Guides

Asynchronous interviews 101: The ultimate guide

Aliye Menzies
Full-cycle recruiter

May 18, 2022

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 haven’t 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.

That’s why we’ve put together this comprehensive guide on asynchronous interviews, to dispel myths and set the record straight.

Table of Contents

    What is an asynchronous interview?

    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.

    What is an asynchronous interview?

    An asynchronous interview is a pre-recorded video interview where candidates answer questions at their own pace, without real-time interaction. Employers review responses later, making it more flexible for both parties. It streamlines the hiring process, allowing recruiters to assess candidates efficiently, without needing to coordinate schedules.

    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

    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. 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.

    Read our guide to the WHO interview method

    Learn how the WHO interview method helps recruiters identify top talent with structured, behavior-based questions.

    Read the full guide

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    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, so candidates can respond from wherever they're comfortable.

    Asynchronous interview best practices

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    Even though we're enthusiastic about asynchronous interviews, it's important to remember that they still require careful preparation and attention—you can't just phone them in (excuse the pun 😉).

    A thoughtful asynchronous interview sets the tone for future conversations. So you want to shoot for an excellent experience—something candidates don’t just tolerate.

    1. Be clear about the process: Make sure candidates know exactly what to do, how much time they have, and what’s expected of them. Clear instructions can help them feel more comfortable and confident.
    2. Give reasonable deadlines: Don’t rush candidates. Give them enough time to complete the interview without feeling pressured, but also set a clear deadline to keep things on track.
    3. Keep it short and sweet: Don’t overwhelm candidates with too many questions. Focus on a few that really matter and get to the heart of what you need to know.
    4. Allow for do-overs: Let candidates re-record their answers if they need to. This can help ease their nerves and ensure they put their best foot forward.
    5. Ask open-ended questions: Ask virtual interview questions that encourage candidates to share more about their experiences and how they think. Open-ended questions tend to reveal a lot more about a person’s capabilities and candidates actually prefer them.
    6. Provide some background: Don’t just throw out a question—give candidates some context. Let them know why you’re asking and what you’re looking for in their answer.
    7. Make it accessible: Ensure that everyone can use the interview platform. Be ready to offer alternatives or extra time if needed.
    8. Keep it professional: Even though it’s not face-to-face, maintain a professional vibe throughout. Candidates should feel like this is a serious part of the process.
    9. Offer feedback: If you can, give candidates some feedback, especially if they’re not moving forward. It’s a nice way to wrap things up and will leave a good impression.
    10. Respect their privacy: Make sure candidates know their responses are secure and only used for the interview. Be upfront about who will see their answers and how long you’ll keep them.
    11. Don’t keep them waiting: After the interview, get back to candidates quickly, whether it’s good news or not. It shows you respect their time and effort.
    12. Be fair in evaluation: Use the same criteria to evaluate all candidates. This helps ensure everyone gets a fair shot and that the process is consistent.

    Asynchronous interview metrics

    Most recruitment initiatives suffer from the same problem: there isn’t 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 you’re going to introduce one-way interviews, we recommend you keep choose a handful of the following metrics to keep an eye on:

    1. Time-to-Hire: This metric is super handy. It tracks the time from when a job is posted to when someone accepts the offer. Asynchronous interviews can slash this time since there's no waiting around to schedule live chats.
    2. Candidate Satisfaction: How did the candidates feel about the interview process? This one is gauged through surveys after the interview. It’s all about checking if they found the process easy, convenient, and user-friendly.
    3. Interview Completion Rate: Keep an eye on how many candidates start the interview versus how many actually finish it. If you see a drop here, it might signal that something in the process is making candidates bail.
    4. Quality of Hire: This is a biggie. It looks at how well the new hires are doing on the job. Are they rocking their roles? Sticking around? Hitting productivity goals? That tells you if the async interviews are really picking the right people.
    5. Cost per Hire: Here, we're talking dollars and cents—what’s it costing you to bring someone on board? Async interviews could be saving you a bundle by making the whole process smoother and faster.
    6. Diversity of Candidates: It’s important to see if everyone’s getting a fair shot. This metric checks the mix of folks who make it through the async interview.
    7. Offer Acceptance Rate: This one measures the number of job offers that get a thumbs up. It’s a good indicator of whether your entire recruitment experience—including those async interviews—is hitting the mark.
    8. Drop-off Rate: Where are people calling it quits? If a lot of them are dropping out right at the async interview stage, you might need to tweak things to keep them engaged.
    9. Feedback Timeliness: How fast do candidates hear back after their interview? Quick feedback can boost their view of your company and keep the good vibes going.

    Tracking these metrics can really help you zoom in on what’s working and what’s not, making sure your async interviews are as effective as they can be.

    Conclusion

    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.

    Common interview technique FAQs

    What are the key elements of interviewing known as the 5 C's?

    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.

    How can one conduct an interview effectively?

    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.

    What are five effective tips for performing well in an interview?

    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.

    What steps should be followed to conduct a proper interview?

    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.

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    Aliye Menzies
    Full-cycle recruiter
    With extensive experience as a full-cycle recruiter at industry giants like Microsoft and Meta, Aliye brings a deep understanding of recruitment processes and applicant tracking systems. Her expertise lies in optimizing hiring workflows and collaborating closely with HR teams to deliver outstanding talent acquisition results.

    Smarter, faster, and fairer hiring starts here.