One-way interview, also known as asynchronous interview, pre recorded interview, virtual interview or digital interview, enables prospective employers to conduct online video interviews in an automated fashion.[1] The interviews are conducted via websites or internet-enabled devices which use digital interviewing applications.[2]
One-way interviewing is becoming a standard method for first round of screening. It utilizes software to equip hiring personnel to interview candidates who are short of time and could not do a traditional face-to-face interview because of large number of applications, or candidates that align with a prospective position that may be a full or part-time remote work opportunity.
Interview candidates that are used to traditional face-to-face interviews may find one-way interviewing unusual due to the lack of verbal and non-verbal feedback during the one-way interview process.[3]
The interviewer creates questions in text or audio format, records their interview questions, or prepares sample scenarios/coding challenges for the online interview.[4] The interviewer invites candidates for the online interview via email. The candidate opens the link to the online interview in a web browser or mobile application and then records their responses. The candidate reads and then answers each question using a webcam, mobile phone camera or other device that gathers audio and video. The interviewers reviews the answers and grades candidates. Finally, the interviewer invites the selected candidates for the face-to-face interview.
Traditional interviews continue to be the top choice of many individuals, but many employers are moving to video interview platforms.[5] As the prevalence of remote work positions, technology, and telecommuting continue to increase/improve, virtual interviews are becoming a more acceptable method for identifying ideal hires. [6]
Candidates have criticized one-way interviews as being impersonal and lacking the value of a two-way conversation.[7] Some also claim one-way interviews can be used to illegally discriminate against candidates.[8] Privacy concerns are also prevalent, with one-way interview software providers advertising AI analysis.[9]