Video interview software has become a normal part of how companies hire people. Organizations save 2.7 times more money per hire using video interviews compared to traditional methods. Some are live and happen in real time. Others are recorded ahead of time and reviewed later.
These two types of interviews work differently. Understanding each format helps explain why a company might choose one over the other. This article breaks down how they work, what makes them different, and when each one is used.
What is a one-way video interview?
A one-way video interview is a type of remote interview where candidates record answers to pre-set questions without an interviewer present. The hiring team prepares questions in advance, and candidates record their responses using video.
This format is asynchronous, meaning the candidate and hiring team aren't online at the same time. The candidate completes the interview whenever it's convenient, and the hiring team watches the recordings later.
One-way interviews are also called:
- Pre-recorded interviews
- Asynchronous interviews
- On-demand video interviews
Companies often use platforms like HireVue, Spark Hire, or VidCruiter for these interviews. These tools let hiring teams send questions, collect responses, and review candidates in one place.
What is a live video interview?
A live video interview happens in real time over video call platforms like Zoom, Microsoft Teams, or Google Meet. Both the interviewer and candidate are present simultaneously, just like an in-person interview but conducted virtually.
This synchronous format allows for natural conversation with immediate back-and-forth discussion. Interviewers can ask follow-up questions based on responses, and candidates can seek clarification if needed.
Live video interviews closely mimic traditional interviews, with the main difference being that participants connect from different locations. They're commonly used for roles requiring strong communication skills or for later stages in the hiring process.
Key differences in structure and timing
One-way and live video interviews differ in several important ways:
The most significant difference is when and how communication happens. In asynchronous interviews, candidates answer questions without immediate feedback. In live interviews, there's a real-time conversation between both parties.
Key structural differences:
- Interaction style: One-way interviews involve solo recording while live interviews create a conversation
- Question flexibility: One-way interviews use the same questions for all candidates while live interviews can adapt based on responses
- Time commitment: One-way interviews typically require less time from both parties
Pros and cons of one-way video interviews
One-way video interviews offer several advantages but also come with limitations.
Scheduling flexibility
One-way interviews don't require coordinating schedules between candidates and interviewers. This makes the process more convenient for everyone involved.
- Time zone friendly: Candidates can record answers regardless of where they live
- Reduced scheduling hassle: No back-and-forth emails to find meeting times
- Faster screening: Hiring teams can review many candidates quickly
A recruiter can send interview questions to candidates across different time zones and review all responses the next day, something impossible with live interviews.
Consistency and standardization
Every candidate receives exactly the same questions in the same format, which helps create a fair comparison.
- Equal opportunity: All candidates answer identical questions
- Reduced bias: Structured format limits the influence of personal conversation
- Easier comparison: Responses can be evaluated side-by-side
This standardization helps hiring teams focus on qualifications rather than getting sidetracked by unrelated conversation.
Limited interaction
The biggest drawback of one-way interviews is the lack of real-time conversation.
- No follow-up questions: Interviewers can't dig deeper into interesting responses
- Less personal connection: Harder to build rapport or assess cultural fit
- One-sided experience: Candidates can't ask questions during the interview
Many candidates also find one-way interviews more awkward since they're essentially talking to a screen rather than having a conversation.
Pros and cons of live video interviews
Live video interviews more closely resemble traditional in-person interviews, with their own set of advantages and challenges.
Real-time engagement
This real-time interaction helps interviewers get a more complete picture of a candidate's communication style and thought process. Screening 10 candidates via video takes just 30 minutes versus 5 hours for phone interviews.
- Dynamic questioning: Interviewers can ask follow-up questions based on responses
- Clarification opportunity: Candidates can ask for explanation if questions aren't clear
- Deeper assessment: Easier to evaluate how candidates think on their feet
This real-time interaction helps interviewers get a more complete picture of a candidate's communication style and thought process.
Authentic connection
Live interviews allow both parties to build rapport and get a better sense of each other.
- Two-way relationship building: Both sides can connect on a more personal level
- Cultural fit assessment: Easier to evaluate how someone might fit with the team
- Company showcase: Interviewers can better represent the company culture
These personal connections often help candidates feel more engaged with the potential employer.
Scheduling challenges
Coordinating live interviews can be difficult, especially with busy schedules or different time zones.
