In 2025, many hiring teams use digital tools to evaluate candidates before scheduling a live interview. Two of the most common tools are video interviewing solutions and candidate screening assessments. Video interviews and pre-employment assessments reduce time-to-hire by 50-70% and cost-per-hire by 30-50%, addressing critical organizational efficiency needs. These methods help hiring teams review many applicants efficiently.
Each method gathers different types of information. Understanding what each one does can help explain how businesses use them in hiring.
This article explains the difference between video interviews and screening assessments, how they work, and where they fit into the hiring process.
What are video interviews and screening assessments?
Video interviews and screening assessments are used during the early stages of hiring to evaluate job applicants before live conversations take place.
A one-way video interview asks candidates to record their answers to specific questions using a platform. These recordings are reviewed later by the hiring team. There is no live interaction between the candidate and interviewer during this step.
Screening assessments like TestGorilla are tests designed to measure skills, knowledge, or traits. These may include technical skills, cognitive abilities, or personality characteristics. Assessments often identify which candidates meet basic job requirements.
Video screening refers to the use of video tools to evaluate candidates before the next steps in the hiring process. This can include one-way video interviews or other video-based evaluation formats.
How do they compare in cost and time?
A one way video interview platform may reduce time compared to live interviews, but screening assessments often result in quicker decisions. 38% of hiring platforms now auto-generate personalized interview questions from job descriptions using AI, reducing setup time by 70%. Video screening may still be valuable for understanding communication style in customer-facing roles.
A one way video interview platform may reduce time compared to live interviews, but screening assessments often result in quicker decisions. Organizations save $35,000-$75,000 annually per 500 interviews through eliminated travel and facility costs, while automated assessment scoring reduces evaluation time from 30 minutes to under 5 minutes. Video screening may still be valuable for understanding communication style in customer-facing roles.
A one way video interview platform may reduce time compared to live interviews, but screening assessments often result in quicker decisions. Video screening may still be valuable for understanding communication style in customer-facing roles.
Pros and cons of one way video interview platforms
One-way video interview platforms collect recorded responses from job candidates without requiring a live conversation. These tools offer several benefits and limitations.
Faster turnarounds
One-way video interviews remove the need to schedule a live call. Candidates can record answers when convenient, and recruiters can watch recordings on their own time. This method allows evaluation of more applicants in less time - reviewing 10 recorded interviews may take less time than arranging 3 live ones.
Potential for bias
Video screening includes visual and audio information, which can introduce unconscious bias. Some viewers might judge based on appearance or accent instead of answer content. Many platforms now use structured scoring systems to focus only on job-related criteria.
- Standardized question sets
- Blind review options
- Multi-reviewer scoring
Flexible scheduling
Because one-way interviews aren't live, participants don't need to be available simultaneously. This helps when candidates and recruiters are in different time zones and allows both sides to complete the process when their schedules permit.
Impersonal feel
With no real-time interaction, candidates may feel disconnected from the process. There's no opportunity to ask follow-up questions or receive feedback. Companies often address this by sending personalized messages or detailed instructions to help candidates feel prepared.
Pros and cons of screening assessments
Screening assessments measure a candidate's skills or knowledge early in the hiring process. These tests focus on what a person can do rather than how they present themselves.
Objective skill measurement
Most assessments are scored by software, reducing review time. Automated scoring applies the same rules to every candidate, which can minimize variation in how results are interpreted. Additionally, 56% of candidates abandon assessments exceeding 20 minutes, but segmenting evaluations into sub-10-minute modules boosts completion rates by 35%.
- Technical tests (programming languages, software tools)
- Cognitive assessments (problem-solving, critical thinking)
- Job knowledge evaluations (industry-specific concepts)
Less insight into soft skills
These assessments don't capture how a person communicates, interacts with others, or fits into a team. Communication style, cultural alignment, and interpersonal behavior aren't measured directly. For this reason, employers often combine screening assessments with other tools like video interviews.
Automated scoring
Most assessments are scored by software, reducing review time. Automated scoring applies the same rules to every candidate, which can minimize variation in how results are interpreted.
Candidate test fatigue
Some candidates experience fatigue when completing multiple or lengthy tests, which can affect performance. To manage this, hiring teams typically:
- Keep tests relevant to the job
- Explain the purpose of each assessment
- Set reasonable time limits
Which method works best for video screening a high volume of candidates?
When evaluating many job applicants, both video screening and assessments use recruiting automation to process applications efficiently. The best choice depends on the job type.
For entry-level positions, screening assessments are generally used first. These tests are scored automatically and filter candidates based on basic skills or knowledge.
For technical roles, companies typically begin with assessments to measure abilities. Candidates who perform well then complete a one way video interview to explain their thinking and approach to job-related scenarios.
For customer-facing jobs, video screening often comes first. Recorded video responses show communication skills, tone, and presentation—factors important in service or sales roles.
"The right screening method depends on what skills matter most for the position. Technical roles benefit from skills testing first, while customer service positions often need communication evaluation early on." - HR Research Institute
How to minimize bias and improve fairness
Bias affects hiring when decisions are influenced by factors unrelated to job performance. Both video screening and assessments can include steps to reduce this risk.
Standardizing questions ensures all candidates receive the same prompts and are evaluated using consistent criteria. This limits variation in how responses are interpreted.
Using diverse review panels introduces multiple perspectives during evaluation. This reduces the likelihood that a single viewpoint affects the outcome.
Blind review processes remove identifying details during initial evaluations, allowing reviewers to focus only on response content or test results.
Clear scoring rubrics define what's being assessed and how scores are assigned. When created in advance and applied consistently, these rubrics support objective comparison.
Practical steps to combine both methods
Here are three ways to combine both candidate screening methods.
1. Use screening to filter basic criteria
Start with screening assessments to evaluate specific skills. For technical jobs, use coding exercises or logic problems. For administrative positions, focus on organization or attention to detail. These assessments narrow the applicant pool based on job-related abilities.
2. Follow up with selected one way video interviews
After initial screening, have passing candidates complete a one way video interview. Ask questions related to their assessment performance, such as explaining how they solved a problem or describing experience with specific tools.
3. Evaluate final contenders with real-time discussions
Invite top candidates to a live interview to confirm information from assessments and video responses. Ask about communication style, work preferences, and team dynamics. Focus on consistent evaluation across all candidates.
![Image: Hiring process flowchart showing assessment, video interview, and live interview stages]
Where do we go from here?
Hiring teams use both automated video interview tools and screening assessments for different reasons. The choice depends on job type, company size, and hiring timeline.
Video interviews show how candidates present themselves, especially for roles involving customer interaction. Screening assessments measure specific skills or knowledge. Many teams use both to get a complete picture of candidates.
FAQs about one way video interviews and screening assessments
How can small businesses implement these hiring methods with limited resources?
Small businesses can use free or low-cost video screening platforms and pre-built assessment templates. Many providers offer starter packages with basic features suitable for teams hiring occasionally.
What's the ideal candidate experience when using both methods together?
The ideal experience includes clear explanations about each step, realistic time expectations, and prompt communication throughout the process.
How do these methods impact hiring diversity and inclusion?
When properly implemented with standardized questions, blind review options, and diverse review panels, these methods can help reduce bias in the early stages of hiring.
How long should a one way video interview take for candidates to complete?
Most effective one way video interviews take 15-20 minutes for candidates to complete, with 5-7 questions and 1-3 minutes allowed per response.
Can candidates retake screening assessments if they have technical problems?
Most platforms allow administrators to reset assessments if candidates experience legitimate technical difficulties, ensuring everyone has a fair opportunity.
