Today’s job market is extremely competitive. Employers are being inundated with applications and résumés/CVs, leaving hiring teams with the overwhelming task of sifting through the deluge to identify those who might be a fit. Often, applicants seem great on paper.

We have already discussed the benefits of using Artificial Intelligence in the recruitment process to boost efficiency. In this article, we’ll examine how one-way video screening interviewing can help even more.

First, let’s dive into the basics of one-way video screening interviews and then discuss how to implement them successfully.

What is a One-Way Video Screening Interview?

One-way video interviews, also referred to as on-demand or asynchronous interviews, allow applicants to record their responses to predetermined questions, eliminating the phone screen step. These brief interviews help recruiters get a better impression of the applicants without additional work on the recruiters’ behalf. Once the applicant submits the video, the hiring team can review it at their convenience and share the video with team members.

Advantages of One-Way Video Screening Interviews

It rarely makes sense for screening to be done face-to-face, and phone interviews fall short in terms of evaluating non-verbal communication skills. On the other hand, video interviews offer the efficiency of a phone screen with the visual advantages of an in-person interview. But one-way video screening interviews shine when it comes to saving time and effort.

Because they don’t require the interviewer to be present during the screening, one-way video screening is the ideal solution for time and cost savings, ultimately allowing the recruiting team to evaluate a larger pool of candidates.

Video screening interviews can also reduce unconscious bias in the recruitment process by standardizing questions and evaluation criteria.

In addition, implementing recruitment tools like one-way video screening interviews improves the candidate experience, which helps your company stand out and attract top talent. Job seekers who are tech-savvy and appreciative of employers who value their time are more likely to have a favorable opinion of employer brand that leverage new technology in the screening process.

Best Practices

To get the most out of one-way video screening interviews, some best practices should be followed:

1. Ensure all applicants are evaluated using the same criteria by asking standardized questions.
2. Keep the interview short, with at most 5-7 questions. This respects the applicant’s time while providing sufficient insight into their skills and personality.
3. Provide clear instructions for completing the process, including technical requirements, time limits, and a support contact should the individual have issues recording the video.
4. Keep job seekers informed throughout the recruitment process without compromising efficiency by using automation to advise them when the interview is delivered and received.
5. Train interviewers on reviewing and evaluating the video screening interviews effectively to ensure consistency across the hiring team.
6. Test your video screening interview process before rolling it out to applicants. This includes conducting mock interviews with internal team members to identify technical, logistical, or communication issues.
7. Ensure your video screening interview process is accessible to all job seekers, including those with disabilities.

Considerations for Implementing

As you consider how to use one-way video interviews to improve your recruitment process, consider the type of position you’re hiring for and the typical number of applicants you expect.

• Is it a high-volume position that typically gets a large number of applicants? Using video screening for this type of role will significantly reduce the amount of time recruiters have to spend on the initial round of vetting.
• Is the position entry-level? If so, you may receive applicants with little or no job experience; therefore, using video interviews can help you select the better-suited individuals more quickly and efficiently.
• If job seekers are expected to apply on-site for the position, using video interviewing wouldn’t be necessary in the early stages of the process. However, it may prove useful later on should a hiring manager or another individual need to review the applicant before making a decision.
• Are there any “deal breakers” for the role that may not be listed on the typical résumé/CV? For example, asking what the person’s short and long-term career goals are in the video interview may help identify someone who isn’t a good fit for the position’s career path or aligned with your company’s business objectives.
• While several of the questions asked should be about the job seeker’s interest in the position and their related skill set, consider asking open-ended questions. For example, ask them to describe their strengths and weaknesses or how they handled a difficult situation in a previous position. The applicant’s response could assist the recruiter with formulating the next round of questions or become useful talking points in the follow-up interview.

After considering these variables, you can determine when and where in your recruitment process utilizing one-way video interviewing makes the most sense.

Conclusion

Implementing the proper utilization of one-way video screening interviews can be vital to improving how you efficiently and effectively shortlist candidates. Whether you’re recruiting globally or trying to reduce the time spent vetting applicants, this solution can potentially revolutionize your company’s hiring process.

The competition for top talent is fierce, and companies must go the extra mile to attract and retain the best. A positive candidate experience is key to winning them in today’s job market. In this blog post, we tell you everything you need to know to provide a top-notch candidate experience.

