Hiring practices have changed significantly in recent years. Many companies are looking for faster and more flexible ways to screen candidates. One approach that’s becoming more common is the one-way video interview which is different from traditional live interviews done in person or over a video call.
What is a one-way video interview?
A one-way video interview is a process where candidates record video responses to employer-provided questions on their own time, without a live interviewer present.
Also called asynchronous interviews or automated video screening, there’s no real-time conversation. Employers review the recordings later.
Typical flow
- Employer sends a link to the interview platform
- Candidate records responses within a set timeframe
- Hiring team reviews videos when convenient
Why employers use one-way video interviews
One-way video interviews streamline screening, especially with high applicant volume. Teams can review without coordinating schedules and ensure every candidate gets the same questions.
Key reasons
- Time efficiency: Screen multiple candidates without scheduling conflicts
- Cost reduction: Eliminate travel and coordination expenses
- Standardization: eEvery candidate answers identical questions
- Flexibility: Review responses when convenient
- Volume management: Handle large applicant pools more effectively
Benefits for small teams and recruiters
One-way interviews help small businesses and lean teams keep hiring moving without extra resources.
Advantages
- Faster evaluation and shortlisting
- Fewer scheduling conflicts
- Easier collaboration with all responses in one place
- Shared feedback and more organized evaluations
Candidate experience pros and cons to watch
Flexibility for candidates
- Record any time before the deadline
- Works across time zones and around work or family commitments
- Time to think and, if allowed, re-record answers
Perceived lack of human connection
- Less personal than a live conversation
- No immediate feedback or social cues
- Fewer chances to build rapport or ask clarifying questions in the moment
Accessibility and technology barriers
- Requires reliable internet, camera, microphone, and a quiet space
- Some candidates are uncomfortable being recorded or unfamiliar with video tools
Step-by-step guide to implement one-way screening
Define job-relevant questions
- Target skills, experience, and values tied to the role
- Use clear, specific, scenario-based prompts
- Example: instead of “Tell me about yourself,” ask “Describe how you would handle a difficult customer complaint”
Select time limits and retry rules
- Set consistent response times per question (commonly 30 seconds to 5 minutes)
- Define re-recording rules, such as one retry per question or unlimited retries within the deadline
Craft clear email invitations and reminders
- Explain the process, tech requirements, and deadline
- Include simple instructions and a support contact
- Specify required equipment, total time expected, and what to expect in the platform
Offer a practice question
- Let candidates test audio, video, and lighting
- Simple prompt example: “Please state your name and the position you’re applying for”
Review videos with a standardized rubric
- Use consistent criteria such as communication, relevant experience, and values alignment
- Apply the same rubric to every candidate to support fairness and reduce bias
Choosing the right one-way video interview platform
Evaluate how each tool supports your workflow, budget, security, and candidate experience.
Integration with ATS and email tools
- Sync with your ATS to manage stages in one place
- Automate invitations, reminders, and follow-ups via connected email tools
Budget and pricing models
- Monthly or annual subscriptions vs pay-per-interview or pay-per-candidate
- Costs may depend on users, storage duration, and feature set
- Small teams often prefer predictable monthly pricing
- Larger orgs may benefit from volume-based pricing
Security and compliance features
- Encrypted storage and access controls
- Data retention policies and viewer permissions
- Compliance with relevant privacy regulations
Common misconceptions and how to address them
- “It’s impersonal”
While not live, candidates still showcase experiences and communication style in structured responses - “It’s unfair”
Every candidate gets the same questions, which improves consistency and can reduce interviewer bias - “It removes human judgment”
Most teams still review recordings themselves using clear rubrics rather than relying only on automated scores
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FAQs about one-way video interviews
Are one-way video interviews legally compliant with hiring regulations
One-way interviews are legal when used fairly and consistently. Keep questions job-related and avoid discriminatory topics
Can candidates re-record responses if they make mistakes
Most platforms allow re-recording with clear limits. Share retry policies and support contacts up front
Do employers use AI to evaluate responses
Some platforms offer AI scoring, but many employers rely on human reviewers. The approach depends on company policy, legal considerations, and role type
What technical equipment do candidates need
A device with camera and microphone, stable internet, and a quiet space. Most modern computers, tablets, and smartphones with current browsers will work
