Retail hiring often involves screening many candidates in a short time. Store openings, seasonal peaks, and high turnover can make the process feel constant. Traditional interviews, especially when done live, can slow things down.
Asynchronous interviews offer a different approach. They're becoming more common in retail hiring because they solve specific problems in the hiring process. This guide explains how they work and how retail businesses use them.
What is a retail asynchronous interview?
An asynchronous interview is a job interview that doesn't happen in real time. Instead of meeting face-to-face or through a live video call, the employer sends questions to candidates who record their answers and submit them later.
The most common type is an asynchronous video interview, where candidates record video responses to pre-set questions. This lets hiring managers review responses when it's convenient, and candidates can answer when they're ready.
Unlike traditional interviews where questions and answers happen immediately, asynchronous interviews separate these steps. Each person completes their part independently. Retail businesses typically use asynchronous interviews early in the hiring process to screen candidates before moving to in-person meetings.
Why retail teams use asynchronous video interviews
Retail stores face unique hiring challenges that asynchronous interviews help solve:
- Time efficiency: Store managers can review candidate videos between customer rushes or after hours, fitting hiring into their busy schedules.
- Consistent evaluation: Every candidate answers the same questions, making it easier to compare responses fairly.
- Broader candidate pool: People who work during store hours can still interview without scheduling conflicts.
- Better show rate: No-shows decrease because candidates can complete interviews whenever it works for them.
These benefits make asynchronous interviews especially valuable during seasonal hiring when stores need to bring on many new employees quickly.
How asynchronous video interviews work
The process is straightforward:
- The employer creates a set of interview questions
- Candidates receive a link to access these questions
- Candidates record their answers using a computer or smartphone
- The hiring team reviews the recordings and decides who to move forward
Most platforms give candidates about 30 seconds to read each question and 1-3 minutes to record their answer. Some allow retakes if candidates aren't happy with their first response.
Here's how live and asynchronous interviews compare:
Setting up asynchronous interviews for retail roles
Here are the four steps involved in setting up an asynchronous interview.
1. Define what you're looking for
Before creating your interview, list the key skills and qualities needed for your retail position:
- Customer service ability
- Communication skills
- Problem-solving approach
- Availability for required shifts
- Experience with POS systems or retail software
This helps you create questions that reveal whether candidates have what you need.
2. Choose an interview platform
Several platforms offer asynchronous video interviewing. Look for these features:
- Mobile-friendly: Many retail candidates will use smartphones
- Easy interface: The simpler, the better for both you and candidates
- Customizable questions: Ability to create retail-specific scenarios
- Reasonable time limits: Usually 1-3 minutes per answer
- Collaboration tools: So multiple managers can review responses
Popular options include SparkHire, VidCruiter, and HireVue, though costs and features vary.
3. Create effective retail interview questions
Good questions for retail roles focus on real situations candidates might face. Mix these types of retail interview questions:
Behavioral questions ask about past experiences:
- "Tell me about a time you handled an upset customer."
- "Describe a situation where you had to work under pressure."
- "Share an example of how you've gone above and beyond for a customer."
Situational questions present hypothetical scenarios:
- "What would you do if a customer wanted to return an item without a receipt?"
- "How would you handle a situation where you caught a coworker stealing?"
- "If we were suddenly short-staffed during a busy time, how would you respond?"
Availability questions help with scheduling:
- "What days and hours can you work?"
- "How do you feel about working weekends and holidays?"
- "How much notice do you typically need for schedule changes?"
4. Create clear instructions
Many candidates have never done a one way video interview before. Help them succeed with clear directions:
- Explain how the platform works
- Tell them how many questions to expect
- Mention if they can retry their answers
- Suggest a quiet place with good lighting
- Recommend professional but comfortable clothing
- Provide a contact for technical problems
Best practices for retail asynchronous interviews
Keep it short
Limit your interview to 5-7 questions. This is enough to learn about candidates without overwhelming them. Most retail asynchronous interviews take 10-15 minutes to complete.
Make questions retail-specific
Ask about situations that happen in your store. For example:
- For clothing retail: "How would you approach a customer browsing without being pushy?"
- For electronics: "How would you explain a technical product to someone with limited tech knowledge?"
- For grocery: "What would you do if a customer complained about produce quality?"
Give candidates time to prepare
Send interview invitations at least 24-48 hours before you need responses. This lets candidates find a good time and place to record their answers.
Use a scoring system
Create a simple rubric to rate responses consistently:
Review as a team
If possible, have 2-3 people watch each candidate's responses. This reduces individual bias and brings different perspectives to the evaluation.
Advantages and limitations of asynchronous interviews
Advantages
- Scheduling flexibility: Candidates and reviewers can participate when it works for them
- Faster screening: Review more candidates in less time
- Standardized process: Everyone answers the same questions
- Reduced bias: Focus on answers rather than first impressions
- Lower no-show rate: Candidates can interview without taking time off work
Limitations
- No follow-up questions: You can't dig deeper into interesting responses
- Technology barriers: Some candidates might struggle with video recording
- Less personal connection: Harder to get a feel for personality and fit
- Preparation factor: Rehearsed answers might not show true abilities
- Technical issues: Internet problems or device limitations can affect quality
Moving candidates to the next step
After reviewing asynchronous interviews, you'll want to move promising candidates forward. Here's how:
- Select top candidates based on your scoring system
- Contact them quickly, ideally within 2-3 days
- Explain next steps clearly (in-person interview, skills test, etc.)
- Provide feedback if candidates ask why they weren't selected
For retail positions, the next step is often an in-store interview or trial shift to see how candidates interact with customers and team members in person.
Making asynchronous interviews work for your retail business
Start small by using automated interviews for one position or location. This lets you work out any issues before expanding the process.
Track metrics like time-to-hire, candidate completion rates, and quality of hires to measure success. Adjust your questions and process based on what you learn.
Remember that one way video interview software is a tool to make hiring more efficient, not replacements for human judgment. The final hiring decision should still involve personal interaction with top candidates.
Email plays an important role in guiding candidates through the process. Clear communication helps ensure candidates complete their interviews successfully. Mailjet's email tools can help you create and send professional communications throughout your hiring process.
Frequently asked questions about retail asynchronous interviews
What technology do candidates need to complete an asynchronous video interview?
Candidates need a smartphone, tablet, or computer with a camera, microphone, and internet connection. Most platforms work on common devices without special software.
How long should I give candidates to complete their asynchronous interview?
Give candidates 3-5 days to complete their interview. This provides enough flexibility while keeping your hiring process moving forward.
What's the ideal length for a retail asynchronous interview?
A retail asynchronous interview should include 5-7 questions and take 10-15 minutes to complete. This is long enough to assess skills without overwhelming candidates.
How can I make sure the process is fair for all candidates?
Use the same questions, time limits, and evaluation criteria for all candidates. Offer alternatives for those with technology limitations, like phone interviews or in-person options.
Should I still conduct in-person interviews after asynchronous screening?
Yes, most retail businesses use asynchronous interviews for initial screening, then bring top candidates in for a final in-person interview or working interview before making hiring decisions.
