Hiring practices have changed over the years. Many companies are no longer relying solely on phone calls or in-person conversations to screen candidates. Instead, they are using video to learn more about applicants before ever speaking to them directly.
One format that has become more common is the one-way video interview. Screening 50 candidates via one-way interviews takes 3.5 hours versus 12 hours for traditional methods; a 70% reduction in time. This method is often used early in the hiring process to help teams review many candidates quickly and consistently.
This guide explains how one-way interviews work, why they are used, and how to build them effectively. It is written for teams exploring this format for the first time and looking for a clear understanding of the basics.
What a one-way video interview is and why it matters
A one-way video interview is a type of job interview that does not happen live. Instead, a company sends a set of questions, and the candidate records video responses. The interviewer watches the videos later. This format is also known as an asynchronous or on-demand video interview.
One-way video interviews are becoming more common in hiring processes. They are used across industries and job levels to replace phone screens or early-stage interviews. Many teams use them to create a consistent experience across all candidates.
Understanding what a one-way video interview is helps hiring teams build their processes more efficiently. It also helps candidates prepare for what to expect when applying for jobs in today's hiring environment.
Key benefits of one-way interviews for busy teams
Asynchronous interviews do not require real-time participation from both parties. This removes the need to coordinate availability across calendars. Structured video interview scorecards reduce unconscious bias by 33-47% through standardized questions and blinded reviews.
Save time on scheduling
Asynchronous interviews do not require real-time participation from both parties. This removes the need to coordinate availability across calendars.
- No calendar coordination: Interviewers and candidates do not need to meet at the same time. Each person records or reviews on their own schedule.
- Review on your schedule: Hiring teams can watch responses when workload allows, reducing interruptions to ongoing projects.
- Faster screening process: A recruiter can screen 50 candidates in one day by watching five-minute responses, rather than scheduling 50 separate phone calls.
Compare candidates fairly
Automated video interviews use the same set of questions for each applicant. This provides a consistent structure across responses.
- Consistent questions: Every candidate answers the same prompts, reducing the influence of interviewer tone or follow-up variations.
- Side-by-side comparison: Responses can be reviewed back-to-back, helping teams spot differences in skills or communication style more clearly.
- Reduced recency bias: Because videos are recorded and stored, earlier candidates are not forgotten or evaluated less favorably than recent ones.
Expand your talent pool
One-way interviews do not require real-time availability. Candidates in different time zones or with limited daytime flexibility can still participate. This increases access to applicants who might otherwise be excluded due to scheduling conflicts.
Step by step guide to structuring a one-way video interview
1. Define the interview purpose
Before creating a one-way video interview, determine what you want to learn. Are you using it for initial screening, skills assessment, or culture fit evaluation? Identify which qualifications or traits to assess in candidate responses.
Clarify whether you're focusing on technical skills, communication, decision-making, or other job-specific capabilities. This ensures your questions match what you need to know at this hiring stage.
2. Craft relevant questions
Create questions that match your interview's purpose. Use clear language and avoid complex wording. Aim for questions that allow candidates to demonstrate their thinking and communication.
Good Question ExamplePoor Question Example"Describe a time you solved a problem under pressure.""Are you good under pressure?""How would you handle a customer complaint about a delayed order?""Tell me about customers.""Explain one technical project you led and your role in it.""What kind of projects do you like?"
Types of one-way interview questions:
- Behavioral: Ask about past actions ("Tell us about a time you adapted to a change at work.")
- Situational: Present a scenario ("What would you do if two team members disagreed on a deadline?")
- Technical: Assess job knowledge ("Walk us through how you would troubleshoot a network issue.")
3. Set time limits and retake rules
Time limits should match the complexity of each question. Short questions may need 60-90 seconds. More involved prompts may allow 2-3 minutes. Retake policies influence how candidates prepare and respond.
- Time Guidelines:
- Basic questions: 1-1.5 minutes
- Situational/behavioral: 2-3 minutes
- Technical explanations: up to 4 minutes
Clearly explain if retakes are allowed, how many are permitted, and how much time is given for each response.
4. Send clear instructions to candidates
Provide all necessary information before the interview. This supports consistent participation and reduces incomplete submissions.
- Technical requirements: Internet connection, webcam, microphone, and quiet environment
- Time expectations: Approximate total duration (15-20 minutes)
- Deadline information: Exact submission deadline and time zone
- Support contact: Email or phone number for technical help
5. Provide a practice question
Including a practice question allows candidates to test their equipment and get comfortable with the format. It also reduces technical issues.
Example practice questions:
- "Tell us your favorite breakfast food and why."
- "Describe a hobby you enjoy outside of work."
These questions are not scored and do not relate to the role. They help candidates adjust to timing, camera placement, and platform tools.
6. Set up a consistent evaluation rubric
Use a scoring system to keep evaluations objective. This helps compare responses across all candidates.
Example evaluation of an asynchronous interview rubric:
To reduce bias, use the same rubric for all reviewers and train them on how to apply scores consistently.
Tips for one-way video interview questions
One-way video interviews rely on clear, structured questions that guide candidates to share specific responses. Because there is no live interaction, the question itself must do all the work of prompting the right kind of answer.
