Change your recruiting game with One-Way Video Interviews in 2024

Transform your hiring strategy and discover the top talent that your company deserves with game-changing one-way video interviews.

Let’s face it! With competition heating up insanely, you’re doing your business a disservice if you aren’t proactively implementing the latest trends and technologies.

One such trend that has been making waves in the recruiting industry is one-way video interviews powered by the latest #RecTech innovations. (And you simply cannot afford to ignore this game-changing approach, can you?) 

This cutting-edge technology allows you to access candidates’ skills and personalities at your own pace without the hassle of coordinating conflicting schedules. 

Whether a seasoned recruiter or a rookie, one-way video interviews can streamline your recruitment process, attract top talent, and make confident hiring decisions.  

So, what are you waiting for? It’s time to embrace the future of recruitment and take your hiring game to the next level. So, let’s dive straight into the topic!

What are One-Way Video Interviews? 

One-way video interview, also known as an asynchronous video interview, is a candidate evaluation method in which applicants record their responses to pre-set questions using a video platform. 

Unlike traditional interviews, there is no live interaction between the candidate and the interviewer. Instead, the interviewer creates a list of questions candidates answer on their own time and records their responses, typically within a set time frame. 

This allows recruiters to screen high-volume profiles quickly and assess candidates’ skills, personality, and cultural fit before investing time and resources in an in-person interview.

Why are One-Way Video Interviews a new normal?

one-way video interview

One-way video interviews have recently emerged as a popular alternative to traditional phone screens, which have long been a staple of the hiring process. Why?


  • It is convenient for both candidates and recruiters, for there is no need for hectic scheduling or traveling.
  • It keeps unconscious bias influenced by factors like candidates’ tone of voice, personality, background noise, etc., in check. 
  • It offers a standardized set of questions that can be assigned to every candidate, maintaining consistency throughout.
  • Contrary to popular belief, one-way video interviews improve communication between employers and applicants by automating time-consuming phone calls, emails, and other modes of engagement.
  • It allows real-time sharing of candidates’ responses and feedback with hiring teams and managers.
  • The collaboration facility helps recruiters make more informed hiring decisions.
  • It provides flexibility to recruiters as these interviews can be conducted outside of business hours and still offers detailed analytics and insight into applicants’ performance.

How do One-Way Video Interviews work? 

One-way video interviews differ from face-to-face video interviews in terms of the presence of the “real” interviewer. Otherwise, the working of both methods is almost the same.

Still, let’s break down the steps to understand the mechanism better:

  • Hiring teams select a set of questions that are relevant to the job role.
  • They invite the pre-screened candidates to answer those questions using an online hiring platform that supports video interviews.
  • Candidates log in to the platform and are instantly provided with instructions on how to proceed. In some cases, they may have to create an account or download an application to give the interview. 
  • Once everything is set up, they are presented with the questions they must answer in a given time frame.
  • Candidates record their responses via webcam or smartphone cameras. They can practice and review their answers before submitting the final recording.
  • Recruiters, finally, review the received responses at their convenience, often using the same platform, and share the feedback with their team members.

Unlike traditional video interviews, this evaluation method doesn’t require candidates and the interviewers to be in the same room or time zone. Instead, it can be done anytime from anywhere, provided they have a stable internet connection.

Sounds interesting enough? 

Why do staffing firms need One-Way Video Interviewing solutions in 2024?

There are several reasons why staffing firms need one-way video interviewing solutions. Here are some of them:

