Coordinating interview times with candidates is challenging for you, right?

You have to go through this every time because of different time zones, work hours, and personal commitments.

But not anymore; here is a great solution that many smart recruiters use, and you should.

The solution is known as a one-way video interview.

This benefitted both. 

Candidates can record their responses at their convenience, and you (the hiring manager or interviewer) can review them at your own pace. This saves time and makes the hiring process more efficient.

This approach eliminates the need to coordinate candidates' schedules with hiring managers and any other team members involved in the selection process. 

This resolves major problems in traditional hiring.

So, what are you waiting for? Let's explore this blog to resolve your problem and gain new insight into one-way video interviews.

Let's dive in 

 

What is a One-Way Video Interview?

In the land of job interviews, until now, we have relied only on two methods: telephone interviews and face-to-face interviews. In these interviews, the employers ask the questions, and the job seeker responds, which turns the process into a conversation and connection.

But a one-way video interview is different.

In a one-way video interview, the job seeker answers the preset questions and also records them for the employer to see later. Mostly, this interview happens at the beginning of the interview process, as a replacement to the phone interview which has served as the first step in screening job candidates.

This is typically done through a specific software or platform that allows candidates to record and submit their answers within a given timeframe.

One-way video interview is different from traditional interviews, and two-way video interviews.

Traditional Interviews: These are an old and long way of conducting that you have been doing for so long.

Which take place in person or over the phone and involve real-time, two-way communication between you and the candidate.

In contrast, in one-way video interviews, you can’t have that immediate back-and-forth interaction. 

However, you’ll get more flexibility in terms of convenient timing for review but less opportunity for spontaneous discussion or clarification of responses.

Two-Way Video Interviews: While both formats use video technology, two-way video interviews are live and involve direct interaction between you and the candidate.

In a one-way video interview, candidates cannot ask immediate questions or receive feedback on their responses, which can make the process feel less personal.

However, the one-way format can save time for both of you. It also maintains consistency in the interview process, as each candidate receives the exact same questions.    

What Sift Occurs in HR Practices?

Human Resources (HR) practices have seen a significant transformation over the years. From manual resume screening to in-person interviews, HR professionals have now embraced technology to streamline their processes.

One of the most notable shifts is the introduction of video interviews. Nowadays, remote work has become more common, and technology has become more accessible. 

Due to that, video interviews have become a popular tool for HR professionals to connect with candidates, regardless of their geographical location.

So, now you can conduct interviews with candidates from different countries regardless of time zone. 

Benefits of the one-way interview

The video interview has gained popularity for many years, not only with multinational companies but also with the zero-size business, i.e. small-scale businesses.

The video interview is useful for the initial stage of screening candidates; it also saves valuable time and resources and streamlines the hiring process.

Here are the benefits of the video interview:

1. Less Burden:

Every time, there doesn't need to be a single-person interview; sometimes, you will have a schedule of 10 candidates at the same time. You can end up going back with email for days or even weeks & need to find a convenient time for everyone.

Where as video interviews reduce the burden on both the interviewer and the interviewee.

They eliminate the need for travel, which can save time and money.

Additionally, video interviews can be conducted from the comfort of one's home or office, reducing stress and making it easier to fit into busy schedules.

2. Wider Reach:

Video interviews allow companies to connect with candidates from different cities or countries, expanding their talent pool.

This is particularly beneficial for remote positions or for companies looking to increase diversity.

3. Tracking also improves:

After you implement this hiring process, you can track the candidates' performance at your own pace. Managers can also look for similarities between the candidates in the future and the present.

What did they talk about? Was the reply similar to the question? How was the body language? These things can be tracked once you implement it.

4. Time and Effort should be invested in the best candidates:

The process became extremely time-consuming when you blocked every hour for every new candidate. This is especially true when several people just don’t have the qualifications to fit in the open job.

Don’t waste time on the candidate whose answer doesn’t match your open job criteria? For that, you need to have video interview software so that you can quickly sort and decide who’s best for the company.

5. Make them more comfortable:

When you are sitting with the candidates, i.e. face-to-face or one-way, make sure that they feel comfortable during the hiring process. The stress of the situation can lead them to the things they don’t mean or try to clarify.

Video interviews always help to identify issues like this. Because it gives the individual time to consider their response, make sure they are saying what they mean, and offer the best answer to the question posed to them.

How Can You Use One-Way Video Interviews? 

It’s easy to use and understand. Here, you’ll get an idea of how to use this to streamline your hiring without getting burned. 

