‣ No more scheduling conflicts. ‣ Recruiters can choose when to watch the videos. ‣ Better analyzing candidates' answers those can be rewatched.
‣ The connection aspect may be missing. ‣ One-way interviews are one-sided. Their focus is on what the candidate can do for the company, not the other way around.
Job seekers may feel awkward conducting a one-way video interview, so any details and instructions you provide are sure to be appreciated.
Setting a time limit on answers means you value both candidates' and your team's time. You don’t want to watch recordings more than you'd have spent on a real-time or in-person interview.
Make your questions friendly, and send them a fun and personalized thank-you note once they submit the recording.
A feedback form can help you as a recruiter improve your candidate experience.
Clear assessment criteria allow for a quick, objective evaluation to see if a candidate can be moved forward in your hiring process.