One-way vs Two-Way Video Interview– Everything You Need to Know
What is a one-way video interview?
In one-way video interview, you don’t talk to a person. Instead, candidates answer the questions to an application. Their response is recorded with a computer or mobile device’s camera. The recruiter analyzes the answers and gives feedback or notifies you for the next round of the process.
This process is also known as an Asynchronous 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.
How does a one way interview work?
Here candidates give their responses to a list of questions with video, audio-only, or text. The best part is convenience:candidates decide to take the interview at any time at their ease. With the easy use of a smartphone or computer, accessibility is not forgotten. That’s why job seekers with busy schedules often find the one-way video interview process much more preferable than 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 to their inbox, which they can review and evaluate with the hiring team easily.
Major differences between One-way Vs. Two-way Interview
As we are discussing switching to One Way Interview from the traditional Two Way interview process, it is imperative to understand the difference.
Interview scheduling– Here, candidates can take the interview at their ease, unlike in a two-way interview where recruiters need to schedule, and potentially reschedule, the interview 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 synchronizing conversation with a recruiter.
Performance evaluation– Your response gets auto evaluated by the system based on parameters set by the recruiter in the application. That’s why the results are purely unbiased and free from any human error.
Selecting the Right One-Way Interview Software
Check out the following metrics.
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 software and compare their features and pros and cons. You can take the help of platforms like Capterra and Comparably for the same.
Check scalability- It works on the cloud; that’s fine, but what if you may need it for on-premise deployment? Look for its scalability option. The more, the merrier.
Seamless integration– You would never want to regret paying full price for an application that doesn’t recognize and blend well with your existing architecture. In this regard, run compatibility tests beforehand for sure.
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.
What are the benefits of a one-way video interview software?
If you have one of the best video interviewing software applications to streamline your recruitment process, you will reap the following benefits for your organization.
Complete transparency– When you breathe transparency in your ethics, your brand value goes up. Candidates trust your selection process without any doubt.
Makes bulk recruitment a cakewalk– You can interview several candidates for different roles simultaneously, all from a single application. That said, using automation, you can reduce hiring time by 90% and onboard new joiners 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 feel more comfortable as they feel 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.
No doubt, there are certain roles for which two-way 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? It’s always better to adapt with new challenges to stay ahead of your competitors.