If you're hiring in 2025, there's a good chance you've heard about asynchronous interviews. But what exactly is asynchronous interview software, and why are more teams ditching live screens for this modern approach?
This guide covers everything you need to know about asynchronous video interviews: how they work, the pros and cons, when to use them, and how to get the most out of the tools powering them.
Why are asynchronous interviews are growing in popularity?
Forget the usual back-and-forth scheduling nightmare of live interviews. With asynchronous interviews, you record your answers to interview questions at your convenience. That’s the essence of an asynchronous video interview.
You receive the questions in advance, hit record when you’re 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.
"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
Advantages of asynchronous interviews
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:
Flexibility and convenience
Automated 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. It’s something that 85% of candidates appreciate.
Consistency and fairness
By providing the same interview schedule all candidates, asynchronous interviews help ensure consistency, making it easier to compare responses.
Time Efficiency
With no need to schedule live interviews, the hiring process can be significantly sped up, reducing time-to-hire and enabling faster decision-making.
Reduced Bias
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.
Disadvantages of asynchronous interviews
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.
“Asynchronous 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 candidate’s 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.
Additionally, the lack of visual distractions reduces bias based on looks or background, making for a fairer process.
Plus, audio-only is simpler. No need to fuss over lighting or finding the perfect spot to record, candidates can respond from wherever they're comfortable.
As much as we love the flexibility of asynchronous interviews, they’re not a "set it and forget it" solution. Creating a good candidate experience requires a bit of finesse (and no, simply slapping on an FAQ page isn’t going to cut it). When done well, an asynchronous interview should feel like a clear, respectful conversation; something candidates appreciate and, ideally, find memorable.
12 asynchronous interview best practices
Running an effective async interview is about more than just hitting record. Whether you're using a one-way video interview platform, video interview software, or any other self-paced interview tool, the candidate experience still matters. Here’s how to make it count:
1. Spell out the process
Start by explaining exactly what candidates should expect. Tell them how the async interview tool works, how much time they’ll need, and what comes next. Clear instructions reduce anxiety and improve completion rates.
2. Set a realistic timeline
Give candidates enough time to respond thoughtfully. Even though the format is flexible, people still need room to breathe. Make sure your on-demand interviews come with clear but reasonable deadlines.
3. Keep it focused
Avoid the temptation to ask everything at once. Limit yourself to a few questions that deliver real insight. Most one-way interview platforms work best with three to five prompts.
4. Allow for re-takes
Let candidates re-record their responses if needed. Giving them a second chance builds trust and lets them present their best selves.
5. Go for open-ended questions
Self-paced interview tools shine when used to explore thinking and values. Ask questions that require more than a yes or no answer. This helps you uncover real communication skills and personality.
6. Add a little context
Explain why you’re asking each question. A short sentence or two can help candidates give stronger, more relevant answers.
7. Ensure accessibility
Check that your video interview software works across devices and network speeds. Some candidates may need alternatives like audio-only responses or mobile-friendly formats.
8. Maintain professionalism
Even though it’s not a live call, it’s still an interview. Keep your tone welcoming but serious. Candidates should feel respected and taken seriously throughout the process.
9. Provide feedback
Whenever possible, share outcomes with candidates. A short note or a bit of feedback—even for those not moving forward—can go a long way toward strengthening your employer brand.
10. Respect their privacy
Let candidates know how their data will be used. Transparency builds trust. Make sure your one-way interview platform offers secure storage and clear policies.
11. Follow up promptly
Respond quickly once a candidate completes their async interview. Whether it’s a yes or no, speed shows professionalism.
12. Stay consistent
Use the same scoring rubric for every candidate. Consistency ensures fairness and helps your team compare responses more objectively.
When you follow these best practices, you turn your async interview tool into more than just a shortcut. You create a candidate experience that’s efficient, inclusive, and well-aligned with how hiring works today.
9 key metrics to track for asynchronous interviews
One of the hardest parts of hiring is knowing what's actually working. Too often, recruiters rely on gut instinct or scattered feedback. With asynchronous interview software or a one-way interview platform, though, you can track real data and adjust based on results.
Here are the most important metrics to monitor when using video interview software or any async interview tool:
1. Time to hire
Time to hire tracks how long it takes from job posting to offer acceptance. On-demand interviews help speed this up by removing the delays that come from coordinating live calls.
2. Candidate satisfaction
A great candidate experience matters. Use post-interview surveys to see how your self-paced interview tools are landing. If most candidates say the process is smooth and fair, you’re on the right track.
3. Interview completion rate
This shows how many candidates finish your async interview. A low completion rate might point to confusing instructions or tech friction in the video interview platform.
4. Quality of hire
Are your new hires sticking around and performing well? If you're using a one-way interview platform for early screening, check if it's surfacing people who turn out to be strong long-term contributors.
5. Cost per hire
Video interview software often reduces the cost of hiring by cutting down on scheduling, admin, and live screen time. Measure your savings to see the return on investment.
6. Diversity of candidates
A good async interview tool expands your reach. Track whether your candidate pool becomes more diverse once you remove scheduling and location barriers through self-paced interviews.