1. Screening Large Numbers of Candidates: 

• You can send pre-recorded questions to all candidates, allowing them to respond at their convenience.
• This method allows you to review responses at your own pace, making it easier to manage high volumes of applicants.
• You can efficiently shortlist candidates for the next round based on their responses.

2. Assessing Candidates' Communication Skills and Personality:

• One-way video interviews can provide insights into candidates' verbal communication skills, body language, and overall presentation.
• You can evaluate candidates' ability to articulate their thoughts and ideas clearly and concisely.
• These interviews can also offer a glimpse into candidates' personalities, helping you determine cultural fit.

3. Enhancing the Hiring Process in Remote or Global Recruitment:

• One-way video interviews eliminate geographical barriers, making it possible to hire talent from anywhere in the world.
• They provide a cost-effective solution for interviewing candidates without the need for travel or scheduling live video calls across different time zones.
• This method ensures consistency in the interview process, as all candidates receive the same set of questions, regardless of location.

Top 9 Tips for HRs for Effective One-way Video Interviews 

Here are the juicy tips for you to leverage your one-way video interviews.

1. Clear Instructions: Providing clear and concise instructions to your candidates about the process is crucial for both.
   
   Make sure candidates understand what to expect, how the one-way video interview process works, and how to use the technology.
   
   
2. Relevant Questions: Ask questions relevant to your job role; don't ask something that may confuse them.
   
   Ask questions that allow them to demonstrate their skills and knowledge.
   
   
3. Time Limit: When you set time limits, be realistic about it. Set a reasonable time limit for each question to keep the process structured and efficient.
   
   
4. Test the Technology: Ensure the platform you're using is reliable and user-friendly. Test it out before sending it to candidates to avoid any technical issues.
   
   
5. Promote Your Brand: Use this as an opportunity to showcase your company culture. Customise the platform with your company logo, colours, and a brief introductory video about your company.
   
   
6. Review Efficiently: Develop a consistent method for reviewing and scoring videos to make fair, unbiased, and accurate decisions.
   
   Review videos as soon as possible after they are submitted to keep the hiring process moving forward.
   
   
7. Candidate Experience: Keep the candidate experience in mind. Make sure the process is as straightforward and stress-free as possible for them.
   
   
8. Follow-up: When your candidates complete one step, make sure you communicate about the next steps in the process.
   
   Having proper follow-up and timely feedback from them is crucial for maintaining a positive candidate experience.
   
   
9. Keep an open mind: Remember that one-way video interviews are just one tool in the hiring process,
   
   Some candidates may not have performed well in this, but they might have performed well in person. So, be open to considering those candidates.

So, these are the tips you can use for your future hiring.

Potential Drawbacks and How to Overcome Them

Now, let's come to the hard part. Even though this technology looks perfect and good, there will still be a drawback.

Knowing these drawbacks helps you to overcome them and get the best out of them.

Here are a few drawbacks to look for

1. Lack of Immediate Interaction:

Unlike traditional interviews, one-way video interviews don't allow for real-time conversation.

This might make it hard for you to ask follow-up questions based on a candidate's responses. To overcome this, make sure to design your questions carefully to cover all necessary areas.

You can also invite candidates for a live interview if their one-way video interview is successful.

2. Technical Difficulties:

Not all candidates may have access to reliable internet or be comfortable using video technology.

To mitigate this, provide clear instructions and offer technical support. If possible, offer an alternative method for candidates who face significant technical challenges.

3. Loss of Personal Touch:

One-way video interviews can feel less personal than face-to-face or live video interviews.

To add a personal touch, consider introducing the company and team to a video platform. After the interview, you can also provide feedback to candidates about their performance.

So, now that you know this drawback, try to address it and ensure that one-way video interviews provide a positive experience to your candidates. Because, in the end, they are the ones experiencing it.

Final Thought on One-Way Video Interview Platform 

So, now you get the idea of what One-way video interviews are and why they're a talk of the town.

It’s a powerful tool used by many smart HRs.

It offers convenience, consistency, and the ability to assess candidates more comprehensively than traditional methods. As we've discussed, smart HR professionals leverage these benefits to streamline their hiring processes and make more informed decisions.

Looking ahead, the future of one-way video interviews in HR is promising.

As technology continues to evolve and remote work becomes more prevalent, tools like one-way video interviews will likely become standard practice.

They not only meet the demands of the modern workforce but also offer a competitive edge in attracting and securing top talent.

Embracing such innovations is no longer a choice but a necessity for forward-thinking HR professionals.

So, let's revolutionise your hiring process. How? By using ScreeningHive. Do a FREE SIGN UP NOW and take the first step toward streamlining your entire video interview process.