The Candidate Experience Defined

In simple terms, the “candidate experience” refers to the collective impression that job seekers develop about a company’s recruitment process. This includes everything from the application process to the interview experience to onboarding.

From First Impressions to Lasting Relationships

Providing a positive candidate experience cannot be overstated, as it can significantly impact an organization’s reputation and bottom line.

As the old saying goes, “You never get a second chance to make a first impression.” Unfortunately, this holds true in recruiting, where a bad first impression can turn off even the most qualified and motivated candidates. So, to ensure you don’t miss out on potential talent, engaging with applicants early in the recruiting process is vital.

The Value of the Candidate Experience

Here are some reasons that underscore the significance of the candidate experience:

• Attracting top talent: Job seekers with a positive experience during the hiring process are more likely to accept an offer and recommend the company to others. Conversely, those with a negative experience may decline the job offer and share their negative experience with others, potentially harming the organization’s reputation.
  Fun Fact: 80–90% of talent say a positive or negative candidate experience can change their minds about a role or company (Recruiting Brief).
• Employer branding: The candidate experience can significantly impact an organization’s employer branding. A positive experience can help build a positive brand, attracting the desired talent and making the organization an employer of choice. A negative experience, on the other hand, can harm the company’s reputation and make it challenging to attract and retain ideal employees.
  Fun Fact: Nearly 4 in 5 candidates (78%) say the overall candidate experience they receive indicates how a company values its people (Career Builder).
• Increased engagement: A positive candidate experience can increase job seekers’ engagement and enthusiasm. That can result in more motivated and committed employees.
• Cost savings: A negative candidate experience can be costly for an organization. The cost of lost productivity plus recruiting and training a replacement can be significant. By providing a positive candidate experience, an organization can reduce the cost of turnover and save money in the long run.
• Legal compliance: Providing a positive candidate experience is essential for the organization’s reputation and sometimes legal compliance. In many countries, laws and regulations protect job seekers from discrimination and unfair treatment during the hiring process. Failure to provide the proper consideration can result in legal action and damage the organization’s reputation.

However, these are not the only reasons you should be upping your candidate experience game. The shift is also primarily driven by the job seekers themselves.

What Candidates Really Want from Employers

Candidate expectations constantly evolve, and companies must keep up with these changes. The following are some of how their expectations have shifted in recent years:

• Personalization: Applicants today expect a personalized hiring experience that considers their unique needs and preferences. This includes personalized communication, tailored job descriptions, and a hiring process that can accommodate their schedule and needs.
  
• Transparency: Job seekers expect transparency throughout the hiring process. They want to know what to expect at each stage of the process, what the job entails, and what the compensation and benefits package includes. They also want to know about the company culture and values and how they align with theirs. Fun Fact: 80% of job seekers say they wouldn’t reapply to a company that didn’t notify them of their application status (Lever).
• Technology: In today’s digital age, job seekers expect a hiring process that is streamlined and tech-enabled. This includes online applications, video interviews, and mobile-friendly communication. Candidates also expect to be able to research the company online and to have access to reviews and feedback from current and former employees.
• Flexibility: With the rise of remote work and the growing desire for work-life balance, applicants expect flexibility. This includes the option for remote interviews, flexible working hours, and the ability to work from home. Offering flexible options can also help organizations tap into a wider talent pool, as they can recruit candidates from different locations.
• Speed: In today’s fast-paced world, candidates expect a speedy hiring process. They don’t want to wait weeks or months to hear back after submitting their application. Therefore, organizations that can provide a faster hiring process are more likely to attract top talent and avoid losing out to competitors. Fun Fact: 60% of job seekers report quitting an application due to its length or complexity (Recruiting Brief).

How to Create a Stellar Candidate Experience

Now that we understand the significance of the candidate experience, it’s time to explore some strategies that can help you enhance your recruitment process:

Improve Your Job Application Process

One of the best ways to improve the candidate experience is to fine-tune your application process. Job seekers want a user-friendly Careers page with detailed job descriptions and a short, mobile-friendly application form. 25% of job seekers will quit the process if the application is too long or complex. One option would be to allow job seekers to apply using their LinkedIn profile.

Let Job Seekers Know What to Expect

A huge point of anxiety for applicants is that they don’t know what to expect after applying. To alleviate this, outline the steps of your interview-to-hire process in the job description. By setting their expectations up front, you’ll automatically provide a better candidate experience.

