A one-way video interview is a type of interview where the candidate records a video of themselves answering pre-set questions, which is then reviewed by the hiring team at a later time. This type of interview is often used as a screening tool in the hiring process.

Canditech’s one-way video interview feature allows employers to efficiently screen candidates and make more informed hiring decisions. By providing pre-written interview questions, employers can quickly evaluate candidates’ responses on their own time, eliminating the scheduling conflicts and delays often associated with traditional interviews.

What is a one-way video interview?

A one-way video interview is a type of job interview where the employer provides a set of pre-recorded interview questions to the job candidate, who then records and submits their video responses on their own time. The employer can review the recorded responses at their convenience, rather than conducting a live interview. This type of interview is also known as an asynchronous video interview or a pre-recorded video interview.

How does a one-way video interview work?

A one-way video interview is a pre-recorded interview where the candidate records their answers to a set of pre-determined interview questions using a video interview platform. The candidate is given a specific amount of time to answer each question and is usually allowed to re-record their answers before submitting them. The employer sets the questions and decides on the time limit for each response. Once the candidate submits their video interview, the employer can review it at their convenience. One-way video interviews are typically conducted early in the hiring process and can help employers quickly screen candidates before inviting them for in-person or live video interviews.

What are the benefits of using a one-way video interview in the hiring process?

Using a one-way video interview in the hiring process offers several benefits, including:

• Time-saving: One-way video interviews save a significant amount of time for both the candidate and the hiring manager. Candidates can complete the interview at their convenience, and recruiters can review the responses when they have the time.
• Cost-effective: One-way video interviews eliminate the need for scheduling and conducting multiple rounds of in-person interviews, which can be expensive and time-consuming.
• Improved candidate experience: One-way video interviews allow candidates to complete the interview at their own pace and convenience, reducing the stress associated with traditional interviews.
• Objective evaluation: One-way video interviews provide recruiters with a standardized set of questions and responses, making it easier to evaluate candidates objectively.
• Increased accessibility: One-way video interviews can be completed from anywhere, allowing recruiters to interview candidates regardless of their location. This makes it easier to reach a wider pool of candidates and increases the chances of finding the right fit for the role.

How can one-way video interviews be used to screen candidates effectively?

One-way video interviews can be used effectively to screen candidates by following these practices:

• Create clear instructions: Before candidates begin the interview, ensure they have clear instructions on how to complete the interview and what they need to do. Include the duration of the interview, the types of questions they will be asked, and any technical requirements.
• Use relevant questions: Ask questions that are relevant to the role and the company culture. This will help you identify candidates who are a good fit for the position and the organization.
• Set time limits: Give candidates a specific amount of time to answer each question to ensure they stay on track and don’t ramble. This also ensures that all candidates have an equal opportunity to answer the same number of questions.
• Evaluate consistently: Have a set of evaluation criteria and use them consistently to evaluate each candidate’s responses. This helps to ensure fairness and consistency in the evaluation process.
• Follow up with candidates: Once you have evaluated the candidates’ responses, follow up with the ones who have made it to the next round. This will give you an opportunity to get to know them better and to ask any additional questions that may have arisen during the one-way video interview.

What are the best practices for conducting a successful one-way video interview?

Here are some best practices for conducting a successful one-way video interview:

• Provide clear instructions: Make sure to provide candidates with clear instructions on how to complete the video interview and what to expect. Provide them with the necessary information and resources to help them prepare for the interview.
• Test the technology: Test the video interview platform beforehand to ensure it works properly. This will help avoid any technical difficulties during the actual interview.
• Keep it structured: Keep the interview structured by asking a standard set of questions for all candidates. This will make it easier to compare candidates and ensure fairness.
• Be mindful of time: Keep the length of the interview reasonable and let the candidate know how much time they have to complete it. This will show respect for their time and help them manage their schedule accordingly.
• Use relevant questions: Ask questions that are relevant to the job and the skills needed for it. This will help assess the candidate’s fit for the role.
• Consider the candidate experience: Make sure the video interview process is user-friendly and not overly complex. This will help provide a positive candidate experience, even if they are not selected for the job.
• Follow up promptly: Once the video interviews are completed, follow up with candidates promptly to let them know the next steps in the hiring process. This will help maintain their engagement and interest in the role.