One-way video interviews have become a common part of the hiring process in recent years. In a one-way interview, candidates record answers to pre-set questions on their own time, while recruiters review these recordings later.
This format saves time and helps organizations evaluate many candidates quickly. It also creates a standardized experience for everyone applying.
Setting up a one-way interview involves several technical and process-related steps. The checklist below outlines each step for recruiters new to this approach.
Essential one way interview setup checklist
A one way interview setup requires planning both the technical platform and the evaluation process. Each step builds on the previous one to create a complete screening system.
Define role competencies first. List the specific skills and qualities you want to evaluate. Match these to your job description requirements so your questions target the right areas.
Create standardized questions. Write the same one way video interview questions for all candidates. Start with general topics like work experience, then move to job-specific scenarios.
Choose your interview platform. Pick a system that works on phones, tablets, and computers. Check that it stores videos securely and connects with your existing hiring tools.
Set time limits and rules. Decide how long candidates have for each question and the total interview. Choose whether they can re-record answers or submit only once.
The technical setup includes adding your company branding and testing the system on different devices. Write clear instructions for candidates that cover login steps, technical requirements, and who to contact for help.
Train your review team on the scoring system before candidates start submitting videos. This keeps evaluations consistent across all reviewers.
What is a one way video interview
A one way video interview is a screening process where candidates record video responses to preset questions. Unlike live interviews, there's no real-time conversation between the candidate and interviewer.
Candidates receive a link to access the interview questions. They record their answers using a computer or phone camera, then submit the videos for review. The entire process happens on the candidate's schedule within a set deadline.
This format is also called an asynchronous interview, pre-recorded interview, or self-paced video interview. All these terms describe the same basic process where timing is flexible for the candidate.
One way vs traditional interviews: In a traditional one-on-one interview, both people are present at the same time. The interviewer asks questions and can respond immediately to answers. One way interviews remove this real-time element, letting candidates think through their responses without time pressure from a live conversation.
Read more about one-way interview myths here.
Why companies use on demand interviews
Companies adopt asynchronous video interviews for practical reasons that improve their hiring process.
Time savings: Recruiters don't coordinate schedules with each candidate. They review videos when convenient, often watching multiple interviews in one session.
Consistent evaluation: Every candidate answers identical questions under the same conditions. Multiple team members can review the same videos using standardized criteria.
Broader candidate reach: Geographic location and time zones don't limit participation. Candidates with different work schedules or family commitments can complete interviews at convenient times.
The format works well for initial screening before live interviews. It helps identify strong candidates without the time investment of phone or video calls with everyone who applies.
Writing effective one way interview questions
Strong questions for one way interviews are open-ended and reveal how candidates think and solve problems. Avoid questions with simple yes or no answers.
Behavioral questions ask about past experiences using the "Tell me about a time when..." format. These show how candidates handled real situations that relate to your job requirements.
Situational questions present hypothetical challenges. Ask candidates to walk through their approach to a problem they might face in the role. This reveals problem-solving skills and judgment.
Skills demonstrations request brief examples of relevant work or explanations of technical processes. Keep these under two minutes to respect candidates' time while still gathering useful information.
End with an open question that lets candidates share anything important they haven't covered. This gives them control over highlighting their strongest qualifications.
Setting up candidate-friendly interviews
The candidate experience affects async interview completion rates and your company's reputation. Small changes in setup can significantly improve participation.
Provide practice opportunities. A demo question or practice area helps candidates understand the platform before recording their real answers. This reduces anxiety about the technology.
Write clear, short instructions. Use bullet points and simple language for technical setup steps:
- System requirements: List minimum internet speed, browser versions, and device compatibility
- Login process: Provide step-by-step access instructions with screenshots
- Technical support: Include contact information for troubleshooting help
Limit question count. Five to seven questions typically provide enough information for screening decisions without overwhelming candidates. Keep total completion time under 30 minutes.