Stay in Touch

One of the biggest complaints from applicants is with recruiter communication. Job seekers want to know where they stand at each step, which can be extremely challenging for recruiters handling multiple open requisitions. Using an applicant tracking system (ATS) that allows workflow triggers to send updates to the candidates is ideal for managing this time-consuming part of the process.

Ask for Feedback

Finally, feel free to ask for feedback from candidates about their recruitment experience. This can help you identify areas for improvement and ensure that you provide a positive candidate experience. Intervu.ai’s platform can also provide valuable data and insights into the candidate experience, allowing you to make data-driven decisions and continually improve your recruitment process.

Fun Fact: 78% of job seekers report never being asked for feedback on their candidate experience (Lever).

Closing the Deal

Creating a positive candidate experience is not just about filling a position but also about building your company’s reputation and fostering a culture of inclusivity and professionalism. By streamlining your recruitment process, personalizing the experience, using AI and machine learning to remove bias, and asking for feedback, you can improve your chances of hiring the best candidate and leave a lasting impression on those who didn’t make the cut.

So, don’t just settle for a mediocre candidate experience; put in the effort to create a stellar one that will have candidates lining up to work for your organization. After all, it’s not just about finding the right person for the job; it’s about creating an unforgettable candidate experience that will keep your company top of mind.

Key Takeaways

• Candidate experience refers to the collective impression that job seekers develop about a company’s recruitment process, and it is critical to attracting and retaining top talent.
• A positive candidate experience can lead to increased engagement and enthusiasm from the candidate, contribute to a positive employer brand, and save costs associated with turnover.
• Candidate expectations are evolving, and organizations must keep up with changes to attract the best talent. Candidates expect personalization, transparency, technology-enabled processes, flexibility, and speed.
• Streamlining the recruitment process, automating tasks, and using AI-powered tools can help improve candidate experience and save time for recruiters.
• Communication is critical throughout the recruitment process. Candidates want to be kept informed about the status of their application and what to expect at each stage of the process.
• Providing feedback to candidates after an interview and creating a positive candidate experience, even for those who aren’t selected, can help build a positive employer brand and improve the organization’s reputation.
• Finally, improving the candidate experience is an ongoing process, and organizations need to regularly evaluate and make changes to their recruitment process to keep up with changing candidate expectations and ensure they are attracting and retaining the best talent.

Employees are the backbone of every company. This makes hiring one of the most important aspects of running a business. But recruitment is much more complicated today than sifting through job applications, shortlisting candidates, conducting interviews, and hiring the best candidate.

In today’s labor market, you must meet the candidates where they are. You need to find your audience and speak their language, advertise your vacancy in places where your target candidates are, incorporate skill-based as well as culture-fit assessments in the interview process, ensure constant communication with them, and if you find the right candidate, hire them before someone else does.

Multiple studies suggest that nearly 60% of job seekers quit online job applications mid-way due to their length and complexity. Poorly or loosely written job descriptions, complicated or lengthy job applications, misleading job ads, multiple interviews over the course of several days or weeks, and lack of communication throughout the hiring process can deter a qualified candidate from seeking employment with you.

70% of the global workforce is made up of passive talent who are not actively looking for a job. Passive job seekers won’t continue with an interview process if they feel your hiring process is slow, repetitive, or not streamlined.

That’s why it is imperative to dedicate time and resources to make your hiring process as efficient as possible. You don’t want to let the best candidate slip through your fingers and possibly go to one of your competitors. With the proper hiring and onboarding process, you can attract, hire, and retain the best candidates.

Top 5 Tips to Increase Hiring Efficiency

Here are our top five most effective methods to enhance your recruitment efforts and increase employee quality and retention.

1. Write a Clear and Accurate Job Description

A job description is one of an applicant’s first interactions with your organization. Make sure that your descriptions are concise, accurate, and clear about the duties and responsibilities of the position. The job’s description must be written in the language of your brand and reflect your company culture so you attract suitable applicants. This will help weed out those that may not be a fit.

Writing a job description is more than just under the purview of the recruiter or the hiring manager. A recruiter may not understand the entirety of what the job entails. Hence, the team lead or the manager must help the recruiter understand precisely what they are looking for in their new team member. They must clearly state the technical skills required to fulfill the role and the soft skills needed to fit in the team for an overall understanding of the position.

