A one-way video interview is a unique form used in recruitment processes for many industries. It is video material known asynchronous interviews, which means the candidate answers questions on their own time via a webcam or mobile application. Later, the hiring managers or the person in charge will review it.
The uniqueness of this form is that the candidate is not speaking to a person but simply answers questions laid out on the screen while recording himself and later submitting it. Many companies use this not as a replacement for an in-person interview but simply as a step in the overall recruitment process, as a means to foster more connection with candidates.
Process of One-Way Video Interview
One-way video interviews generally differ in a format that is often adapted to the preferences of the recruitment team and company. Even so, there is a particular format that most companies use.
The first step is to log into the application of the company’s choice and follow the instructions for setting up your one-way interview. Sometimes it requires a specific app or a test run.
A trial run follows this step. If you have offered to test equipment, it is always advised to do so to check all features such as background noise or lighting. Additionally, this can help you, so you don’t accidentally skip essential steps.
After the preparation steps, candidates move forward with the questions and answers. Depending on the company, recruitment style, and general practice of the recruitment team, candidates could be allowed to re-record with or without reviewing their responses. In most cases, you are allowed only one try. To be sure, familiarize yourself with the process.
Additionally, you should also be aware if the answers are time-limited. It is usually indicated with a timer on the corner of your screen.
The overall process ends by terminating the recording or directly submitting the video.
Why do Companies Use This Type of Interview?
The process is done for many reasons, and in that manner, the one-way video interview has its pros and cons. What is emphasized is that this form is used for candidates that stand out and the company wants to learn more about them.
As mentioned, it can sometimes confuse people since candidates usually consider this a substitution for in-person interviews, which is not the case. This form is simply a step for companies to know candidates better, and for them, it is another chance to present themselves and express their personality, motivation, and competencies. This is a precious opportunity for those with strong communication and presentation skills, which is often an advantage in sales.
Pros and Cons of One-Way Video Interview
As you might imagine, this recruitment form has its benefits and flaws. If we talk about benefits, in the previous paragraph, we mentioned that this is an additional chance for candidates to introduce themselves and elaborate further on why they are adequate for vacant positions.
On the other hand, companies also have plenty of benefits from this process; this approach is hurting the candidate experience. Recruiters and hiring managers are primarily cutting down the time spent on the review of applications, as well as scheduling meetings. This way, multiple candidates can be interviewed simultaneously, speeding up the overall process. It allows the recruitment team to review numerous candidates and easily select those moving forward to the following process stages.
Some other reasons employers use one-way video interviews lie in the widening of the candidate pool. Simply put, the team now has the means to review more applicants than if it was a traditional recruitment process. Also, this form of recruitment tests candidates’ technical skills often required in positions.
Even though we see a lengthy list of positive factors that this form of interview has, the feedback from candidates is overwhelmingly negative. Before dealing with details, it is important to emphasize that the experience is mostly impacted by the software used for the video and regulations set by the company.
One of the main reasons for these negative incentives is the “impersonal” character of the interview. Additionally, many candidates express that experience is more stressful if they do not all allow you to rerecord answers or even know the questions ahead of time.
Lastly, there are unconscious biases that the recruitment team often disregards or is unaware of, which can play a role in the early stages of the hiring process. These biases reflect an unconscious judgment based on a candidate’s appearance, age, gender, race, or any other aspect unrelated to the job.
