Hiring in hospitality moves fast. Guest-facing roles, seasonal shifts, and high turnover rates mean recruiters often deal with large volumes of applicants. In fact, the hospitality industry faces a 74% annual turnover rate, which is five times higher than other sectors. Coordinating interviews for every candidate can slow things down.
Asynchronous interviews offer a different format. They allow candidates to complete interviews on their own time, without needing to schedule a live call. This guide explains how these interviews work in the context of hospitality.
This article breaks down what asynchronous interviews are, how they're used in hospitality hiring, and what makes them distinct from other types of interviews.
What are asynchronous interviews in hospitality?
An asynchronous interview is a type of interview where a candidate records responses to pre-set questions and submits them for review later. It doesn't happen in real-time. Employers send the questions in advance, and the candidate responds using video or audio recording tools.
In hospitality, this format works well for roles that receive many applicants or require quick hiring decisions, such as:
- Front desk agents
- Housekeeping staff
- Food service workers
- Seasonal employees
A synchronous interview, by contrast, happens live. Both the candidate and the interviewer are present at the same time, either in person or through a video call. Asynchronous interviews remove that scheduling requirement.
The term "asynchronous video interview " simply refers to this non-live approach using recorded video. Candidates receive prompts, often as questions displayed on-screen, and they record their answers when ready. Hiring managers then review the recordings when convenient.
How asynchronous interviews reduce time to hire
Asynchronous interviews help hospitality businesses shorten the hiring process by removing the need for real-time scheduling and allowing multiple interviews to happen at once. Properties using asynchronous interviews report 61% shorter hiring cycles, completing the process in under 2 weeks.
No scheduling conflicts: Hiring managers and candidates don't need to meet at the same time. This removes delays caused by calendar coordination across shifts or time zones.
Key time-saving mechanisms include:
- No scheduling conflicts: Hiring managers and candidates don't need to meet at the same time. This removes delays caused by calendar coordination across shifts or time zones.
- Parallel processing: Multiple candidates can complete interviews at the same time. Managers can review recordings one after another, without waiting for one interview to end before starting another.
- Less administrative work: Fewer emails and calls are needed to arrange interviews.
The typical time difference between live and asynchronous interviews looks like this:
These time differences make asynchronous interviews practical for hospitality teams managing high volumes of applicants, especially during peak seasons.
Major benefits for hospitality hiring teams
Asynchronous interviews offer more than just time savings. They provide hospitality hiring teams with other operational advantages that support the demands of high-volume and fast-paced environments.
1. Faster screening
Hiring managers can review video responses from multiple candidates in one sitting without scheduling individual interviews. This allows them to compare applicants side by side and make faster decisions.
For example, a front desk manager hiring for three open shift positions can view and assess 10 candidate responses in under two hours. In a traditional interview setting, this process could take two to three days.
2. Flexible scheduling
Recorded interviews are accessible at any time. Hiring managers can review responses before or after shifts, during breaks, or between other responsibilities.
This format also works well for candidates who work non-traditional hours or hold multiple jobs. In the hospitality industry, where operations run 24/7, this flexibility supports both sides of the hiring process.
3. Lower hiring costs
Asynchronous interviews eliminate travel costs for on-site interviews. Managers don't have to block off time for meetings that might result in no-shows.
4. Consistent candidate experience
Each candidate receives the same questions in the same format. This consistency removes interviewer variation and helps reduce unintentional bias.
In roles like housekeeping or food service, where soft skills and reliability are key, standardized interviews provide a uniform way to evaluate communication and professionalism across applicants.
Common challenges and how to address them
Asynchronous interviews come with specific challenges. Here are three common issues and practical ways to address them.
1. Keeping the personal touch
Hospitality roles often rely on strong interpersonal skills. In traditional interviews, hiring managers and candidates interact in real time, which allows for a more personal connection.
To introduce warmth into the process, hiring managers can record a short video greeting. This video may explain who they are, what the role involves, and what the applicant can expect. This approach allows candidates to see the people behind the process.
2. Handling technical issues
Candidates may face technical difficulties when completing asynchronous interviews. Common issues include problems with video or audio recording, slow internet connections, or compatibility with mobile devices.
To reduce these issues, employers can:
- Recommend specific browsers or devices that work best with the interview platform
- Provide a clear help document before the interview
- Allow candidates to test their setup with a practice question
- Offer an alternative method (such as audio-only responses) if problems occur
3. Ensuring candidate readiness
Some candidates may be unfamiliar with asynchronous interview formats. This can cause confusion or reduce the quality of their responses.
Asynchronous video interview platforms should allow hiring teams to send questions, collect responses, and review them without delays. Studies show asynchronous formats reduce racial bias, with minority applicants receiving equal or higher scores than White candidates in structured video assessments.
Step-by-step guide to running an asynchronous interview
Setting up an effective asynchronous interview process doesn't have to be complicated. Here's how to do it:
1. Choose the right platform
When selecting a platform for asynchronous interviews, look for tools that are:
- Compatible with mobile devices
- Simple to use
- Able to connect with current HR systems
Asynchronous video interview platforms should allow hiring teams to send questions, collect responses, and review them without delays.