The following types of questions work best in a one-way format:
- Behavioral questions that ask about past experiences
- Situational questions that present hypothetical scenarios
- Technical questions that request explanations of job-specific knowledge
Examples of questions that reveal soft skills:
- "Describe a time when you had to adapt to a sudden change at work."
- "Tell us about a disagreement you had with a coworker and how you handled it."
- "How do you organize your tasks when everything feels urgent?"
Questions to avoid in one-way interviews:
- Yes/no questions that limit depth of response
- Vague prompts that lead to unfocused answers
- Overly complex questions with multiple parts
Effective one-way video interview questions are direct, consistent, and focused on observable actions or decisions.
Technical setup and platform essentials
Creating and reviewing one-way video interviews involves technical setup from both the employer and candidate side. This process includes selecting the right hardware, using secure software, and following clear recording practices.
Required hardware
The basic hardware setup includes:
- A computer or laptop with a webcam
- A functioning microphone (built-in or external)
- Stable internet connection (minimum 5 Mbps upload speed)
- A quiet, well-lit space for recording
Most modern laptops have built-in webcams and microphones that work fine for one-way video interviews. External equipment can improve clarity but isn't always necessary.
Reliable software and security
There are various platforms used to manage one-way video interviews. These platforms allow employers to record, send, and review candidate responses.
Key security features to consider:
- Encryption: Look for video data protection during storage and transmission
- Access control: Limit who can view or edit submissions
- Compliance: Check for compatibility with privacy standards like GDPR
Data retention settings vary by platform. Some store videos for a set number of days (30 or 90 days), while others let users delete interviews manually.
Video recording best practices
To maintain consistency and clarity in recordings:
- Position the camera at eye level
- Use natural or soft front lighting
- Choose a neutral background with minimal distractions
- Record in a quiet room to reduce background noise
- Speak clearly and at a steady pace
Good recording practices help reduce visual and audio distractions during review.
Common pitfalls and how to avoid them in one-way video interviewing
- Vague questions: Specific, focused questions work better than general prompts like "Tell us about yourself." Clear questions lead to clearer answers.
- Unclear instructions: Detailed guidance helps candidates complete the process correctly. Include technical requirements, time limits, and deadlines in plain language.
- Inconsistent evaluation: A standard scoring system helps compare candidates fairly. Define what you're looking for in each response and use the same criteria for everyone.
- No practice opportunity: A practice question helps candidates check their equipment and get comfortable before recording scored responses.
- Technical barriers: Consider offering options for candidates with limited internet access or devices, such as mobile recording or extended deadlines.
- Delayed review: Set internal timelines for reviewing submissions promptly after the deadline to maintain hiring momentum.
Best practices to evaluate one-way video interview responses
Once a one-way interview is complete, the next step is to review each candidate's responses. This process works best when it is structured, consistent, and fair.
1. Build a scoring rubric
A scoring rubric rates candidate responses using the same criteria across all interviews. It includes clear categories and a numeric scale.
Each question can be scored using a simple 1-4 scale for factors like clarity, relevance, and knowledge. Total scores can then be compared to rank candidates.
The rubric can be adjusted to fit the specific skills being assessed. For example, a technical role may include "Problem-solving approach" as a criterion.
2. Involve multiple reviewers
Including more than one reviewer helps reduce individual bias. When several team members score the same responses separately, the group can average the scores or discuss them afterward.
This approach works well for teams conducting many one-way interviews. It also ensures that hiring decisions are based on input from multiple people, not just one.
3. Keep candidate experience in mind
After candidates submit their one-way interview, they often wait for a response. Delayed communication can lead to confusion or frustration.
To support a smooth process, set internal deadlines for reviewing responses (within five business days) and use a consistent method or recruiting automation software to notify candidates of next steps.
Moving forward with streamlined hiring
After completing one-way interviews, the next step is connecting them to the rest of your hiring process. This typically involves reviewing the recorded responses, scoring them, and deciding which candidates move forward.
The one-way interview usually fits early in the process, before live interviews or technical assessments. It can replace phone screens or reduce the number of in-person interviews needed.
To keep candidates informed, hiring teams often use automated email updates. These messages confirm receipt of the interview, provide timelines, or deliver decisions. Integrating the one-way interview into your larger hiring workflow involves aligning it with internal timelines, assigning reviewers, and using recordings to support later interview stages.
Frequently asked questions about one-way video interviews
What is the ideal length for a one-way video interview?
A typical one-way video interview lasts between 10 to 20 minutes in total, with each question allowing 1 to 3 minutes for response depending on complexity.
How can I make candidates comfortable with one-way video interviews?
Providing a practice question helps candidates get used to the format, while clear written instructions about the process and expectations can reduce uncertainty.
What should I do if a candidate lacks reliable technology?
Offer an alternative method such as phone screening or allow additional time for submission, and confirm that candidates can access the interview from a mobile device if needed.
How can I securely store recorded interviews?
Use a platform that encrypts data during upload and storage, limit access to only those involved in the hiring process, and define a retention policy for deletion.
When should I follow up after a one-way interview?
Follow-up typically occurs within 5 to 7 business days after the submission deadline, so communicate this timeline clearly in your initial instructions.
