter reviewers to control for personal biases
- Both segment-specific rubrics (e.g. presentation skills) and holistic 1-5 rating scales
- Comparison data between candidates answering the same questions
- Candidate sentiments on the interview experience
For Candidates
Test Equipment and Connection
Thoroughly inspect:
- Webcam/microphone functions, positioning, and settings
- Internet speed/reliability
- Browser/software requirements
- Overall audio/video quality
Complete equipment checks in advance to avoid last-minute technical issues impacting your first impression.
Mind the Presentation
Put thought into conveying confidence and professionalism on camera:
- Dress professionally as if attending an in-person interview
- Frame shot at eye level without too much headroom
- Speak slowly and clearly while avoiding distracting mannerisms
- Exhibit positive body language with upright posture and engaged facial expressions
- Make eye contact with the camera when answering
Project energy and interest through both verbal and non-verbal cues.
V. Additional Considerations
A few other notable discussion points around one-way video interviews:
The Future of Video in Hiring
Expect increased adoption of both live and prerecorded video interviews. Especially as Millennial/Gen Z talent and digital-first remote hiring grows. Companies aim to incorporate video components throughout the candidate journey – from screens to final round leadership interviews.
Integrations With HR Tech Stack
As video interviewing solution providers enable more partnerships across the HR software ecosystem, embedding one-way video capabilities into existing workflows gets easier. Expect tighter coupling for data/analytics-sharing between dedicated video tools and applicant tracking (ATS) systems, learning management platforms, background check services, and more.
Security and Compliance Considerations
Video recordings contain sensitive personal information. Vet any third-party software thoroughly around:
- Global data storage and transfer policies
- Employee personal data handling consent flows
- Encryption mechanisms applied to data/videos
- SOC 2 compliance, ISO certifications, etc.
Prioritize solutions providing enterprise-grade security, while also training hiring team members on internal data management expectations.
VI. Conclusion
One-way video interviewing brings unique benefits in efficiency, convenience, and candidate insights for both hiring managers and applicants. However, employers must holistically evaluate potential limitations around access, interpersonal connectivity, and responsible personal data usage.
Following best practices around platform selection, interview design, evaluation methodology, and candidate support increases your likelihood of video interviewing success. As video permeates more talent acquisition processes, proactive preparation sets your organization up for better quality hiring powered by responsible tech innovation.