Test mobile compatibility. Many candidates use phones for convenience. Ensure your platform works well on smaller screens with touch navigation.
Technical requirements and platform features
The video interview platform handles the technical aspects of recording, storing, and sharing candidate videos. Key features affect both candidate experience and your team's review process.
Recording quality: Platforms should support at least 720p video resolution with clear audio. Poor quality makes it difficult to evaluate candidates fairly.
Device compatibility: The system works on computers, tablets, and smartphones. Cross-device functionality ensures candidates can participate regardless of their available technology.
Security features: Look for encrypted video storage and secure data transmission. Verify the platform complies with privacy regulations if you operate in those jurisdictions.
Integration capabilities: Some platforms connect with applicant tracking systems (ATS) to automatically transfer candidate information and video responses. This reduces manual data entry and keeps records organized.
Accessibility features like closed captions and keyboard navigation support candidates with different needs. These options expand your candidate pool and demonstrate inclusive hiring practices.
Common setup mistakes to avoid
Several frequent errors can reduce the effectiveness of one way interviews or create negative candidate experiences.
Too many questions overwhelm candidates and increase dropout rates. Quality matters more than quantity when gathering screening information.
Unrealistic time limits prevent candidates from giving complete answers. Rushed responses don't showcase abilities effectively and may discourage strong candidates from participating.
Poor mobile experience excludes candidates who prefer or only have access to phones. Since many people use mobile devices for job searching, optimization for smaller screens is essential.
Untrained reviewers introduce inconsistency and bias into evaluations. Without standardized scoring methods, different reviewers may focus on unrelated factors or personal preferences rather than job-relevant qualifications.
Missing communication about next steps leaves candidates uncertain about the process timeline. Clear expectations help maintain positive relationships with potential hires.
Measuring and improving your process
Tracking specific metrics helps identify areas for improvement in your one way interview setup.
Completion rates show what percentage of invited candidates finish the interview. Low completion suggests problems with instructions, technical barriers, or excessive time requirements.
Time to hire measures the total days from job posting to offer acceptance. Compare this metric before and after implementing one way interviews to assess efficiency gains.
Candidate feedback through post-interview surveys reveals pain points in the process. Ask about ease of use, instruction clarity, and overall experience to identify improvement opportunities.
Quality of hire evaluates how well new employees perform and how long they stay with your organization. Track these outcomes for hires selected through one way interviews to validate the screening method's effectiveness.
Regular bias audits examine hiring outcomes across different demographic groups. This analysis helps ensure fair evaluation practices and identifies any unintended barriers in your process.
Streamline communications with email automation
Email plays a central role in one way interview setup, from initial invitations to follow-up communications. Professional, well-organized messages keep candidates informed and engaged throughout the process.
Automated email sequences handle invitation delivery, deadline reminders, and status updates without manual intervention. Templates ensure consistent messaging and branding across all candidate interactions.
Personalized emails that address candidates by name and include specific interview details create a more professional experience. Clear subject lines and organized information help candidates find important details quickly.
Frequently asked questions about one way interview setup
How long should candidates have to complete a one way video interview?
Most companies provide three to seven days for completion. This window allows flexibility for different schedules while maintaining hiring momentum.
What is the ideal number of questions for a one way screening interview?
Five to seven questions provide comprehensive evaluation without candidate fatigue. This range allows thorough assessment while respecting participants' time.
Can the same one way interview questions be used for multiple job openings?
Core behavioral questions work across similar roles, but job-specific scenarios should be customized. Maintaining a question bank supports efficient setup while ensuring relevance.
Do one way video interviews meet data privacy requirements?
Yes, when using compliant platforms that handle data securely and obtain proper candidate consent. Review platform certifications and privacy policies before selection.
How can I accommodate candidates with limited internet access for on demand interviews?
Offer alternative formats like phone interviews or in-person meetings. This approach prevents qualified candidates from being excluded due to technical limitations.
