Very few technological advancements have impacted the hiring workflow as much as One-Way Video Interviews (also known as asynchronous video interviews). The ability to screen candidates en masse—without scheduling conflicts—and assess their skills, personality, and cultural fit before committing to an in-person interview makes it clear why this tool has become a popular addition to the hiring process.

If you’re wondering whether it’s the right move for you and your team, this guide will help. We’ll explore common concerns and key factors, helping you decide if Spark Hire’s One-Way Video Interviews are the solution you’ve been looking for to enhance your hiring process. Learn why Spark Hire is trusted by over 7,000 customers worldwide and has a 4.8/5 rating from more than 3,000 candidates.

How it works

Popularly used for public-facing or English-speaking roles, One-Way Video Interviews allow you to add a step to your recruiting workflow for candidates to submit recordings to a list of pre-determined questions. It could be the perfect first step after the resume screen in your hiring process to screen multiple candidates or later in the process to decide between high-value candidates to find the best fit for any role in 3 steps, namely:

1. Invite candidates to complete One-Way Video interviews after applying to roles.

2. Candidates self-record their responses in their own time.

3. You and your team evaluate and rate candidates and move them into the next stage of the hiring process.

6 ways to know if One-Way Video Interviews are right for you

If any of these situations sound familiar, Spark Hire’s One-Way Video Interviews are the perfect addition to your hiring workflow:

1. You are hiring hybrid, remote, or global workers

If you’re hiring candidates outside your local area or your team is dispersed, One-Way Video interviews allow candidates to record their responses wherever they are, regardless of time zone, without the need for in-person interviews or phone screenings. According to research 61% of recruiting and HR technology leaders say their organizations are currently using one-way video technology.

📚Further reading: The do’s and don’ts of remote hiring.

2. You care about improving the candidate experience

Traditional phone screens can be anxiety-inducing and may not let candidates present their best selves. With One-Way Video Interviews, candidates can take their time, record, review, and perfect their responses, helping them feel more confident and prepared. This gives them a chance to showcase their personality, making them feel more than just a resume. This shift to a more inclusive, open, and skills-based hiring method signals an attractive, safe work environment for the growing young workforce. One-way video interviews feel more personal than phone screens because candidates can express themselves visually, adding personality through body language and facial expressions. Intro and outro videos allow companies to create a branded, welcoming experience, making candidates feel more engaged and connected.

📚Further reading:

• The impact of candidate experience on the hiring process
• How to make better first impressions on candidates during the hiring process

3. Your hiring process is taking too long 

Between scheduling and the logistics of each hiring stage, the average time to hire is 36 days (according to SHRM) and can be even higher in some industries. In today’s competitive job market, companies adopting One-Way Video Interviews see a significant reduction in time-to-hire. It also saves hiring managers time by allowing them to review candidates at their convenience, deciding early on if a full interview is necessary. Sharing recorded responses enables efficient screening, ensuring only the most qualified applicants move forward. This process can save hours of interview time, making you look more organized and considerate of their busy schedule.

📚Further reading: 

• How to cut time to hire in half  

• 5 benefits of a fast hiring process

4. You want to standardize your process and reduce bias

Giving every candidate the same set of questions ensures a level playing field, allowing top candidates to shine based on their skills and communication. One-Way Video Interviews reduce unconscious bias and subjective judgment by focusing on consistent evaluation criteria.

📚Further reading:

• Webinar: How to remove bias for better hires 

• How to eliminate unconscious biases from your hiring process

5. You want a collaborative evaluation process 

One-Way Video Interviews allow for easy sharing among your hiring team and stakeholders, even across remote or global teams. This ensures everyone has access to candidate responses, promoting a more well-rounded and collaborative evaluation process. Hiring managers love using One-Way Video Interviews in Recruit; they can view what questions were asked, schedule upcoming interviews, and get feedback from their teams and have a generally more robust hiring process

📚Further reading: How Spark helps hiring teams collaborate

6. You want to improve your employer brand

One-Way Video Interviews offer an opportunity to showcase your company values through video introductions, employee stories, or virtual office tours. Personalizing the experience helps candidates connect with your brand. According to LinkedIn, companies that invest in their employer brand receive 50% more qualified applicants, and 59% of recruiting leaders worldwide are increasing their employer branding efforts each year.

📚Further reading: How to brand your candidate experience in Spark Hire

Who’s using One-Way Video Interviews

Jamie Kohn, a research director in Gartner’s HR practice 61% of recruiting and HR technology leaders say their organizations currently use One-Way Videos. Spark Hire’s One-Way Video Interviews are being used by over 6000+ customers in multiple industries from around the world.

Don’t take it from us, hear what our customers have to say:

• “Using Spark Hire, we were able to take a 45-minute scheduled phone interview and replace it with a 15-minute One-Way Video Interviews. This change has saved us countless hours in the screening process, and also given us the insights to only focus our time on the best applicants.” - Amy Hargrove, All Web Leads

• “Since using Spark Hire, the district estimates that it only spends 8 minutes per interview which has resulted in their man hours being cut to 270 hours or $12,000 which is a savings of $91,000 per year.” - Chris Tatum, Amarillo Independent School District

• “Using Spark Hire has allowed us to move candidates through the process quickly. We are able to reach out to a large number of candidates early on through the screening process.” - Sherita Gatling, Center for Creative Leadership

• “Perfect for our International Hiring Needs! - This is an excellent and user-friendly software allowing us to schedule and manage our video interviews. The scoring system is great and helps us get the true thoughts of the whole interview team. - Josh D., Human Resources Supervisor

What One-Way Video Interviews look like for your candidates

One-Way Video Interviews are crafted with ease and convenience in mind, ensuring a smooth process for your candidates. Here’s what they’ll experience:

• Simple setup: Candidates receive a clear, user-friendly invitation with step-by-step instructions.

• Flexible timing: They can complete the interview at their convenience, giving them the flexibility to shine when they’re at their best.

• Intuitive interface: The platform guides them through each question, making the process straightforward and stress-free.

How to add One-Way Video Interviews to your workflow in 3 easy steps

Adding One-Way Video Interviews to your hiring process in Recruit is quick and easy. Here’s how you can get it set up:

1. Set up the interview

• In Recruit, click on the position you’re hiring for and navigate to the position workflow.

• Add a new step for the interview or select an existing one.

• From the list of available steps, select Spark Hire.

2. Customize the interview

• Choose the relevant question set from the dropdown menu. You can view the specific questions by clicking “Description” next to each set.

• Configure how long the candidate has to complete the interview by setting an expiration date.

3. Automate the process

You can set the step to auto-start, so when a candidate reaches that stage, Recruit will automatically send them the interview request—no manual follow-up needed.

You’re all set to streamline your hiring process with One-Way Video Interviews.

FAQ

Have more questions? Contact us at recruit.support@sparkhire.com