What is asynchronous Video Interviewing?

Asynchronous video interviews are a modern method of conducting job interviews where the candidate records their responses to interview questions at their own convenience, typically using an online platform or software. Unlike traditional interviews, which are conducted in real-time with a live interviewer, asynchronous video interviews allow candidates to answer preset questions by recording themselves via video.

Key features of asynchronous video interviews include:

1. Flexibility: Candidates can complete the interview at a time that suits them, making it convenient for those with busy schedules or time zone differences.
2. Predefined Questions: Candidates are presented with a set of pre-recorded interview questions. These questions can be text-based, audio-based, or video-based.
3. Recording: Candidates record their responses to each question one by one. They typically have a set amount of time (e.g., 1-2 minutes) to answer each question.
4. Review and Evaluation: Hiring teams, including recruiters and hiring managers, can review the recorded video responses at their convenience. This allows for consistent evaluation across all candidates.
5. Reduced Interview Anxiety: Candidates have the opportunity to prepare and re-record their responses if necessary, which can help alleviate interview-related stress.

A one-way video interview, also known as an asynchronous video interview, is a job interview format in which the candidate records their responses to interview questions using video, typically through an online platform or software. Unlike traditional interviews where there is a real-time conversation between the interviewer and the candidate, in a one-way video interview, the candidate records their answers at their convenience and submits them for review by the hiring team.

Here’s how a one-way video interview typically works:

1. Invitation: The candidate receives an invitation to participate in a one-way video interview. This invitation includes details on how to access the interview platform and the questions they need to answer.
2. Questionnaire: The candidate logs into the interview platform and is presented with a series of pre-recorded interview questions. These questions can be text-based, audio-based, or video-based.
3. Recording: The candidate records their responses to the questions one by one. They typically have a set amount of time (e.g., 1-2 minutes) to answer each question. They may also have the option to re-record their responses if they are not satisfied with their initial attempts.
4. Submission: Once the candidate has recorded all their responses, they submit their video interview for review.
5. Review: The hiring team, including recruiters or hiring managers, can review the video responses at their convenience. They can assess the candidate’s qualifications, communication skills, and overall fit for the position.

One-way video interviews offer several advantages for both candidates and employers:

Advantages for Candidates:

• Flexibility: Candidates can complete the interview at a time that suits them, which is especially helpful for those with busy schedules or time zone differences.
• Reduced interview anxiety: Candidates have the opportunity to prepare and retake their responses if necessary, which can help reduce interview-related stress.
• Convenience: There’s no need for candidates to travel to an interview location, making the process more convenient.

Advantages for Employers:

• Efficiency: Employers can review video responses at their convenience, saving time compared to scheduling and conducting multiple live interviews.
• Consistency: All candidates answer the same set of questions, ensuring a consistent evaluation process.
• Wider reach: Employers can consider candidates from different geographical locations without the need for them to travel.

Some argue that one-way video interviews also have some drawbacks. Candidates may find it impersonal, and employers may miss out on the interpersonal aspects of in-person or live video interviews.  Additionally, some candidates may not have access to the necessary technology or may be uncomfortable with video interviews.   However, we beg to differ.   Everyone has a cellphone these days, even in Africa.   And the video interview is not about having a candidate feel like his experience was fulfilling, that he had a personal experience.   If you want to complain about that sort of thing, go complain to Tinder, otherwise swipe right.   Because in the corporate world where we live, it’s about speed, efficiency and doing things easier that makes more sense to the bottom line.   There will always be a complainer of some kind, anywhere, doing anything.  Complainers show a clue to a mindset, and that in itself is a great screening tool in and of itself.

Overall, one-way video interviews is becoming more popular in spite of complainers, especially in the early stages of the hiring process, as they offer a more efficient way to screen candidates and manage a large applicant pool.