How Can An Asynchronous Video Interview Be Used For Technical Screening?

Posted by James Smith on December 23rd, 2022

An asynchronous video interview approach is becoming more popular as organisations work to improve their hiring procedures. Employers may cut hiring costs, shorten the hiring process, eliminate unconscious prejudices, and obtain deeper insights into candidates' ideas and experiences by using this innovative interviewing style.

What is an asynchronous video interview?

Asynchronous video interviews, sometimes known as one-way interviews or asynchronous interviews, are screening formats in which the interviewer and candidate are not both visible on camera at the same time. Instead, candidates separately record their responses using a camera or a smartphone. An applicant's personality qualities, problem-solving techniques, and ability to make decisions are revealed during the interview.

Asynchronous video interviews include:

• Structured: These interviews follow a predetermined format, with interviewers preparing a list of common questions in advance.

• Unstructured: Given that the questions in this format are open-ended rather than standardised, candidates have greater flexibility.

• Semi-structured: A hybrid of the two forms consists of a list of questions that have been predetermined with some leeway for the interviewers to improvise the order.

What's the process for asynchronous video interviews?

• The time allotted for each question or for the complete interview test is set by the interviewer, who also produces an asynchronous video interview test question set. 

• After clicking on the link to the interview, the candidate is prompted to enter some personal information before being shown the video exam questions.

• Once the applicant has submitted the video by the deadline, the interviewer instantly receives it and can either manually or automatically go over each one in their free time.

How are asynchronous video interviews conducted by employers?

Here is a list of all the steps you must do to conduct an effective asynchronous video interview.

Step 1: Asking prior design questions

Recruiters should create a list of role-specific inquiries in advance to thoroughly assess candidates. You can modify these questions based on the details applicants share in their resumes or CVs; they should evaluate a candidate's suitability for the position.

Step 2: Set up a schedule and ready your video recording platform.

To ensure that the screening procedure runs smoothly, choosing the appropriate video interviewing platform is crucial. Employers typically require systems with bulk assessment functionalities and automatic scheduling features.

Step 3: Write down the questions for the interview.

It's a good idea to start by introducing yourself to the applicant, outlining your position within the business and the essentials of the position. The next step is to ask questions that are particular to the role.

Step 4: Invite candidates to the interview.

Using your preferred hiring tool such as Ducknowl, you can extend invitations to prospects for interviews. Employers should invite candidates ideally at least 1-2 days beforehand to give them opportunity to reschedule.

Benefits of asynchronous video interviews

1. Better applicant experience

Improving your employer brand and encouraging top performers to apply depend on providing superior candidate experiences. You can plan asynchronous video interviews for a time that works best for the candidate, even after regular business hours.

Aside from the greater flexibility, AVIs enhance the applicant experience via

• reducing costs and travel time.

• enabling applicants to effectively prepare Before the interview, they can practise using a webcam, headset, and digital whiteboard.

• lowering anxiety by allowing candidates to do the interview in a relaxed setting.

Enhancing the candidate experience enables recruiters to make the most accurate assessments of candidates.

2. Establish an inclusive hiring procedure

Employers can accommodate applicants who have physical or geographic limitations by conducting interviews asynchronously. By contacting people across borders and barriers related to socioeconomic class via an inclusive interview process, you can increase the number of candidates you can interview asynchronously. Employers improve their chances of finding the greatest talent by expanding the pool of qualified candidates.

3. Lessen bias and raise the standard of assessments

Recruiters can train themselves to remove conscious bias, but unintentional unconscious biases may creep in and undermine the veracity of the recruiting process. Unconscious bias is a common issue in conventional face-to-face interviews, although AVIs can help. Employers can provide a testing environment that is only based on merit with asynchronous interviews because candidates are assessed according to data-driven criteria. 

4. Shorten the hiring process and save money.

To create a sustainable recruitment funnel and prevent losing top talent to your competitors, hiring times and expenses must be reduced. Recruiters can reduce recruiting costs by cutting off overhead and travel expenditures with AVIs. In addition, because AVIs are one-way sessions, recruiters can arrange numerous interviews at once and maximise bulk evaluations to shorten the hiring process. So an asynchronous interview is advantageous for both your company and the candidates.

5. Use more stringent screening procedures

Using asynchronous video interviews during the screening process enables recruiters to conduct more thorough evaluations of candidates. Contrary to live interviews, recorded formats let hiring managers observe sessions at their own pace and take note of critical elements like body language and communication abilities.

Recruiters can also share the discussions with other teammates to get various perspectives because AVIs are recorded. Additionally, this technique lessens interview bias. In addition, teammates are particularly useful for tech roles because they have a clear notion of the qualifications that new hires should possess.

Also Read: Hiring Tips