Everyone seeks two things that often seem contradictory: the ability to achieve more while doing less.
Asynchronous interviews promise just that. They allow you to glean the same insights from candidates that you would in a live interview, but with much less effort.
Despite their growing popularity, one-way virtual interviews havenât become as ubiquitous as you might expect from a technology that simplifies one of the most time-consuming and complex processes in modern recruitment: screening calls.
The reason is straightforward. Hiring is a very human endeavor, and any technology that removes human interaction is approached with significant caution.
While I understand this perspective, it has left both candidates and hiring teams in a situation that is objectively worse, especially with the use of AI in recruiting.
Thatâs why weâve put together this comprehensive guide on asynchronous interviews, to dispel myths and set the record straight.
Forget the usual back-and-forth scheduling nightmare of live interviews. With asynchronous interviews, you record your answers to interview questions at your convenience. Thatâs the essence of an asynchronous video interview.
You receive the questions in advance, hit record when youâre ready, and share your responses via audio or video on your phone or computer. Then, the hiring team reviews your responses at a time that suits them.
This flexibility not only makes the process more adaptable to varying schedules but also opens the door to a wider pool of talent.Â
"One-way interviews boosted our global recruiting efforts by eliminating geographical and time-zone constraints," shared Lily Wang, Director of HR at Relyir. "Moreover, the candidates love the process as it allows them to record responses at their convenience, reducing the stress of on-the-spot questioning."
"Moreover, the candidates love the process as it allows them to record responses at their convenience, reducing the stress of on-the-spot questioning." - Lily Wang, Director of HR at Relyir
People are far more complex than a resume can convey, yet it's impractical for time-strapped hiring teams to conduct more initial phone interviews (or Zoom calls). This is where asynchronous interviews shine.
With the rise of generative AI, many candidates use it to craft cover letters, automate applications, and even pass technical tests. This influx of similar candidates overwhelms traditional screening methods.
Asynchronous interviews offer a more effective way to assess candidates beyond their resumes, ensuring a fairer and more efficient hiring process.
Beyond that, one-way interviews also provide:
Asynchronous interviews allow candidates to record their responses at a time that suits them, and hiring teams can review these responses at their convenience, making the process more flexible for everyone involved. Itâs something that 85% of candidates appreciate.
By providing the same interview schedule all candidates, asynchronous interviews help ensure consistency, making it easier to compare responses.
With no need to schedule live interviews, the hiring process can be significantly sped up, reducing time-to-hire and enabling faster decision-making.
Asynchronous interviews minimize the chances of interviewer bias, as the evaluators can review the responses without the influence of real-time interactions or personal impressions.
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A lot of folks worry that the top-tier candidates might skip out on asynchronous interviews. But, you know what? Our virtual interview report tells a different story.
Turns out, about 85% of candidates are either totally cool with it, pretty comfortable, or just neutral when going through a one-way interview. So, it looks like this isn't really a deal breaker for most people.
Until now, most asynchronous interviews have relied on one-way video interviews, which pose several disadvantages. Camera shyness, artificiality, and visual bias in video interviews can heighten candidates' nerves, make it challenging to appear relaxed and natural, and lead to perceptions that may not fairly reflect their true capabilities due to factors like appearance, background, or camera quality.
âAsynchronous interviews tend to have a very rehearsed feel to me, and it's hard for me to assess a candidate that way," observes Andre Kazimierski, CEO of Improovy, highlighting the challenge of capturing the spontaneous and authentic aspects of a candidateâs personality.
A growing trend is audio-only one-way interviews. They tend to be more relaxed and help candidates focus on providing genuine, thoughtful responses that are less rehearsed.Â
Additionally, the lack of visual distractions reduces bias based on looks or background, making for a fairer process.
Plus, audio-only is simplerâno need to fuss over lighting or finding the perfect spot to record, so candidates can respond from wherever they're comfortable.
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Even though we're enthusiastic about asynchronous interviews, it's important to remember that they still require careful preparation and attentionâyou can't just phone them in (excuse the pun đ).
A thoughtful asynchronous interview sets the tone for future conversations. So you want to shoot for an excellent experienceâsomething candidates donât just tolerate.
Most recruitment initiatives suffer from the same problem: there isnât any way to track their impact. The hiring team is stuck relying on off-hand comments or anecdotal feedback, which often leads to knee jerk decisions.
If youâre going to introduce one-way interviews, we recommend you keep choose a handful of the following metrics to keep an eye on:
Tracking these metrics can really help you zoom in on whatâs working and whatâs not, making sure your async interviews are as effective as they can be.
Async interviews are not just another step in your hiring process; they're a way to really shake things up for the better. Think about it: candidates can interview on their own time, from anywhere. This means you get to see the real them, without the stress of syncing calendars or dealing with time zones.
Their value goes beyond convenience. They give everyone a fair shot at showing off what they can really do, which is important. Plus, they help you spot the folks who fit just right with your team's culture and needs. When you use asynchronous interviews wisely, you're not just filling a seat. You're building a stronger, more connected team.
Bottom line: If you're looking to make smarter hires and make everyone's life a little easier, giving asynchronous interviews a real shot might just be the way to go. They can change how you find and hire talent.
The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.
To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.
When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.
A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.
