What Is a One-Way Video Interview?

‘Interview‘- the face-to-face conversation between the candidate and the interviewer is the basic understanding that we have regarding interviews. But, traditional interviews are a thing of the past and paved the way for a new form of interview called the ‘one-way video interviews‘.

The newest trend in interviews is the ‘one-way video interview’. One-way video interviews are performed asynchronously, offering flexibility and convenience to candidates and the interviewing team. In this blog, we’ll cover everything you need to know about one-way video interview.

What is a One-Way Video Interview?

A technology-enabled interview mode where the candidate answers preset questions by the interviewer. A one-way video interview can be done as a replacement for the phone screening and is typically performed during the initial phase of the interview process. One-way video interviews are fast-paced and more productive compared to traditional interviews. Candidates can provide the answers through their smartphones, tablets, or laptops at any time.

How to do a One-Way Video Interview?

The interviewer sets questions as required in text, audio-only, or video formats for the candidate to answer. The recruiter provides a link to the interview through an email to the candidate and the candidate can provide answers within the deadline. In this mode, the interviewer can invite a large number of candidates according to the preferred schedule. Once the candidate’s response gets recorded, it gets sent to the recruiter’s inbox without any hassle for the review.
A one-way video interview is generally carried out by recruiters in the following format:
Practice Interview: This is the testing phase where the candidate can experience a trial of the actual one-way interview. This phase is provided by most companies for the candidates to get accustomed to the interview process.
The practice phase lets the candidate fix the equipment according to the needs of the interview. It gives the candidate a view of the real one-way interview.
Actual Interview: This is the phase where the interviewer posts the questions as per the requirements so that the candidate can answer them. Some companies let the candidates re-record the answers but it depends. Some questions may have a time limit while others may not. In most cases, the candidates get a 60-second window to provide the answer to a single question.
The candidate may review the response before advancing to the next question, but that feature depends on the recruiter to provide.

Difference between a One-Way Video Interview and a Video Interview

Traditional video interviews are real-time conversations where you and the candidate interact directly. They’re similar to in-person interviews but are done over video conferencing platforms like Zoom or on platforms that assist recruiters like Glider AI. This format lets you engage in live and interactive dialogues with candidates. You and an applicant can see and respond to each other in real time, which means you can ask follow-up questions based on their responses, observe their reactions, and tailor the conversation flow as the interaction progresses.

On the other hand, a one-way video interview format offers a refreshing change—it’s unilateral. It provides applicants with a set of predetermined questions to which they can record and send their responses at their convenience. This method allows applicants to choose when and where to complete the interview, offering flexibility for those juggling busy schedules and applicants in different time zones.

Advantages of One-Way Video Interviews

Why do employers use one-way video interviews?  The answer is they come with a lot of perks. Let’s count them down.

• Fast-Paced- Pre-recorded interviews are swift. The recruiter can save himself from calling the candidates individually and can simply send bulk emails to the candidates with a single click. The recruiter just has to evaluate the candidate videos afterward at any time. There is no hassle and it sure saves the time of both parties.
• Better Connections with Candidates- Video interviews have reduced the problems of physical interviews. One-way video interviews are just a bit more convenient. The recruiter doesn’t have to meet with any of the candidates. Remote candidates can be easily accessed through this mode and there occur no anomalies regarding any time-zone differences. A recruiter may live in the USA and may interview a candidate in India without anyone even seeing each other.
• More Effective- One-way video interviews can be personalized. Therefore, it is more effective and productive than any other mode of interview. The recruiter gets a clear view of the candidate’s skills using the screening interview questions. The candidates can prepare themselves well as they know what questions will be asked. This mode of interview is a win-win situation for both parties. Do virtual interviews reduce human bias? One-word answer: YES.
• Relaxed Interview Experiences for Candidates- Job interviews are hectic even for the best candidates. One-way video interview provides a better experience for the candidate as they get ample time to prepare and rehearse for the answers. The candidates get better exposure and showcase their skills in a better way.

Disadvantages of One-Way Video Interview

Well, everything comes with the good and the bad. One-way video interview too has some cons related to it.

• Without the ability to ask follow-up questions, you might miss deeper insights into a candidate’s experience and skills that could emerge from a live interaction.
• One-way interviews are, by nature, less personal. This lack of direct interaction can make building a rapport with candidates more difficult, which in some cases may be crucial for assessing how well they would fit within your team’s culture.
• Technical difficulties may affect a candidate’s performance during their recording. These issues can unfairly disadvantage otherwise qualified candidates and skew your selection process. This is why it is essential to provide applicants with clear instructions on what to do should tech hiccups arise.
• Although candidates can record their answers at a convenient time, the submission deadlines may still require more availability. This can add pressure for those balancing current job responsibilities and in different time zones. 

Sample One-Way Interview Questions 

• Tell me about yourself. This question lets you gauge the applicant’s communication style and ability to summarize their key strengths and experiences. It also provides a snapshot of their self-perception and how they prioritize professional achievements, which can tell of their career focus and maturity.
• What are your strengths? This question helps you identify if the applicant has skills relevant to the role you want to fill. It also gives insight into the candidate’s self-awareness and ability to align their strengths with the job requirements.
• Where do you see yourself in 5 years? This question helps you assess the candidate’s future career goals and alignment with the company’s vision. Understanding their long-term aspirations can help you determine if they will stay and grow with your company or seek opportunities elsewhere within just a few years.
• Why do you want to work here? This question helps you evaluate the applicant’s understanding of the company culture and role. It also reveals their research on your company, which may reflect their interest and enthusiasm for the position.

Preparing for a successful one-way interview process

• Provide detailed instructions on the platform, question format, and recording time limits. Ensuring candidates understand precisely what is expected of them can help minimize confusion and maximize the quality of their responses.
• Offer optional practice questions to help candidates prepare their responses. This will allow them to become comfortable with the format and demonstrate your commitment to giving all candidates an equal opportunity to succeed.
• Provide clear instructions for troubleshooting any technical issues during recording. Also, make sure to offer direct contact information for technical support to assist candidates who may encounter difficulties, ensuring the process is as smooth as possible.

One-way video interviews are an effective tool to streamline the screening and hiring process. By understanding the advantages and disadvantages, carefully tailoring interview questions, and providing clear instructions, organizations can effectively utilize this format to find suitable talent for their open positions.