How to Start Using Asynchronous Video Interviews to Streamline Hiring

Finding the right candidate for an open position can be a difficult process. There many be many candidates with the right experience and qualifications, and it can be hard to choose between them. This process also takes a lot of time and energy. Today, traditional in-person interviews are no longer the only option for connecting with candidates. Asynchronous video interviews, also known as pre-recorded video interviews or one-way video interviews, are a new, valuable tool to streamline the hiring process. Let’s take a close look at how to start using asynchronous video interviews in your hiring process, the pros and cons, how to set up video collection for interviews easily, and more.

What Are Asynchronous Video Interviews?

Asynchronous video interviews, also referred to as pre-recorded video interviews or one-way video interviews, are a modern approach to candidate screenings. Unlike traditional face-to-face interviews or live video interviews, asynchronous interviews allow candidates to record their responses to interview questions at their convenience. These interviews are typically conducted through online platforms or software where candidates receive a set of predetermined questions or prompts and record their video responses independently. This asynchronous format enables flexibility for both candidates and hiring teams, eliminating scheduling conflicts and geographic limitations.

Why Use Pre-Recorded Video Interviews: Pros and Cons

Pre-recorded video interviews can help you streamline your hiring process and give your team more flexibility. This technology can be very helpful, but it also has some drawbacks that are important to consider and account for. Let’s take a closer look at the pros and cons of asynchronous video interviews.

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Pre-Recorded Video Interviews: Pros

Flexibility: Asynchronous video interviews offer flexibility for both hiring managers and candidates. Candidates can complete interviews at their convenience, accommodating busy schedules and differing time zones. There’s also no need for long travel, especially early on in the hiring process. Hiring managers don’t have to coordinate availability in their schedules, which can be especially helpful when multiple staff members are weighing in on the hiring process.
Time and Cost Savings: By eliminating the need for scheduling and conducting multiple rounds of interviews, asynchronous interviews save valuable time and resources for both candidates and hiring teams.
Standardization: With predetermined questions or prompts, asynchronous interviews ensure consistency in the interview process and enable fair evaluations of candidates based on the same criteria.
Improved Candidate Experience: Many candidates appreciate the convenience and autonomy afforded by asynchronous interviews, leading to a positive candidate experience and enhancing employer branding.

Pre-Recorded Video Interviews: Cons

Limited Interactivity: Unlike live interviews, asynchronous interviews lack real-time interaction between candidates and interviewers, potentially missing opportunities for clarification or follow-up questions.
Technical Challenges: Candidates may encounter technical issues when recording their video responses, such as poor audio or video quality, internet connectivity issues, or unfamiliarity with the interview platform.
Potential for Bias: Asynchronous interviews may inadvertently introduce bias in the evaluation process, as interviewers rely solely on recorded responses without the context of real-time interaction or non-verbal cues. Racial or gender biases, including unconscious biases, may worsen when hiring managers weed out potential candidates early using video interviews.
Extra Demands: If hiring managers require pre-recorded interviews in addition to traditional assets like a cover letter, resume, and portfolio, this puts extra demands on applicants. Consider carefully whether or not the compensation and responsibilities of the position make sense with the assets you’re requiring applicants to submit. A pre-recorded interview might be used in place of some requirements to reduce the demands on applicants.

How to Start Using Asynchronous Video Interviews

Gathering asynchronous reviews to use in your hiring process can be an easy process. There are a few ways to go about this. You might use a dedicated asynchronous interview platform, or you can set up a video collection page on your website. Since different video interview platforms will have their own set-up process, we’ll discuss the process of using a landing page on your website to collect videos.

Set up a Landing Page to Gather Interviews

The first step to start using asynchronous video interviews in your hiring process is to create a dedicated landing page on your company website or hiring platform to invite candidates to submit their video interviews. This landing page should provide clear instructions on how to access the interview questions or prompts and submit their video responses.

Consider what protections you might need on your landing page to prevent spam submissions, while still making the landing page accessible for applicants. Consider using CAPTCHA or a similar technology to remove bots from the process. Or, if candidates have already moved through one layer of the hiring process, consider giving the candidates access to a special link to a page that blocks web crawlers and does not appear on a search engine results page.

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Provide Interview Questions or Prompts

Develop a set of interview questions or prompts tailored to the specific role and job requirements. Ensure that questions are clear, relevant, and designed to elicit meaningful responses from candidates. Consider incorporating a mix of behavioral, situational, and role-specific questions to assess different aspects of candidate suitability. We’ve included a few example questions you might use towards the end of this post.

Make it Easy for Candidates to Submit Videos

To maximize applicants and make sure you’re not steering the most qualified applicants away, make sure this process is easy. Candidates should not have to download extra software or take on extra tasks to submit their video. Make sure your video collection software works with a regular laptop camera or smartphone camera, and doesn’t require extra steps. Candidates should also be able to review and re-record their video if they didn’t like the first video.

Share Videos With Your Hiring Team

Once candidates have submitted their video responses, you’ll need to share these videos with anyone involved in the hiring process. Share your video collection, as well as other relevant documents like resumes or portfolios, with other team members. You might use a shared video storage space and shared folder, so your team can review videos and documents when they have time. Make time to collaborate in-person once everyone has evaluated the candidates, so you can all discuss the candidates’ responses, qualifications, and identify top contenders for further consideration.

Choose Your Candidates!

Based on the assessments and feedback from your hiring team, select the most promising candidates to advance to the next stage of the hiring process. Consider factors such as skills, experience, cultural fit, and alignment with the company’s values and objectives when making your final decisions.

Interview Questions and Prompts for One-Way Video Interviews

There are many different interview questions or prompts you might use for your one-way video interviews. Consider what information you’re looking for, and what stage of the interview process you’re in. You might ask questions which show the candidates’ thought process and personality, problem-solving style, experience, and more.

Behavioral Questions:

Describe a time when you had to solve a complex problem at work. What steps did you take, and what was the outcome?
Can you share an example of a challenging project you managed from start to finish? How did you ensure its success?
Tell me about a time when you had to work collaboratively with a team to achieve a common goal. What was your role, and how did you contribute to the team’s success?

Situational Questions:

Imagine you are faced with a tight deadline for a project. How would you prioritize tasks and manage your time effectively to meet the deadline?
If you encountered resistance from a colleague or team member on a proposed idea or initiative, how would you handle the situation?
How would you handle a situation where a project you’re leading is not meeting its objectives? What steps would you take to address the issue and ensure project success?

Role-Specific Questions:

For a Sales Role: Describe your approach to building relationships with potential clients and closing deals. Can you share an example of a successful sales pitch you delivered?
For a Marketing Role: How do you stay informed about industry trends and consumer behavior? Can you provide an example of a successful marketing campaign you developed?
For a Customer Service Role: How do you handle challenging customer interactions or complaints? Can you share a specific example of a time when you successfully resolved a customer issue?

Company Culture Fit Questions:

What attracted you to our company and this role? How do you see yourself contributing to our team and culture?
Our company values collaboration and innovation. Can you share an example of how you’ve demonstrated these values in your previous roles or projects?
How do you approach learning and professional development? How would you integrate yourself into our company culture and continue to grow within the organization?

By following these steps and leveraging asynchronous video interviews effectively, you can streamline your hiring process, identify top talent more efficiently, and ultimately make more informed hiring decisions for your organization. To get started with video collection on your website and make asynchronous video interviews easy, get started with Boast today.