The way we work is always changing, and so is how we hire.Â
Enter asynchronous interviews, a growing trend thanks to the rise of AI-generated cover letters, resumes, and bots that robo-apply to hundreds of jobs in just a few clicks.
So, what are people saying about this tried-and-true solution to a brand-new challenge?
We interviewed 200 jobseekers to dive into what candidates say and where there's room to make things even better. Without further ado, here are the results.
A whopping 84.85% of folks find asynchronous interviews super convenient. And when it comes to feeling at ease, about 85% say they're somewhere from very comfy to okay with the virtual interviews. It looks like this interview format clicks with our on-the-go lifestyle.
When it comes to how clear the instructions are, most people seem to get it—about 75.76% are happy with how things are laid out. But, there's still a noticeable chunk of folks who are left scratching their heads.
It’s important to make sure everyone knows exactly what's going on, how long they've got, and what we expect from them, crystal clear, no room for confusion.
One key thing about any interview process is whether it lets candidates really show off what they can do. It looks like asynchronous interviews are hitting the mark here—nearly 80% of jobseekers feel pretty good about presenting their skills and experience in this format.Â
76% of respondents felt that the time allotted to answer questions was just right, while nearly 18% reported that there wasn't enough time, and 6% found it to be too much.
Asynchronous interviews might help cut down on hiring biases, but not everyone's convinced. About 36% think it really helps, almost 25% aren't seeing it, and roughly 40% just can't decide. It really shows just how tricky bias in hiring can be, and why we need to keep digging and improving how we handle these things.
Feedback on improving asynchronous interviews was varied, but really eye-opening. Here's what people said:
Asynchronous interviews aren't going anywhere—they're flexible, fresh, and a smart way to go beyond the resume in the age of AI recruitment.
But like anything new, there's always some tweaking to do. The feedback from this survey is a good starting point. This way, asynchronous interviews can be more than just convenient—they can help better match candidates with companies based on skills and values.
By keeping up the improvements, we can make these interviews work well for everyone, making hiring smoother, fairer, and just plain better.
The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.
To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.
When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.
A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.
