The hiring process is changing. Many recruiters now use video technology to screen candidates early in the process.
There are two types of video interviews that are often used: AI video interviews and one-way video interviews. These terms may sound similar, but they refer to different methods.
Understanding what makes them different helps clarify how each one works and what tools are involved.
What are AI video interviews and one-way interviews
A one-way video interview is when candidates record answers to preset questions without any live interaction. The recruiter sends questions ahead of time, and candidates submit their recorded responses for later review.
An AI video interview may use a similar format, but with a key difference: artificial intelligence software analyzes the recordings. The AI might evaluate word choice, tone of voice, facial expressions, or other factors depending on how it's programmed.
Here's how each type typically works:
One-way interview process:
- The recruiter creates questions using video interview software
- Candidates receive a link to record their answers
- Recruiters watch the videos later and make their own assessments
AI video interview process:
- Setup is similar with candidates recording responses
- AI software analyzes the videos after submission
- Recruiters receive reports or scores based on the AI analysis
The main difference is who (or what) evaluates the candidate's performance. In one-way interviews, it's a human. In AI interviews, it's software that does the initial screening.
How they differ in recruiter workflow and candidate experience
When recruiters use one-way interviews, they spend time watching each video and taking notes. This is more efficient than scheduling live interviews but still requires manual review.
AI-powered interviews save more time because the software processes videos automatically. The system can handle hundreds of recordings quickly and provide organized results.
Here's how the two approaches compare:
For candidates, the recording experience is similar in both formats. The difference comes in how they're evaluated. Some candidates feel uneasy about AI analyzing their expressions or speech patterns, while others appreciate the consistency.
A LinkedIn study found that 41% of candidates felt less comfortable with AI-analyzed interviews compared to human-reviewed ones. This shows that the technology choice can affect how candidates view your company.
Pros and cons of AI interviews vs one-way interviews
1. Speed and efficiency
AI video interviews can process large numbers of candidates quickly. A system might analyze hundreds of videos in the time it would take a recruiter to watch just a few.
- Time savings: AI can evaluate 50 candidates in minutes, while manual review of one-way videos might take several hours
- Consistency: AI applies the same criteria to every candidate
- Volume handling: Works well for positions with many applicants
One-way interviews still save time compared to live screening calls, but require more recruiter hours for review.
2. Candidate perception
Both formats have their challenges when it comes to candidate experience. Recording answers without immediate feedback can feel awkward.
AI interviews add another layer of concern for some candidates:
- Some worry about being judged by algorithms they don't understand
- Others question whether AI can fairly assess their abilities
- Technical issues might affect how the AI scores their performance
Many candidates prefer human evaluation because it feels more personal. According to research by the Society for Human Resource Management, 62% of job seekers prefer human-reviewed video interviews over AI-analyzed ones.
3. Bias and fairness concerns
AI systems learn from data they're trained on. If that data contains bias, the AI might reproduce those patterns in its evaluations.
- AI bias risks: The system might favor certain speech patterns, appearances, or backgrounds based on its training data
- Human bias risks: Recruiters watching one-way videos might have unconscious preferences for certain traits
One-way interviews reduce some forms of bias because all candidates answer the same questions. However, human reviewers might still have subjective reactions to candidates.
AI interviews aim for objectivity through standardized assessment but can unintentionally perpetuate biases in their programming.
Best practices to minimize bias and protect candidate privacy
When using either type of video interview, it's important to create a fair process that respects candidate information.
For applicant screening tools, regular testing helps identify potential bias. Ask providers these questions:
- How do they check for bias in their algorithms?
- What steps do they take to prevent unfair assessments?
- Can they show evidence of their fairness testing?
Clear communication helps candidates understand what to expect. Let them know:
"Your video interview will be recorded and analyzed as part of our screening process. We use video interview software to help identify key skills including communication ability and problem-solving approach."
Data security matters too. Consider these practices:
- Only keep recordings as long as needed for hiring decisions
- Limit who can access candidate videos
- Make sure your video platform follows privacy regulations like GDPR or CCPA
These steps help create a more transparent interview process that candidates can trust.