Also, be as transparent with the expectations of the role as possible. The more things you keep out of the job description, the harder it will be for you to find the right individual and the longer it will take to fill the position.

2. Build Talent Pipeline by Utilizing Employee Referrals

On average, talent acquisition professionals spend nearly 1/3rd of their time sourcing candidates for a single role. That’s a lot of productive time wasted that could have been utilized for other recruitment-related tasks like reference checks, onboarding, etc.

One of the best ways to tackle this problem is through referrals. These referrals could be through your current employees or your trusted network. Studies show that referred candidates are 55% faster to hire than employees sourced through career sites. Additionally, 82% of employers surveyed by CareerBuilder also rated employee referrals as generating the best ROI, above all other sources.

When you hire someone through referrals, it eliminates a layer of screening from the hiring process. That’s because the employee who refers someone already knows your company’s culture, values, and what the role demands. Hence, when they refer someone, they would do that with a level of certainty that the candidate will not only fit in the company’s culture but also perform well in their role. As a result, there is a higher chance of them being hired than someone who does not know of your organization.

A popular way to encourage referral hiring is through referral bonus programs. Giving monetary compensation of even a couple of hundred dollars can eventually help you save time and money in the long run.

Other ways of boosting your talent pipeline are lateral or internal hiring, investing in employer branding, building your brand on social media websites, creating a recruitment strategy for attracting passive candidates, and having a careers page.

3. Automate Repetitive Hiring Tasks

Let’s be honest – if you have been a recruiter for a while, you know that hiring can be a tedious and repetitive process. Manually going through every résumé/CV or application, looking for relevant skills, reaching out to the candidates, coordinating and constant back and forth with individuals to find a suitable interview time, scheduling and rescheduling interviews, and so on. This process can be time-consuming and frustrating for the recruiter as well as the applicant. This can make a candidate lose interest, making you start the process all over again.

Tasks like these can easily be automated with the help of talent acquisition software. With so many options for recruitment automation available today in the market, you can choose an applicant tracking system (ATS) to keep track of all the applications you receive and manage the process each goes through. Having smart recruitment software can help your hiring team screen candidates more efficiently, reduce time-to-hire, and increase the quality of hire. It can do so by syncing your calendar with the candidates to find a suitable time for an interview, sending automated reminders to the candidate, hiring manager, and recruiter, hosting online pre-hire assessments, and sorting out the results, among other things.

This can save you so much time to focus on other productive tasks.

4. Streamline Your Interview Process by Using Recruitment Software

We covered above why you would invest in recruitment software to automate mundane tasks and maximize your hiring efforts. But another challenge with manual recruitment is consistency. For example, you may find yourself asking certain questions in one interview for a role but forgetting to ask the same question in another interview for the same position. Or sometimes, you might overlook certain interview guidelines or best practices simply because you were impressed by a candidate’s initial impression. While this is natural human behavior, in a formal interview situation, it can have undesirable repercussions.

Leveraging recruitment software is one of the best ways to manage your entire hiring process. You can use pre-hire online assessments to standardize your initial screening and assessment. Once you’ve shortlisted your candidates, you can host a real-time video interview or an asynchronous video interview. Several AI-led recruitment tools today can help you assess candidates’ culture fit, behavior, and relevant skills through natural language processing during the interview.

With the help of the software, you can keep qualifying candidates moving through the hiring process seamlessly and ensure each goes through the required steps. In addition, automating tracking increases your hiring efficiency and allows recruiters to focus on what matters the most – engaging and vetting candidates.

5. Engage with Your Candidates

Last but not least, you must keep your candidates engaged throughout the hiring process. Whether your process is short or not, it is imperative that you keep your candidates in the loop. It can be as simple as sending an acknowledgment email when they apply for the position, informing them about the next step, sending them reminders for assessments or interview rounds, letting them know how much time it would take you to get back to them with the results, and advising them if they didn’t make it the cut, and so on.

This will show them that you value their time and give them a good impression of your organization and its values.

Conclusion

Today, the global workforce has more power than employers. This is why the recruitment process can be tiring, complicated, and hard to maintain. But if you standardize your recruitment process, build a strong talent pipeline, utilize recruitment technology, and keep your candidates engaged, you can make the process easier, simpler, and even fun.

For many companies, video interviewing is an essential part of their recruiting process, not just because working remotely has become the “new norm” but for its many time- and cost-saving advantages. Does that put the traditional recruiter-led interview in jeopardy of becoming extinct?

