one way video interview

How one way video interview impacts the recruitment process

In the current work market, finding the best employees is getting more and harder. Companies must enhance their employer brand and provide a fantastic candidate experience. To do this, they must take a step back, examine their hiring strategy, and modernize the procedures. In order to successfully fill numerous positions at once with the best prospects, recruiters must also cultivate and interact with a talent network, present their organization as an appealing future employer, and work on a variety of other fronts. If you don’t have the correct plan and the right tools, you’re quick to face overwhelmed.

There are situations when hiring managers and recruiters are unable to meet with candidates in person. From COVID-19 safety protocols to long-distance or international work, when there are different time zones involved, one-way video interviews can absolutely make some phases of the hiring process easier for all parties. For onboarding and training, video is already employed. Currently, it’s infiltrating the interviewing process, especially through one-way interviews.

What are one way video interviews?

One way video interviews, sometimes referred to as asynchronous video interviews, eliminate the requirement for candidates to respond to questions or show up to interviews in person. Job searchers can record a one-way interview in which they only respond to a set of questions, then send it to the recruiter. Later, hiring managers will review and evaluate the responses. They do not demand a real-time conversation during a video conference like Skype or Zoom.

Read More: What is a one way video interview?

How one way video interviews impact the interviewing process?

Examining the effects of one way video interviews on the interviewing process, let’s see:

1. Cut costs 

One-way video interviews are affordable for both the recruiter and the applicant. Only recording equipment, a free video editor, and sharing capabilities are needed for job applicants. Sometimes those tools are already provided within the hiring process. To evaluate one-way video interviews, recruiters can put together a cost-effective online team if they take advantage of tools like free web conferencing. One-way video interviews also save candidates and recruiters money on travel expenses. In this route, both parties can avoid extra costs, such as gas, public transport fare or babysitters.

2. Minimize scheduling conflicts

Additionally, the candidate’s task is not an easy one. To make it to the screening interview, individuals frequently need to take time off work and even travel. Candidate screening using pre-recorded video interviews will provide you with all the information you need without unduly bothering candidates, who in turn will answer your questions at their own pace and comfort. This way, everyone can prevent scheduling conflicts.

3. Increases efficiency and saves valuable time 

Usually, the first rounds of screening take the longest. However, by incorporating a one way video interview into the application process, recruiters can get past this, speed up, and streamline the procedure.This will give recruiters the knowledge they need to make the initial hiring decisions and react swiftly to all applications, helping them stay ahead of the competition and build their employer brand.

Including turnaround time, a face-to-face interview lasts an average of 45 to 90 minutes. In the same length of time as one face-to-face interview, up to 10 candidates can be evaluated via one-way video interviewing. A process-integrating question might be included, and if the applicant fails it, they aren’t qualified for that particular position. With video responses, interviewers can move on to the next prospect more quickly and effectively.

4. Makes the process more unbiased

Because they happen to have a good relationship during in-person contact, interviewers may occasionally perceive candidates more favorably. However, interviewers can be completely ignorant of this. Without depending on social indications like small talk during the welcome phase, the selection committee can assess interview performance utilizing one-way interviews. This will improve objectivity and make the process appear as though it is evaluating the candidate’s suitability in light of specific requirements.

5. Creates a more accurate and uniform candidate screening process.

Because recruiters have more knowledge about the candidates, pre-recorded video interviews offer a better first-round screening. By employing a structured interviewing procedure, you may assess candidates fairly and according to a number of factors, such as what they say and how they say it (body language, facial expressions, etc). You can utilize this to make data-driven decisions because you can compare possible responses side by side. With one way video interview software, you may assess candidates based on their talents as well as their CV (knowledge and experience). This approach allows you to screen more candidates than screen calls because it takes less time to screen each candidate.

6. Convenient for hiring managers and candidates

Both recruiters and job seekers find one-way interviews to be convenient. Candidates have the freedom to make video responses at a time and at a location of their choosing. They may unwind in their surroundings, record a day that works for them, and have the best chance to convey their genuine, at-ease nature. There are instances when hiring managers have limited time. Recruiters are free to watch the video interview whenever they want and to replay it as much as necessary.


When properly used, one-way video interviews can be incredibly beneficial to both job seekers and recruiters. With a one-way video interview, you can reduce the anxiety associated with hiring for all parties involved!

Also read: What is a virtual interview?