Key features recruiters need to streamline hiring
1. Seamless integration
Good video interview platforms connect with other recruiting tools you already use. This makes the whole process run more smoothly.
Look for software that works with:
- Your applicant tracking system (ATS)
- Email platforms like Mailjet for sending invitations
- Calendar tools for scheduling follow-up interviews
When systems talk to each other, information flows automatically instead of requiring manual updates.
2. Customizable question sets
Different jobs need different interview questions. Effective video interview platforms let you create custom questions for each position.
Good questions to include:
- "Tell me about a time you solved a problem at work"
- "How do you handle tight deadlines?"
- "What interests you about this role?"
- "How would you resolve a disagreement with a coworker?"
Tailoring questions helps you assess the specific skills needed for each job.
3. Reporting and analytics
Useful metrics to track include:
- Completion rates (how many candidates finish the interview)
- Average response time per question
- Overall candidate ratings
- Common keywords or themes in responses
These insights help improve your hiring process over time and identify top candidates more efficiently.
How to implement these methods without hurting candidate trust
Clear instructions make a big difference in candidate experience. When sending interview invitations, include:
"Hi [Name], You're invited to complete a video interview for the [Position] role. You'll record answers to five questions at your convenience. The platform works best on Chrome or Firefox browsers. If you have any technical issues, please contact us at [email]."
Offering a practice question lets candidates get comfortable with the format before recording their real answers. This reduces anxiety and technical problems.
After interviews, a short feedback survey can help you improve. Ask candidates about their experience with questions like:
- Was the process easy to understand?
- Did you feel the format allowed you to showcase your skills?
- What could we improve about our video interview process?
This feedback helps refine your approach for future candidates.
Where AI hiring is headed next
Video interview technology continues to evolve. Some emerging trends include:
- More sophisticated language analysis that better understands context and meaning
- Assessment of soft skills like emotional intelligence through voice and expression patterns
- Prediction of job performance based on interview responses compared to successful employees
New regulations are also developing around AI in hiring. These rules focus on transparency, fairness, and candidate rights. Staying informed about these changes helps ensure your recruitment process remains compliant.
Why Truffle is the best of both worlds
Choosing between AI video interviews and one-way video interviews doesn’t have to be an either/or decision. Truffle blends the strengths of both formats into a single platform that’s designed for speed and nuance.
With Truffle, candidates complete structured one-way video interviews, which gives them the flexibility to respond on their own time. But instead of recruiters watching every video manually, Truffle’s AI steps in to analyze responses, surface insights, and reviews candidates based on analysis, evaluating communication, relevant experience, and even culture fit.
That means:
- Candidates feel seen without being rushed through a live call
- Recruiters get structured insights without spending hours in review
- Bias is reduced through standardized analysis while keeping space for human oversight
By combining the scheduling ease of one-way interviews with AI-driven evaluation, Truffle gives hiring teams the clarity of data and the depth of human judgment without sacrificing candidate experience.
If you're hiring at volume, Truffle helps you move fast without missing what matters. It's built for modern hiring teams that want both control and consistency.
Putting it all together for smarter hiring
One-way video interviews work well when you want the human touch in evaluation but need scheduling flexibility. They're good for roles where nuanced judgment matters.
AI video interviews can help when you have many candidates to screen quickly. They provide consistent initial evaluation before human recruiters focus on the most promising applicants.
The right choice depends on your specific situation:
- Volume of applications: Higher numbers might benefit from AI screening
- Position level: Senior roles often warrant more human review
- Timeline: Tight deadlines might call for AI assistance
FAQs about AI video interviews and one-way interviews
How do these interview methods impact global hiring compliance?
Different countries have varying regulations about using AI in hiring and data privacy. Organizations must ensure their video interview practices comply with laws in each region where they recruit, such as GDPR in Europe or CCPA in California.
What technical support should recruiters provide to candidates?
Recruiters should provide a list of compatible browsers and devices, recommended internet speed, troubleshooting tips for common issues, a support contact, and alternative options if technical problems persist.
When should recruiters choose human review over AI analysis?
Human review works better for senior leadership positions, roles requiring cultural fit assessment, situations involving complex judgment, and when legal or ethical considerations demand a human perspective on candidate qualifications.