Video Interviewing Is Here To Stay

Video interviewing has too many advantages to be ignored, and technology gets more advanced each year, allowing for more sophisticated and detailed intelligence to be gleaned from an applicant’s performance. Plus, integrating a virtual interviewing solution into the standard recruitment process has never been easier.

Utilizing one-way, or asynchronous, video interviews provide faster measuring of a candidate’s potential without a great deal of work by the recruiter in the screening stage of the application process. Since the candidate is responding to preset questions, the recruiter or hiring manager can get a fair amount of the information needed to assess the individual’s fit for the role.

As it’s grown in popularity in recent years, more and more applicants see video interviewing as a standard part of the process. It allows them to showcase themselves and their talents beyond their résumé/CV, allowing hiring leaders to see more of who they are and gather valuable insights needed during the screening process.

Providing a smooth, flexible, and enjoyable candidate experience is increasingly important. Using one-way video interviewing can be less stressful, allowing the person to do it at a time that suits them and in the comfort of home. Plus, if applicants know the questions ahead of time, they can practice their responses, giving them more confidence when doing the actual recording. Practicing can eliminate the anxiety inherent in a job interview, which will help the recruiter and hiring manager assess candidates more effectively, as nervousness can negatively impact a candidate’s performance.

Face-to-Face Interviews Aren’t Going Anywhere

Whether meeting in person or via video conferencing, establishing that human connection provides much more than assessing the candidate’s job experience. The one-on-one interaction allows the recruiter or hiring manager a better sense of the applicant’s communication skills, personality, professionalism, how they react under pressure, and more. Conversely, it helps applicants gather the information they need to assess whether the company and the position are a fit for them.

While the traditional interview and video interview provides the opportunity to gather the same information about the applicant, such as observing body language, voice inflection, and mannerisms, the face-to-face interview allows a deeper dive into these elements. In addition, the natural flow of conversation provides greater insight into the candidate than what could be observed from a video interview.

Within the confines of face-to-face conversations, applicants may be more animated and spontaneous in their answers, thus giving more information about who they are and how they think. These “real” answers are more telling than the carefully worded ones given during a one-way video interview.

Combine Both for Maximum Efficiency

There’s no denying that technology and process streamlining are wonderful things. Still, there are parts to the application process that can’t–and shouldn’t–be replaced by technology or eliminated to save time. Advancements in efficiency don’t mean the “human” in “human resources” needs to be sacrificed.

Video interviews should be viewed as an enhancement to the recruiting process rather than a replacement.

The two interviewing methods can easily co-exist in a company’s hiring process. By utilizing video interviews in the preliminary hiring stage as a screening tool, recruiters can feel confident that only the more qualified applicants are invited for face-to-face or in-person interviews. In addition, since the applicants are responding to preset questions, the hiring team can be assured of getting a good portion of the information needed to assess the person’s fit for the role, making the traditional interview a better use of everyone’s time.

The ideal process is often tied to the type of hiring being done. For example, video interviewing is more beneficial for high-volume recruiting and entirely remote positions. But for executive and senior roles, the recruitment process may bypass the video interview entirely in favor of the face-to-face as these roles are a significant investment and need that personal engagement.

A face-to-face interview can be time-consuming due to the amount of preparation needed, the scheduling of multiple individuals, etc. However, more intelligent decision-making is possible by incorporating a video pre-screening process. Then that investment of time is well worth it because that’s time spent on a quality candidate.

Conclusion

Overall, HR leaders can make more informed decisions by combining the advantages of both video and in-person interviewing methods. Video interviews as the screening tool to narrow down the applicant pool, and then face-to-face to further evaluate the remaining qualified candidates to find the best fit.

The recruitment process can be time-consuming and arduous for both job seekers and employers. With the typical application process lasting an average of 23.8 days in the United States and employers receiving enough resumes to start a small library, it’s no wonder interviews are considered one of the most daunting tasks.

Fortunately, there’s a solution that can make hiring quicker and easier than ever before: one-way video interviews.

One-way, or asynchronous, video interviews provide applicants with the opportunity to answer pre-determined questions by recording their responses using a phone or computer camera without an interviewer present.

While this type of technology has been around for decades, it’s been gaining popularity in recent years as it allows HR professionals to streamline their hiring processes and interview more applicants than ever before.