7. Offer acceptance rate
If candidates consistently say yes after going through your process, it’s a sign your async interviews aren’t turning people off. Low offer acceptance might mean the experience needs tweaking.
8. Drop-off rate
When and where are candidates quitting the process? High drop-off before or during an asynchronous interview could indicate unclear instructions or a lack of engagement.
9. Feedback timeliness
Using a one-way interview platform gives hiring teams more flexibility. That’s no excuse for radio silence. Track how long it takes you to respond and aim to keep candidates in the loop quickly.
These metrics give you the full picture. They show whether your asynchronous interview software is doing what it's supposed to do—helping your team move faster, make better choices, and deliver a hiring experience candidates actually appreciate.
7 common use cases for asynchronous interviews
Asynchronous interviews offer flexibility and efficiency, making them a great fit for many modern hiring scenarios. Whether you're using an async interview tool or a more advanced video interview software, here are situations where they really shine:
1. High-volume hiring
When you're managing a flood of applicants, scheduling live interviews is time-consuming. One-way interview platforms let you screen hundreds of candidates quickly, helping you focus your time on the most promising ones.
2. Hiring across different time zones
Global teams often struggle with scheduling. On-demand interviews solve that. Candidates respond when it's convenient for them, and your team can review those responses later using a self-paced interview tool.
3. Early-stage screening
Asynchronous interviews are ideal for screening out poor-fit candidates early. Rather than waste time scheduling intro calls, you can use video interview software to get a feel for communication style and baseline qualifications upfront.
4. Specialized roles with specific skill assessments
For technical or niche roles, async interview tools let you ask role-specific questions that dig deeper than resumes. Some platforms also support file uploads or situational prompts to better assess problem-solving skills.
5. Creating a more inclusive hiring process
Asynchronous tools lower the pressure and remove the need for polished Zoom setups. One-way interviews are accessible, reduce visual bias, and give candidates space to share their story in a way that works for them.
6. Assessing soft skills and cultural fit
Use self-paced interview tools to ask open-ended questions that reveal how someone thinks and communicates. Responses can surface values, priorities, and interpersonal instincts that don't come through on paper.
7. Part-time, freelance, or seasonal hiring
When you're filling roles fast, a traditional hiring process just can't keep up. On-demand interviews help you move quickly, without cutting corners on quality.
Asynchronous interviews aren't the only way to hire, but when you use the right async interview tool in the right context, they save time, reduce bias, and improve the candidate experience from day one.
The Rise of Asynchronous AI Interviews
Asynchronous interviews have been gaining traction for years, but the real game-changer? AI. The combination of asynchronous interviews and artificial intelligence is transforming how companies screen and select candidates—speeding up hiring while improving decision-making.
AI-powered asynchronous interviews go beyond simple recorded responses. They analyze everything from word choice to communication style, providing hiring teams with structured, unbiased insights. Instead of just passively reviewing responses, AI-driven tools help surface key qualities, identify potential fits, and even flag concerns, making the screening process faster and more objective.
This shift is happening for a reason. Traditional hiring methods are breaking under the weight of increased applications, automation-assisted job seekers, and the ever-growing need to make better hires in less time. AI-infused asynchronous interviews help companies cut through the noise, allowing them to focus on the candidates that truly stand out.
But let’s be real—there’s skepticism. Some fear AI removes too much of the “human” from hiring, leading to robotic, impersonal decisions. The key is using AI to augment human judgment, not replace it. When done right, AI-powered asynchronous interviews free up hiring teams to focus on what matters most: engaging with top candidates and making informed, high-quality hires.
As businesses continue to embrace AI in recruiting, one thing is clear—hiring is evolving. And asynchronous AI interviews are at the forefront, reshaping how we assess talent in a way that’s faster, smarter, and ultimately, more human.
Asynchronous interview software comparison
If you’re considering asynchronous interview software but aren’t sure which platform fits your team, this table compares five of the best video one way interview software across key features like AI capabilities, candidate experience, and pricing transparency. Whether you're a lean startup or a scaling enterprise, use this breakdown to find the right solution for your hiring needs.
How asynchronous interviews work
An asynchronous interview is a self-paced interview format where candidates record responses to pre-set questions and submit them when ready. There’s no live conversation or scheduling involved.
Most async interview tools follow a simple workflow:
- You set the questions
Choose 3 to 5 open-ended prompts that align with the role. - Candidates receive a link
They’re invited to complete the interview on their own time, using a phone or computer. - They record and submit responses
Video, audio, or text-based formats depending on your one-way interview platform. - Your team reviews and scores
Hiring managers or recruiters can watch responses on their own schedule, often with AI-generated summaries or scoring.
This format removes the friction of scheduling and creates a consistent experience for every applicant.
Asynchronous interview tips
Want your async interviews to attract the right people and surface top talent? Start with these best practices:
- Keep it short
Limit your questions to the ones that matter. Three to five questions is ideal. - Be human in your tone
Use a warm, clear introduction and avoid sounding robotic. Candidates respond better to a process that feels personal. - Let them retry
Allow re-takes if possible. It reduces pressure and improves response quality. - Explain why you’re asking
Add context to each question so candidates know how to focus their answer. - Test it yourself first
Run through the interview using your chosen async interview tool to make sure it’s clear, accessible, and glitch-free. - Use AI insights carefully
If your video interview software includes AI screening, treat it as a support tool, not the final decision-maker.