- Calendar coordination: Finding mutually available times can delay the process
- Time zone complications: Global hiring may require unusual meeting times
- Resource intensive: Live interviews require more dedicated time from hiring teams
These scheduling issues can slow down the hiring process, especially when multiple interviews are needed.
When to choose one-way interviews
One-way video interviews work best in specific situations:
- Initial screening: When you need to review many candidates quickly
- Global hiring: When candidates are in different time zones
- Standardized evaluation: When you want consistent questions for all candidates
- Basic skill verification: When checking fundamental qualifications
They're particularly useful for high-volume roles or entry-level positions where you need to efficiently narrow down a large candidate pool.
One-way interviews also work well for technical assessments where candidates need to demonstrate specific skills or knowledge through their responses.
When to choose live interviews
Live video interviews are better suited for:
- Later hiring stages: After initial screening narrows the candidate pool
- Leadership roles: When assessing management or executive capabilities
- Customer-facing positions: For roles requiring strong interpersonal skills
- Team interviews: When multiple interviewers need to participate
Many companies use both interview formats as part of their hiring process. This combined approach leverages the strengths of each format at different stages. 91% of job seekers report improved perception of employers after participating in video-based screenings.
They also allow for more complex discussions about experience, problem-solving approaches, and situational responses that benefit from follow-up questions.
Can one-way and live interviews work together?
Many companies use both interview formats as part of their hiring process. This combined approach leverages the strengths of each format at different stages.
A typical hybrid approach might look like:
- Application review to identify qualified candidates
- One-way video interview for initial screening
- Live video interview with promising candidates
- Final live interview with leadership team
This multi-stage approach balances efficiency with thorough candidate assessment. The one-way interview helps quickly identify promising candidates, while live interviews provide deeper evaluation.
Example: A software company might use one-way interviews to assess basic coding knowledge, then conduct live interviews to discuss problem-solving approaches and team collaboration.
Tips for success in video interviews
Whether using one-way or live formats, these practices help create a better experience for everyone involved.
Test your technology
Technical problems can derail video interviews, so preparation is essential.
- Check your equipment: Make sure camera and microphone work properly
- Test the platform: Become familiar with the video interview software
- Prepare for issues: Have a backup plan if technical problems occur
For one-way interviews, candidates should test their setup before recording final answers. For live interviews, both parties should join a few minutes early to resolve any technical issues.
Create a structured format
A clear structure helps keep interviews focused and informative. In fact, 70% of candidates have missed out on job opportunities due to technical problems during video interviews.
- Prepare relevant questions: Focus on job-specific skills and experiences
- Set time expectations: Let candidates know how long the interview will take
- Use consistent evaluation: Create a scoring system to compare candidates fairly
For one-way interviews, provide clear instructions about question format and time limits. For live interviews, prepare an agenda to keep the conversation on track.
Focus on the candidate experience
A positive interview experience reflects well on your company, regardless of format.
- Provide clear instructions: Explain how the process works and what to expect
- Respect candidate time: Keep interviews focused and efficient
- Offer feedback channels: Give candidates ways to ask questions outside the interview
For one-way interviews, include an introduction video explaining the process. For live interviews, leave time for candidates to ask their own questions.
Choosing the right format for your needs
Both one-way and live video interviews have their place in the future of hiring. The best choice depends on your specific situation and goals.
One-way interviews excel at initial screening and standardization, while live interviews provide deeper insight into communication skills and cultural fit. Many companies find that combining both formats creates an efficient yet thorough hiring process.
Whatever format you choose, clear communication with candidates is essential.
FAQs about video interviews
How do one-way and live video interviews affect candidate experience?
One-way interviews offer flexibility but can feel impersonal. Live interviews require more scheduling but create better personal connections through real-time conversation.
What equipment do candidates need for video interviews?
Candidates need a computer or smartphone with a working camera and microphone, stable internet connection, and a quiet, well-lit space for recording or connecting.
Are video interviews effective for all types of jobs?
Video interviews work well for most positions but may be less effective for roles requiring hands-on demonstrations or in-person assessments of physical skills.
How can companies make video interviews more accessible?
Companies can offer flexible scheduling, provide clear instructions, ensure their platform works on different devices, and accommodate candidates with disabilities by offering alternative formats when needed.
How long should video interviews last?
One-way video interviews typically take 15-20 minutes to complete, while live video interviews usually last 30-60 minutes depending on the role and stage in the hiring process.
