As employers continue their efforts to optimize recruiting processes, an asynchronous video interview format has gained traction.
This unique interviewing format paves the way for recruiters to trim hiring costs, reduce the time to hire, mitigate unconscious biases, and gain deeper insights into candidates’ concepts and experience.
In this article, we’ll explore the benefits of asynchronous video interviews, how they’re conducted, and the best practices to facilitate a successful screening.
An asynchronous video interview (AVI) or asynchronous interview, sometimes also called one-way interview is a screening format where the interviewer and candidate are not on camera simultaneously. Instead, applicants record their answers separately, typically via webcam or smartphone.
The interview gives insight into an applicant’s personality traits, problem-solving skills, and decision-making proficiency.
AVIs can be:
Delivering better candidate experiences is vital to improve your employer branding and incentivizing top performers to apply. With asynchronous video interviews, you can schedule the session in a slot that best suits the candidate, even after traditional working hours.
In addition to the increased flexibility, AVIs improve candidates’ experience by:
Improving the candidate’s experiences helps recruiters evaluate applicants at their best.
Asynchronous interviews help employers accommodate applicants suffering from physical or geographical restrictions. With an inclusive interview process, you can expand your candidate pool with asynchronous interview by reaching people across borders and socioeconomic status barriers. By increasing the pool of qualified candidates, employers increase their chances of finding the best talent.
While recruiters can train themselves to eliminate conscious bias, unconscious biases may unknowingly slip in and hinder the authenticity of the hiring process. This problem is prevalent in traditional face-to-face interviews, but AVIs help mitigate unconscious bias.
With asynchronous interviews, employers can create a testing environment solely based on merit, as candidates are evaluated on information-driven factors. Additionally, hiring managers can shortlist candidates who objectively perform well in standardized tests to isolate the best talent.
Reducing hiring times and costs is essential to build a sustainable recruitment funnel and avoid losing top talent to your competition. With AVIs, recruiters can trim recruiting costs by eliminating overhead and travel expenses. Additionally, since AVIs are one-way sessions, recruiters can schedule multiple interviews in the same timeframe and optimize bulk assessments, reducing hiring times.
Thus, an asynchronous interview is beneficial not only for your organization but also for applicants.
Leveraging asynchronous video interviews in the screening process helps recruiters evaluate candidates more comprehensively. Unlike live interviews, recorded formats allow recruiters to watch sessions at their own pace and note key factors like communication skills and body language.
Additionally, since AVIs are recorded, recruiters can share the sessions with other teammates to obtain different viewpoints. This practice also helps reduce bias from the interview process. Moreover, for tech roles, in particular, teammates have a clear idea of what skills new candidates should have, so their opinion is valuable for the screening process.
Here’s a rundown of everything you need to do to conduct a successful asynchronous video interview.
To accurately evaluate candidates, recruiters should prepare a list of role-specific questions beforehand. These customized questions should assess a candidate’s suitability for the role; you can customize them based on information candidates share in their resumes or CVs.
Picking the right video interviewing platform is important to ensure the screening process is seamless. In general, employers need platforms that facilitate bulk assessment functionalities and automatic scheduling features (like WeCP).
A good practice is to first introduce yourself to the candidate, explain your role in the company, and briefly discuss the role’s requirements. You can then move on to asking role-specific questions.
You can invite candidates for the interview using your preferred recruitment platform. Ideally, employers should invite candidates at least 1-2 days in advance, so applicants have time to adjust their schedule.
There are two main categories of asynchronous video interview questions – standard and personalized.
Standard questions are open-ended behavioral or situational questions that the interviewers commonly ask in an interview. The most common asynchronous interview example questions include:
“Tell me about yourself”
The question helps establish the nature and priorities of the candidate. It’s typically the first question an interviewer asks, mainly because it serves as an excellent ice-breaker. In addition, it gives employers insight into the candidate’s personality and cultural fit.
“Where do you see yourself in five years?”
The question aims to understand the candidate’s plans for the future, goals, and ambitions. A five-year model shows the determination of the candidate and their strategic thinking in obtaining their long-term goals.
