How To Conduct an Effective Asynchronous Video Interview

As employers continue their efforts to optimise 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.

What is an asynchronous video interview?

An asynchronous video interview (AVI) 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:

  • Structured. These interviews follow a premeditated sequence where interviewers prepare a set of standard questions before the interview.

  • Unstructured. This format offers candidates more flexibility as the questions are open-ended rather than standardized.

  • Semi-structured. A blend of both formats consists of a set of predetermined questions with room for interviewers to improvise the structure.

How do asynchronous video interviews work?

  • The interviewer creates an asynchronous video interview test questions set and specifies the time for each question or the entire interview test for the candidates to answer through video recordings.

  • The candidate receives a link getting to this interview session and after clicking on that link the interview opens asking for their details followed by the video test questions.

  • Once the candidate has submitted the video within the time period, the interviewer receives it promptly and choose to automatically or manually scan through all of them in their free time.

5 benefits of asynchronous video interviews

1 – Better candidate experience

Delivering better candidate experiences is vital to improve your employer branding and incentivize 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:

  • Eliminating travel times and costs.

  • Allowing candidates to prepare effectively. They can rehearse using a webcam, headset, and digital whiteboard before taking the interview.

  • Reducing stress by allowing candidates to take the interview in a comfortable environment.

Improving the candidate’s experiences helps recruiters evaluate applicants at their best.

2 – Create an inclusive interview process

AVIs help employers accommodate applicants suffering from physical or geographical restrictions. With an inclusive interview process, you can expand your candidate pool with AVI 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.

3 – Reduce bias and improve the quality of evaluations

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 video 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.

4 – Reduce your hiring times and costs

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 online video interview is beneficial not only for your organization but also for applicants.

5 – Employ more rigorous screening practices

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.

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