2. Set clear interview questions
Interview questions need to focus on both technical requirements and soft skills specific to hospitality roles.
Examples:
- For front desk positions: "How would you handle a guest who is unhappy with their room?"
- For food service roles: "Describe a time when you had to serve multiple customers at once. How did you stay organized?"
- For housekeeping staff: "What steps do you follow when cleaning a guest room to make sure it meets hotel standards?"
3. Provide instructions and timelines
Candidates need clear guidance on how to complete the interview. Include:
- A list of technical requirements (device type, internet connection, supported browsers)
- Time limits for each question
- A deadline for submitting the interview
Example: "Please complete your interview using a mobile phone or computer with a camera. Each question has a 30-second review period and a 2-minute response time. Submit your responses by Friday, June 30, 2023, at 11:59 PM."
4. Train your hiring team
Hiring teams need to review candidate responses in a consistent way. Training includes reviewing sample responses and applying a scoring system to evaluate them.
A simple scoring rubric might include:
- Communication (clarity, tone, professionalism)
- Problem-solving (steps taken to resolve guest issues)
- Attention to detail (completeness of answers)
- Alignment with role (relevance of experience to hospitality tasks)
5. Review and refine your process
After completing interviews, collect data on:
- Completion rates
- Average review time
- Feedback from candidates and hiring team members
Here is the updated paragraph:Based on this information, update question formats, instructions, or platform settings as needed. For mid-sized hospitality businesses, ROI calculations show 947% return due to reduced operational costs and accelerated hiring.
Metrics to track success
Tracking the right metrics helps determine how effective asynchronous interviews are in hospitality hiring.
1. Time to hire
Time to hire is the number of days between when a job is posted and when a candidate accepts the offer. In hospitality, the goal is often fewer than 10 days for hourly or front-line roles.
2. Candidate completion rate
Candidate completion rate is the percentage of candidates who start and finish the asynchronous interview process. It's calculated by dividing the number of completed interviews by the number of invitations sent, then multiplying by 100.
For example, 80 completed interviews from 100 invites equals an 80% completion rate. Lower rates may indicate unclear instructions or platform usability issues.
3. Quality of hire
Quality of hire measures how well new employees perform on the job after being hired. In hospitality, this includes metrics like guest satisfaction scores, teamwork ratings, reliability, and training completion.
4. Platform reliability
Platform reliability refers to how consistently and smoothly the asynchronous interview software functions. This includes uptime percentage, load times, and error rates.
5. Feedback from users
Gather input from both candidates and hiring managers about their experience with the interview process. This information can be used to improve the process over time.
Finding top asynchronous video interview platforms
Several video interviewing solutions are commonly used in hospitality hiring. These tools help businesses collect recorded responses from job candidates.
When choosing a platform, consider these features:
- Mobile compatibility: Allows candidates to complete interviews on phones or tablets
- Integration options: Connects with human resources and property management systems
- Interview formats: Supports one-way video, audio-only, or text responses
- Ease of use: Simple interface for both candidates and reviewers
- Support options: Help resources for technical issues
Asynchronous interview platforms include Truffle, Spark Hire, VidCruiter, HireVue, Willo, and Hireflix. Each offers different features and pricing levels suited to businesses of various sizes.
Smaller hospitality businesses might prefer platforms like Truffle, which are designed for companies that manage hiring in-house. Larger hotel chains often use platforms like HireVue or VidCruiter, which integrate with enterprise-level systems.
Accelerate hiring for hospitality
Asynchronous interviews allow hospitality businesses to manage hiring without requiring live meetings. Candidates record their responses to interview questions on their own time, and hiring managers can review them later. This reduces scheduling conflicts and helps teams evaluate more candidates in less time.
The process works well for roles with high applicant volume, such as seasonal or front desk positions. It also supports consistent evaluations by providing the same set of questions to all candidates. Managers can review responses alongside a scoring system to compare applicants fairly.
Teams use asynchronous interviews to lower hiring costs by reducing travel and interview-related downtime. The format also helps maintain a standard experience for all applicants, which can support fairness in hiring decisions.
Frequently asked questions about asynchronous interviews in hospitality
What types of hospitality positions work best with asynchronous interviews?
Asynchronous interviews work well for high-volume positions like front desk agents, housekeeping staff, food service workers, and seasonal roles where many candidates need to be screened quickly.
How do candidates typically feel about asynchronous video interviews?
Most candidates appreciate the flexibility of completing interviews on their own schedule, though some may find the format less personal than face-to-face conversations.
What technical requirements do candidates need for asynchronous video interviews?
Candidates typically need a smartphone, tablet, or computer with a camera, microphone, and stable internet connection to complete an asynchronous video interview.
Can asynchronous interviews completely replace live interviews in hospitality hiring?
Asynchronous interviews work best as an initial screening tool, with live interviews still valuable for final-round candidates where two-way conversation and cultural fit assessment are important.