“How would you describe your ideal work environment?”
A straightforward question that helps determine whether the candidate will be a good fit for the company. Asking this question helps evaluate the candidate’s cultural fit
Personalized questions allow employers to learn about applicants’ personalities and skills by offering them optional prompts during the questioning process.
“What makes you the right person for this position?”
Interviewers typically ask this question nearing the end of the interview to establish the candidate’s qualities that can benefit the organization. It also provides background to any professional experience held by the candidate in the same position.
“What are your strengths and weaknesses?”
While the question may appear pretty straightforward, there’s more to it than plain strengths and weaknesses. Employers usually ask this question to determine the candidate’s self-confidence. A strong candidate can list both strengths and weaknesses but also shows an interest in improvement.
“How do you handle conflict?”
Conflict in the workplace is inevitable, which is why the ideal candidate must effectively resolve disputes. The questions help you understand the candidate’s tactics and if they’re only effective in theory.
Camera quality is an essential factor that can significantly impact the interviewing experience. For example, if you’re interviewing a candidate from overseas, subpar camera quality may ruin the video chat’s quality and make it difficult to read the applicant’s body language. Additionally, poor-quality streaming strains your eyes and makes bulk evaluations tiring.
When conducting an asynchronous video interview, it is essential to take the necessary steps to avoid stress and deliver a positive candidate experience. Set up interviewing platform in advance and test your connection. It is also a good idea to prepare questions in a logical order to make answering them more convenient for the candidates.
Personalized questions like: “Can you tell me about a time when…” or “Describe a situation where….” allows candidates to showcase unique personality traits, enabling recruiters to learn more about the applicants’ cultural fit, ambitions, and values.
Additionally, you can opt for open-ended questions to give candidates more room to showcase their experience. For example, questions like: “What did you find challenging about this task?” instead of “Did you find this task challenging?” allow interviewees to expand their answers without being limited to yes/no responses.
By asking the right questions, employers can better assess candidates based on deeper insights.
Picking the right spot to record the interview questions is important to improve candidates’ experiences. You should record the questioning in a quiet place without distractions, with good lighting, so candidates receive your video and audio clearly.
Make sure there aren’t any shadows or glare on your camera lens – this will cause poor lighting and bad image quality. Additionally, try recording in a professional setting to avoid distractions that may throw the candidate off-guard.
While asynchronous interviews have revolutionized the hiring process, there are certain limitations to it. For a technical job, it’s difficult to determine the candidate’s skillset using a video interview alone. Therefore, employers incorporate skill assessment tests in the hiring process.
Skill tests offer meaningful insight into candidates’ practical abilities. They also improve your hiring process by acting as a filter, ensuring only the top-performers are shortlisted.
Similar to AVIs, skill assessment tests are one-way and can be conveniently conducted online, in bulk. Advanced tech recruiting platforms like WeCP (We Create Problems) let employers assess thousands of candidates simultaneously across 12+ performance metrics.
Additionally, WeCP’s platform comes with integrated virtual meeting software to incorporate an asynchronous video interview in the screening process.
In Traditional Video Interview, the interviewer and candidate, both are synchronously communicating on the same video call at the same time.
But, with the growing digital world and immense number of job opportunities, people have started to pivot to asynchronous video interview tests especially when they have to conduct it for mass technical candidates.
Unlike traditional video interviews, it doesn’t require the candidate and interviewer to be present on the call at the same time. This also leads to unbiased candidate selection.
Best tool for asynchronous video interviews has the following features:
WeCP is the best tool for asynchronous video interviews for recruiters and hiring professionals to recruit in mass or for small groups.
Asynchronous video interviews assessments are done in two following ways:
WeCP is an all-in-one tech recruitment solution for tech hiring professionals and recruiters to conduct a mass interviews, review video interviews automatically or with human intervention and select candidates based on various KPIs set for the role.
Start acquiring the best tech talent with WeCP, an all-in-one tech recruitment solution now!
WeCP is a 4-click technical hiring software for talent acquisition departments. Our mission is to create a world where anyone can hire techies with ease. WeCP allows you to hire engineers without burdening your engineering department.
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