Asynchronous interviews have become a standard part of modern hiring. Candidates record responses to pre-set questions on their own time, while recruiters review answers in bulk. The upside is obvious: speed, flexibility, and the ability to handle large applicant pools. But there’s a constant tension between fairness and efficiency. If candidates feel the process is rushed, rigid, or stacked against them, you risk losing good people before you even meet them.
Three small design choices, redirects, thinking time, and retakes, can make the difference between an interview that feels mechanical and one that feels fair, human, and fast.
Redirects keep candidates moving
The candidate journey doesn’t end when they click “submit.” If the last screen is a blank confirmation, you’ve just created friction. Redirects solve this.
- Redirect to next steps: Instead of leaving candidates guessing, automatically send them to a page that outlines what happens next. For example, “Thanks for completing your interview. Our team will review responses by Friday, and you’ll hear from us by email.”
- Redirect to resources: Some companies redirect candidates to a short video about company culture, FAQs, or even a role-specific primer. It’s a subtle way to add value and keep candidates engaged while they wait.
- Redirect for re-engagement: Redirects can also nudge candidates to sign up for job alerts or follow the company on LinkedIn. You’ve already captured their attention, don’t waste it.
For recruiters, redirects cut down on follow-up emails and support tickets, shaving hours off administrative time.
Thinking time prevents rushed answers
Live interviews reward quick talkers. Asynchronous interviews give you the chance to design a more level playing field. That starts with setting fair thinking time and the buffer candidates get before recording begins.
- Default buffer: A 30–60 second pause before the camera starts rolling lets candidates gather their thoughts without feeling pressured.
- Role-based variation: For creative or analytical roles, longer prep time (up to 90 seconds) can encourage deeper responses. For frontline roles, shorter prep windows keep answers concise and realistic.
- Fairness check: Remember that not all candidates have the same level of comfort with technology. A few seconds of thinking time can reduce nerves and help everyone perform closer to their true ability.
From a recruiter’s perspective, calibrated thinking time saves time later. You get clearer, more structured answers upfront with no need to decipher rambling monologues or disjointed half-thoughts.
Retakes balance nerves with authenticity
The question of retakes is one of the most debated in one way video interviews. Too many retakes and the process starts to feel like a rehearsed audition. None at all, and you risk penalizing a great candidate who simply stumbled on a word.
The fairest approach is somewhere in the middle.
- One retake per question: Candidates get a safety net but still need to show they can think on their feet.
- Retakes by role: For internships or entry-level jobs, allow more flexibility. For client-facing or high-stakes roles, limit retakes to mirror real-world pressure.
- Transparency matters: Be clear in advance about whether retakes are allowed. Surprises erode trust.
For recruiters, controlled retakes actually save time. Instead of re-inviting candidates for technical glitches or giving second chances later, the system bakes fairness in from the start.
Designing for fairness and speed
Redirects, thinking time, and retakes aren’t just UX tweaks; they’re fairness levers. They protect candidates from feeling rushed, left in the dark, or punished for nerves. At the same time, they protect recruiters’ time by reducing handholding, repeat interviews, and messy admin.
The result is a faster pipeline that still feels respectful and transparent. Candidates experience a process that mirrors real work, clear communication, room to think, and a chance to correct mistakes. Recruiters experience a process that delivers structured, reviewable answers without endless scheduling.
The wrap
Small adjustments in interview design compound quickly. When candidates feel respected, they complete interviews at higher rates. When recruiters spend less time chasing clarity, they make faster decisions. That combination shortens time-to-hire, lowers dropout rates, and strengthens employer brand.
In the competition for talent, fairness and speed aren’t trade-offs. They’re mutually reinforcing. By building asynchronous interviews with redirects, thinking time, and retakes, we can give candidates a better experience and give ourselves more time to focus on what matters and making the right hire.