However, before embracing a solution you aren’t familiar with, it’s important to weigh the pros and cons to determine if it fits your business model. In this article, we’ll explore the intricacies of one-way video interviews to help you make an informed decision.

The Good and The Bad of Asynchronous Video Interviews

Advantages Of Using One-Way Video Interviews

Time-savings

Most recruiters will agree that scheduling and conducting phone screen interviews is extremely time-consuming. One-way video interviews are a more practical option for employers who want to save time at this stage of the hiring process. With pre-recorded interviews submitted by the applicants, recruiters and hiring managers can review and evaluate each at their own pace and shortlist candidates more quickly.

Cost-effective

This goes hand-in-hand with time savings because time is money. The saying might be old, but it’s still as true as the day it was coined. Implementing asynchronous interviewing provides a faster method of measuring an applicant’s potential without the need for travel or in-person interviews, reducing the time to hire and saving money overall. Plus, an online video interview platform lets employers connect with candidates worldwide without dipping into the recruitment budget.

Convenience

For job seekers, one-way video interviews allow them to complete their interview anytime, alleviating scheduling conflicts compounded by time zone and work schedules. For recruiters and hiring managers, pre-recorded interviews provide greater flexibility than phone screenings, letting them review applicant submissions at their convenience. 

Wider Candidate Pool

One-way video interviews have the power to connect employers with candidates from different locations or even different countries, expanding their candidate pool and increasing diversity in the hiring process. This can lead to better, more inclusive hiring decisions that truly reflect the company’s goals.

Eliminates Bias

One-way interviews are an excellent tool for promoting fairness and objectivity in the hiring process. By using predetermined questions, employers can ensure that all candidates are evaluated on the same criteria. This eliminates unconscious bias and subjective judgments based on irrelevant factors like appearance or background.

Disadvantages Of Using One-Way Video Interviews

Lack the Personal Touch

Asynchronous interviews can feel impersonal to some people. The process could be interpreted as robotic or dehumanizing without the back-and-forth exchange between the applicant and employer. This can be a drawback for candidates who thrive on personal connections and face-to-face interactions.

Limited Opportunity to Showcase Soft Skills

While pre-recorded video interviews are great for assessing hard skills and qualifications, they may not provide ample opportunities for candidates to showcase their soft skills like communication, teamwork, and problem-solving, which can be determined through questions and organic conversation. These skills are crucial in the workplace, and employers may miss out on valuable talent if they rely solely on this type of interview.

Technical Difficulties and Challenges for Candidates

Not everyone is tech-savvy or has access to high-speed internet and a webcam. One-way video interviews can be a challenge for job seekers who don’t have the required technology or are uncomfortable using it. This could make it more difficult for otherwise qualified candidates to put their best foot forward.

Inaccurate Assessments

One-way interviews may provide a partial picture of the candidate’s abilities and personality. Employers may miss out on important non-verbal cues and body language, which can be valuable indicators of the person’s suitability for the role. This can lead to inaccurate assessments and result in hiring decisions that don’t align with the company’s needs.

Mitigating The Cons of One-Way Video Interviews

Fortunately, there are steps companies can take to alleviate the disadvantages and ensure a fair and effective hiring process. Here are some strategies to consider:

Ensure applicants are aware of this step in the process

The requirement of submitting a one-way video interview as part of the application process should be noted in the job posting. This will empower the job seekers to decide if they don’t wish to do that.

Implement standardized questions and evaluation criteria

To avoid the risk of inconsistent or biased evaluations, companies should develop a set of standardized questions and evaluation criteria for that role. This ensures that every candidate is evaluated based on the same factors, making it easier to compare and make objective decisions.

Provide clear instructions and support for candidates

To ensure a positive experience for candidates, companies should provide clear instructions and support throughout the process. This could include detailed instructions on using the platform, troubleshooting guides, and even practice sessions before recording the actual interview.

Avoid making hiring decisions based solely on video interviews

Asynchronous video interviews should be just one part of a comprehensive hiring process. Incorporate this step as a pre-screening tool to identify top candidates allowing it to bridge the gap between the paper resume/application and the face-to-face interview.

Is this technology right for your business?

A one-way video interview solution can be the ideal component for increasing qualified candidate selection and reducing the overall time-to-hire. Still, it comes with elements that require consideration before implementation. Therefore, employers should evaluate their hiring needs and priorities to decide if asynchronous interviews are right for their business.