  • Flexibility: One-way video interviews allow candidates to complete the interview on their schedule, from anywhere, with an internet connection. This means they can fit the interview into their existing schedule without taking time off work or traveling to a physical location.
  • Time-saving: One-way video interviews are time-efficient for recruiters to screen candidates. Because the interviews are pre-recorded, hiring managers can review them at a time that suits them without having to coordinate schedules with the candidate.
  • Cost-effective: By using one-way video interviews, employers can reduce costs associated with traditional in-person interviews, such as travel expenses or the need for dedicated interview spaces.
  • Fairness: This method of assessment helps promote fairness and consistency in the hiring process, as all candidates are asked the same pre-set questions. It reduces the risk of unconscious bias or subjective judgments impacting the selection process.
  • Improved Candidate Experience: It offers candidates a more relaxed and comfortable interview experience. They can complete the interview in their own time and space, without the pressure of being live on camera in front of a panel of interviewers.
  • Better Quality of Hire: By using video interviews to pre-screen candidates, employers can better evaluate their communication skills, personality, and overall fit for the role before inviting them for a face-to-face interview, leading to a high-quality talent pool.
  • Increased Efficiency: One-way video interviews are a fast and efficient way for staffing firms to review high-volume candidates quickly, allowing them to move through the interview process more efficiently and make faster hiring decisions.

5 signs your company must adopt One-Way Video Interviews? 

These are the signs that indicate you need to adopt one-way video interviews asap:

  • You’re Hiring Remote Workers

One-way video interviews are beneficial when hiring remote workers, as they allow you to screen candidates more efficiently without relying on in-person interviews or phone screenings. 

This makes the hiring process more convenient for candidates who may be located in different time zones.

  • You Deal with a High Volume of Applicants 

If your company receives many applications, screening each candidate can be difficult and time-consuming. 

One-way video interviews can help you efficiently evaluate candidates by allowing them to record their responses to predetermined questions.

This can help you quickly identify which candidates best fit your organization.

  • Your Hiring Process is Taking Too Long

Traditional hiring methods, such as in-person interviews and phone screenings, can be time-consuming and cause delays in the hiring process. 

One-way video interviews can speed up the process by allowing you to evaluate candidates faster and make quicker hiring decisions.

This can help you secure top talent before they accept a position with another company.

  • You Want to Improve Candidate Experience

Candidates constantly seek a more positive and convenient hiring experience. One-way video interviews can improve their experience by allowing them to complete the interview on their schedule without taking time off from their current job or traveling for an in-person interview. 

  • You Want to Cut Costs and Resources

Traditional hiring methods can be expensive, particularly if you need to fly candidates in for in-person interviews. 

One-way video interviews can save time and resources by eliminating the need for in-person or phone screenings. 

This can lead to a more efficient and cost-effective hiring process, which is particularly important for companies with limited resources.

Do you want to achieve any of these goals? You know what you should do!

How to structure One-Way Video Interviews for maximum ROI?

Here is a mini five-step guide to conducting successful one-way video interviews without compromising the human aspect of the process: 

Step 1: Choose the Right Interview Questions

Choosing the right (and relevant) interview questions is a must for a fair and effective assessment of candidates’ skills. 

Here are a few tips you can consider to develop the perfect one-way video interview kit:

  • Start with Job-Related Questions: Focus on questions specific to the job role and the skills required. If hired, it will help you evaluate candidates’ ability to perform the tasks and responsibilities associated with the position. 
  • Use a Mix of Behavioral and Situational Questions: Behavioral questions focus on how candidates handled pressure and responsibility in their previous jobs. In contrast, situational questions ask candidates how they would handle hypothetical scenarios. A mix of both types can give you a complete picture of a candidate’s problem-solving and decision-making skills.
  • Avoid Biased Questions: Avoid asking questions that could reveal a candidate’s age, gender, race, religion, or other personal characteristics unrelated to the job. Also, ensure that the questions are not phrased in a way that could be interpreted as discriminatory.
  • Keep it Short and Straightforward: Keep the interview questions brief and focused, with a maximum of 10 questions. It ensures that candidates are not overwhelmed with lengthy interviews and that you can quickly evaluate their responses.
  • Consider the Company Culture: Consider the values and culture of the company when selecting interview questions. This will help you assess whether the candidate fits the organization well.

Pro Tip: Don’t be a lazy bum! Record a short video of yourself asking questions. This will feel more personal and engaging. 

