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Pre Recorded Interviews A Guide For Recruiters
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Resource Center>Articles>Pre-recorded Interviews: A Guide for Recruiters

Talent Development

Pre-recorded Interviews: A Guide for Recruiters

Last Updated: August 5, 2021 | Read Time: 6 min

One Minute Takeaway

  • Asynchronous video interviews (or one-way interviews) can be used to pre-screen candidates
  • Pre-recorded interviews cannot replace live interviews
  • Pre-screening with videos can also reduce cost-per-hire
Hoping to make the recruiting and hiring process more efficient? Well, you might want to take a few notes from lessons learned during the pandemic. One of the best examples is the use of pre-recorded one-way interviews. When pandemic restrictions required many of us to limit in-person interviews, many companies began using pre-recorded, asynchronous video interviews (or one-way interviews) as part of the screening process. This is when a candidate records video answers to provided questions that can be reviewed by recruiters or hiring managers later. And, even before the pandemic, some companies found the addition of recorded videos as part of the interview process made hiring more efficient and saved on resources. Research firm Aberdeen reports companies that use video interviewing are nearly three times as likely to reduce their cost per hire. Most recruiters use these recordings as a pre-screen for candidates before moving on to a live interview because they allow employers to review more candidates. The process actually saves everyone a lot of time by eliminating the need to schedule and conduct live interviews. Recruiters also find asking a candidate to do a pre-recorded interview tests motivation, since they are being asked to do something that may be outside of their comfort zone. This practice also promotes a consistent interview process, giving all candidates the opportunity to answer the same questions, potentially eliminating bias. Keep in mind, pre-recorded interviews cannot replace live interviews (and the interactive conversations they offer) as part of the hiring process. In addition, some candidates may not be comfortable using the technology required to record interviews or, in general, be uncomfortable on camera. But, if you are considering adding asynchronous videos to your recruiting process, here are some best practices to build into your plan:

Be Transparent

Explain the process and why doing a one-way interview is helpful for selecting a candidate who is the right fit for a job. Address any privacy concerns a candidate may have and explain the technology requirements necessary to complete the task. It’s also helpful to provide best practices to give interviewees tips on effective recording techniques. Point out the flexibility this style of interview offers and give candidates a chance to interview outside of work hours at a time convenient to them. Remember, for many candidates, this style of interview is new and they will need more explanation than for traditional interview types.

Test Your Technology

There are many providers that offer a platform for video interviews, which makes it easy for candidates to log in and record answers to interview questions. You should also explore if videos can be stored and accessed in your applicant tracking system – this can make it easier for managers to view them as needed. Once you’ve selected a platform, test it to make sure candidates and hiring managers are able to use it easily.

Edit Questions

Questions for interviewees should be short, to make it easier for candidates to remember the question as they record their responses. Also, decide if you want to put a time limit on answers. This forces candidates to be concise and keeps the complete interview to a manageable length. Keep in mind, however, putting time limits on responses could make the process more stressful than necessary for job candidates. You may need to decide if candidates can re-record a response if they feel they didn’t adequately answer the question.

Explain Next Steps

Who will review the completed video? What will reviewers be looking for in responses? And, importantly, what happens to videos after the hiring process is complete? Ensure you have provided your candidates with answers to common questions. Additionally, be upfront about how the video will be used and shared. Candidates want assurances that videos will be deleted once the hiring process is complete. One-way video interviewing is just one method (of many) that companies are using to streamline the recruiting process. If you are planning to incorporate the practice, make sure you weigh the pros and cons and evaluate the technology to provide new candidates with an experience that best reflects your organization. As you consider additional ways to streamline the recruiting process with technology, also consider Paycor Recruiting. Paycor Recruiting can help you find great candidates, create a fully-branded careers site, automate offer letters, share interview scorecards and more. Learn more about how you can better manage your recruiting process while also gaining valuable insights and tracking important metrics, such as time-to-hire and lead sources with Paycor Recruiting.
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