What is a one-way video interview?

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. 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 get 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 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 interview is also called an on-demand video interview. In this type of interview, recruiters don’t talk to candidates directly. Instead, candidates answer pre-written questions from the hiring manager on video. Their response is recorded and can be watched later by the recruiting team. The recruiter will watch and analyze the answers as well as give feedback or notify applicants for the next round of the process. This process is also known as an asynchronous video interview Process, given the nature of its one-way response against a series of synchronous conversations in the case of a two-way video interview. One way video interview is also known as pre-recorded video interview.

How does a one way video interview work?

Here, candidates give their responses to a list of questions with video or audio. The best part is convenience: candidates can record interviews on their own time. With the easy use of a smartphone or computer, accessibility is better than ever. That’s why job seekers with busy schedules often prefer the one way video interview process to other options.

It also benefits employers to a great extent, saving time, energy, and money on mega recruitment drives with a single email or text. They receive candidate responses in their inbox, which they can review and evaluate with the hiring team easily.

One Way Vs. Two Way Interview

As we are discussing switching to a one way interview from the traditional two-way process, it is imperative to understand the difference.

Interview scheduling– Here, candidates can take the interview on their own time, in contrast to a two-way interview where recruiters must schedule, and potentially reschedule, manually.
Interview methodology– You go for an automated interview process, not for a face-to-face interview.
Communication– It’s a monologue where only the candidate speaks instead of conversing with a recruiter.
Performance evaluation– Candidate responses can be reviewed by the recruiter as well as shared with the hiring manager. This cuts down the time and gets candidates to the next step quickly.

What are the benefits of one-way video interview software?

If you have one of the best video interviewing software applications to streamline your recruitment process, you can reap the following benefits for your organization.

Complete transparency– Your brand value goes up when you breathe clarity into your ethics. Candidates trust your selection process, and therefore your company.
Makes bulk recruitment a cakewalk– Interview several candidates for different roles simultaneously, all from a single application. That said, using automation reduces hiring time by 90% and onboarding new employees faster than before.
Saves on recruitment campaigns– You save on unnecessary paperwork, manpower, and time required to streamline everything per order just by investing in a single application.
Enhances candidate experience– With one-way video interviews, candidates find comfort in feeling l they are in charge of the process. They feel less pressured and perform better.
Talent hunt beyond geographical boundaries– No need to juggle through the calendar to schedule those final rounds of HR interviews.

How do 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.

Tips for a one-way video interview

As recruiters and hiring teams continue to find ways to adapt to changes in the labor market, candidates shall do the same. For any candidates eager to put their best foot forward in this new type of interviewing, check out these tips for success.

1. Maintaining Eye Contact

The manner in which you interact with the camera is key. It must be clear, easy to understand, and convey professionalism. Recruiters would want to know that you can relate better by observing how you communicate. Eye contact will reflect how you will be if hired, and is a great skill to learn when it comes to easing your nerves and putting forward your best self on the camera.

2. Keeping a Good Posture

If your posture is bad when you sit for an interview, it will show disrespect to the recruiter. Your body language should be relaxed and comfortable but not slouched or leaning back. Make sure your facial expressions show honest interest. A good posture for giving an interview is one where you are leaning slightly forward, with a slight bend in your knees. This will help put you in an authoritative position. Avoid crossing your arms as they may look uninterested or tense.

3. Dressing For Your Interview

It’s a fact that employers will only be able to see a small view of you. However, with your resume and cover letter, you have an opportunity to convey your personality and character as well. This can help you stand out from the crowd and make an impact on the employer. So remember that it is not just about dressing in business casual attire, but also making sure your clothing and accessories reflect your professional persona.

4. Review Time Constraints Before Recording

For someone who has practiced answering in 10 minutes, it cannot be easy to record an answer within an allotted five minutes. Nothing is more frustrating than realizing that you are just halfway through your strongest point and the clock is ticking. Be mindful of the time limits to give yourself the best chance to get your points across.

5. Obtain a Reliable Internet Connection

The worst case scenario is when you are uploading or recording a video when your internet goes out. There is a chance that if you correct it, the tape will be lost and you won’t get an opportunity to respond. Make sure you have a strong internet connection to prevent this. Additionally, closing other programs and windows on your computer will make that window run more quickly.

6. Limit Your Movement

People shiver their legs or twitch their hands nervously when doing interviews. If you’re resting your arms on your desk, movements can rustle the computer and/or camera, causing a shaky video. Avoid making any motions that would indicate anxiety to the recruiter, since they might become sidetracked when analyzing your responses.

7. Avoid Interruptions

While conducting a video interview, one feels anxious and tense, but these emotions shouldn’t be visible on your face. Disruptions in the background can exacerbate anxiety and create an unpleasant recording and experience. Keep noise to a minimum by letting other household members know you’ll need a quiet environment. Always remember to smile and convey your friendliness and charm.

Things to avoid in a one-way video interview

1. Forgetting to Test the Audio

Verify the microphone you are using to record the responses if you are using a computer to respond to the questions. Play back your first video recording to ensure the audio and camera are functioning properly.

2. Skipping the Directions

Before beginning any interview, it is crucial to read the directions given to you, especially if you are unfamiliar with the procedure. You can answer the questions efficiently by carefully reading the instructions.

3. Not Reviewing How You Look Onscreen

While filming and responding to the questions, if you can’t see yourself on the screen, your camera is broken. Don’t move further in this situation until the issue has been resolved.

4. Speaking Inaudibly

Try to talk loudly and clearly while giving your responses during the video interview so that the hiring manager can understand you. Don’t make it necessary for the recruiter to turn up the volume or strain their ears to hear you.

5. Recording in an Unorganized Setting

When having a video interview, your background is crucial because it reveals a lot about your candidacy. Record over a pristine and silent setting.

6. Lacking preparation for the interview

Just as you would for an in-person interview, prepare thoroughly for the interview. Prepare well for the potential interview questions so that you can respond to them with confidence and a natural flow.

Selecting the Right One-Way Video Interview Software

Check out the following metrics.

Brand name matters– Go with the brands users are talking about. Trust organic forums like Reddit and Quora more than YouTube and other promotional channels.
Look for the essentials– The list will include the number of users, core features, deployment standards, support, training modes (in-person, live, videos, webinars, etc.), and user reviews.
Compare side-by-side– First, shortlist a couple of one-way video interviewing software options and compare their features and pros and cons. You can use platforms like Capterra and Comparably to do so.
Check scalability– If it works on the cloud, that’s good. However, what if you need it for on-premise deployment? Notice its scalability option. The more, the merrier.
Seamless integration– Don’t regret paying for an application that doesn’t blend well with your existing architecture. Be sure to run compatibility tests beforehand.
Round-the-clock support– You can’t always control the application. Sometimes, it may require some changes to its core development. Make sure you get 24/7 technical support to keep your recruitment activity hassle-free for you and your candidates.

Conclusion

No doubt, there are specific roles for which two-way or live video interviews might be the best way to find talents. But they may count for a few percent of your total number of vacancies. If adopting a one-way interview process enables you to hunt for ideal candidates faster than your competitors, then why not? Adapting to new challenges is always better to stay ahead of your competitors.

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