With that said, below are some sample questions you can consider adding to your interview kit:

  1. What inspired you to choose a career in [field/industry]?
  2. Was there any time you had to solve a “never-encountered-before” type of problem? What steps did you take to solve it?
  3. What skills do you believe are most important for success in this role?
  4. How do you keep yourself motivated and productive when working on a long-term project?
  5. Have you ever worked with someone with a different communication style? How did you handle the situation?
  6. What are your top three strengths, and how do they relate to this position?
  7. How do you respond to constructive feedback? Did you ever receive one, and what did you learn from it?
  8. How do you manage your time and prioritize tasks when faced with competing deadlines?
  9. Describe when you had to think outside the box to achieve a goal. What was the outcome?
  10. What do you know about our company, and why do you believe you would be a good fit here?
  11. How do you stay up-to-date with industry trends and changes?
  12. Tell us about a successful project you managed from start to finish. What was your approach, and what was the outcome?
  13. How do you approach teamwork and collaboration? Can you provide an example?
  14. What are your long-term career goals, and how does this position fit your plans?
  15. How good are you at handling stress and pressure in a work environment?

Remember, tailoring your questions to the specific job and industry you’re recruiting for is essential. These sample questions should inspire you to create your unique and relevant set of questions.

Step 2: Give the Context

Besides the questionnaire, record a short video of yourself and the company’s introduction. This will help you build rapport and humanize the whole process. Also, you won’t have to repeat yourself every single time you interview candidates. (Isn’t that great?)

Step 3: Make the Process Frictionless for Candidates

Your candidates may be attending a one-way video interview for the first time. And we bet you don’t want them to drop off because of the lack of instructions. So what can you do?

Here are some tips:

  • Don’t ask more than ten questions. (Even 3-5 relevant ones work well!)
  • Allow candidates to do test recordings.
  • Ensure they know they are allowed to have multiple takes.
  • Ensure they are aware of the time limit in advance.
  • Include a timer, so candidates know how much time is left to submit the final recording.
  • Attach a short video of yourself explaining the procedure.
  • Ease them by mentioning how you are not looking for video perfection but the quality of answers and performance. 

Step 4: Choose the Reliable Recruiting Software

Your one-way video interviewing software must have the following features for maximum ROI:

  • Easy-to-use Interface: An intuitive and user-friendly interface attracts Gen Z and millennials. Candidates will likely stick to the assessment if your hiring software has an aesthetic and user-oriented interface.  
  • Customizable Question Templates: The software must allow recruiters to create their custom question templates and provide pre-built templates to help them get started quickly.
  • Recording and Playback Functionality: It should be able to record and playback candidate responses, allowing recruiters to review the interview at their own pace.
  • Collaboration and Sharing Tools: Your software must provide tools for better collaboration, such as the ability to share interviews with team members, leave comments, and rate candidates.
  • Automated Scheduling and Reminders: Your AI recruiting software must have the ability to schedule interviews automatically and send reminders to candidates to complete the interview.
  • Integration with Applicant Tracking Systems (ATS): Your software should be able to integrate with popular ATS platforms, making it easy to manage the recruitment process from start to finish.
  • Candidate Feedback Tools: It must allow candidates to provide feedback on the interview process for an improved experience in the future.

Step 5: Add a Touch of Personalization

You are asking your candidates for some extra effort, so it’s inevitable they would expect a personalized engagement and follow-up experience. 

Whether you are sending an invitation or a rejection email, ensure-

  • It is well-structured
  • It mentions the candidate’s name
  • It uses a conversational language
  • It contains clear instructions on what you expect from applicants

Finally, wrap up the process with a quick CNPS survey! (And never ghost your candidates)

Words of caution

Did this article intrigue you into adopting one-way video interviews? If yes! here is something you must know:

  • Not every candidate is tech-savvy, so it’s your responsibility to ease them into attending one-way video interviews.
  • There are always some possibilities for technical errors. Ensure you back your process with reliable software and a website. 
  • Candidates may not have the required devices to attend the test. You must have an alternative ready.
  • Since this method reduces the real-time interaction at the screening stage, ensure you take time off your schedule to follow up with shortlisted candidates.

Remember: One-way video interviews can work wonders for you, but you need to put in the effort to make them effective.

Like, share, and comment if this guide helped you! And, of course, keep recruiting~


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