Key takeaways on async interviews
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.
Frequently asked questions about asynchronous interviews
Here are some of the most common questions on asynchronous interviews.
1. What are asynchronous interviews, and how do they differ from the traditional interview process?
Asynchronous interviews (often called asynchronous video interviews, one-way video interviews, or async interviews) let candidates record video responses to pre-set questions at a convenient time, rather than meeting in real time with the hiring team.
Unlike the traditional interview process, there’s no need for back-and-forth scheduling, and potential candidates can complete pre-recorded video interviews on their own schedule.
2. How do asynchronous video interview platforms streamline the hiring process?
Modern asynchronous video interviewing platforms offer efficient processing capabilities that help you screen candidates quickly. Features like bulk candidate invitation, structured interviews, and AI-enhanced candidate assessment shorten setup time and reduce the hours per role spent on initial screenings.
This allows interviews for employers to focus on qualified candidates who have already passed a basic skills assessment or soft skills review.
3. Are asynchronous interviews suitable for high-volume hiring scenarios?
Absolutely. In high-volume hiring (or high-volume hiring scenarios), scheduling live calls with thousands of candidates is tedious and time-consuming.
Async video interviews enable you to invite a broader talent pool to respond via video answers or asynchronous videos, quickly filter out dealbreaker skills early, and move the best fits forward in your recruitment process.
This approach is especially useful if you’re recruiting for customer-facing roles that require strong communication skills.
4. How do asynchronous videos capture personality traits and communication style effectively?
Even without eye contact or facial expressions in real time, one-way interviews allow candidates to demonstrate their personality traits, communication style, and soft skills through video recordings.
Video intros or an intro video can showcase how applicants handle role-specific questions, manage background noise, or respond under time limits—all of which provide a deeper understanding of their abilities.
5. Can AI tools help evaluate candidate responses in an asynchronous interview process?
Yes. Many focused video interviewing solutions integrate AI-powered hiring tools for data-driven insights and better-informed hiring decisions.
AI can flag key terms in candidate answers via video, analyze communication style, and provide analytics on each candidate’s performance.
This yields improvement in hire success by helping your hiring team make more informed decisions based on deeper insights.
6. What about compliance standards and implementation timelines?
Leading asynchronous video interviewing platforms often have enterprise-grade capabilities with global compliance features like European compliance standards and HRIS integration.
Depending on the provider, implementation time can range from 1-2 weeks to 2-3 weeks for simpler setups, and 8-12 weeks for more complex implementations. Some solutions may charge implementation fees, while others include quick implementation in annual billing options.
7. How can asynchronous interviews create a comfortable environment for candidates?
Async tools allow potential candidates to record in their perfect environment, free from scheduling pressures, background music, or awkward eye contact. T
his reduces anxiety and fosters more genuine, thoughtful responses. Some platforms, like Vocal Video or Toggl Hire, support a simple video recorder interface—ideal for basic video screening needs—while others provide advanced options (such as a video intros feature or custom candidate pipeline) to enhance the candidate experience.
8. What can we do to encourage candidate feedback and maintain a positive experience for candidates?
Offer follow-up communication and let candidates know how long their answers via video will be stored, who will see them, and how you handle candidate login details. Providing a clear evaluation process and candidate feedback (even for those not selected) shows respect for their time.
This can bolster employer branding, demonstrating your innovative approaches to the job interview and your commitment to a fair, transparent asynchronous interview experience.
9. How does asynchronous video interviewing impact hiring team productivity?
Because the hiring team can review video interview submissions any time, they can coordinate feedback asynchronously, resulting in less calendar chaos. This streamlined screening process greatly improves hiring team productivity by allowing each member to evaluate candidate responses on their own schedule.
It also reduces the need for repeated actual interviews that might otherwise be required in traditional or live processes.
10. Can asynchronous interviews replace real-time conversations entirely?
They’re usually more of a supplement or initial screening process than a total replacement. While asynchronous interview questions can help you quickly filter through a candidate pool, you’ll typically still want live or structured interviews to finalize hiring for qualified candidates—especially if you need to observe personality on paper vs. in-person, or assess more nuanced communication capabilities such as smooth transitions and dynamic problem-solving.
Need more info on asynchronous?
Asynchronous interviews can be customized for everything from basic video screening needs to AI-enhanced candidate assessment—and they’re ideal for discovering dealbreaker skills early.
Whether you’re dealing with a high-volume hiring scenario, seeking a quick implementation, or wanting to get comprehensive capabilities like extensive integration options, today’s video interview platforms offer a range of solutions tailored to your recruiting process.
By understanding these FAQs, you’ll be better equipped to implement an asynchronous video approach that respects both your timeline and your candidates—delivering a comfortable environment and improved candidate experiences while driving better-informed hiring decisions.
