The term one-way interview describes a new interview method enabled by technology. Employers use one-way interviews to accelerate the hiring process, improve recruiter efficiency and engage candidates with a convenient, flexible interaction. They are also called on-demand or pre-recorded interviews.
How One-Way Interviews Work
One-way interviews allow candidates to record their responses to a short list of questions with video, audio-only or text using purpose-built interviewing technology. Candidates can complete one-way interviews at any time with a smartphone, mobile device or PC, so they’re convenient for job seekers with busy schedules or those who don’t want to take time away from a current job to interview.
They’re convenient for employers, too. With a single email or text, recruiters can invite a large volume of candidates to participate whenever it works with their schedule. Completed interviews are instantly returned to the recruiter’s inbox for review, evaluation and sharing with the hiring team.
Replacing Traditional Phone Screens
One-way interviews can be used at any point in the hiring cycle. However, they’re commonly used to engage candidates immediately after application submission and to replace phone screens during qualification steps. With purpose-built interviewing technology, they can be configured down to the job level, so recruiters have control over the number of questions asked and the length of time it takes to complete. Typical video and audio one-way interviews take five to 15 minutes for candidates to complete. They save recruiters hours of time since there’s no phone tag involved, and they can quickly move on when candidates are not qualified or a good fit.
Recruiters have started using one-way text interviews to pre-qualify candidates with questions based on job requirements. For instance, if a role requires candidates to have a driver’s license or work weekend shifts, recruiters can quickly and efficiently identify those who meet basic requirements with a brief one-way text interview. Candidates know immediately if they will move on in the hiring process and are not left waiting to hear back.
Are They Really One-Way?
The term “one-way” can be misleading. With interviewing technology that’s designed for hiring, recruiters have many options for sharing information about their organization with candidates. Here are just a few examples:
- Interview questions can be posed via video or audio by hiring managers or potential co-workers
- Candidates can be asked how they would respond to a certain work scenario, which gives them insight into the work experience
- Brief welcome videos by the recruiter, hiring manager or company leaders can be included at the interview start
- The visual look can reflect the organization’s brand
Candidate Experience and Reaction
When candidates are invited to market themselves in a one-way interview and explain why they are the best talent for the position, they seize the opportunity. In a purpose-built interviewing solution, candidates introduce themselves, share documents, answer questions and present themselves in the best possible light. With certain solutions, they can also access 24/7 live assistance if they need help. The entire one-way interview is designed as a very positive hiring experience for candidates. When surveyed after participating in a one-way video interview, 97% of candidates felt more able to represent themselves as the right candidate with this interviewing method.1
Is “Purpose-Built” Important?
Interviewing solutions that are purpose-built (designed specifically for hiring) can provide a greater return on investment and greater hiring transformation than stand-alone video interview or chat technologies. Purpose-built solutions typically offer several integrated applications, from one-way interviews and live interviews to automated scheduling, assessments and virtual recruiting assistants. Choosing an integrated platform ensures candidates have a seamless experience as they move through a hiring process. It also creates greater efficiencies for recruiters who can work from a single platform which integrates with the ATS rather than switching between multiple systems. These platforms are built for global business, so they have appropriate data security and comply with global regulatory requirements for data protection.
How One-Way Interviews Change Hiring
The growing use of one-way interviews is having a significant impact on hiring practices:
- Faster hiring cycle – The waiting periods between steps in hiring, including application to the first contact, invite to interview, completion of interview and sharing of the interview with the hiring team are reduced, which speeds up the hiring cycle significantly. In addition, recruiters can identify their qualified talent pool faster, especially in high-volume hiring scenarios.
- Better candidate engagement – the simplicity, speed and self-service features of one-way interviews make them attractive to today’s candidates, including internship candidates and new college grads. When interview logistics are removed, candidates can engage with less effort on their part.
- Improved recruiter efficiency – Recruiters can shift their time from scheduling interviews to engaging with top candidates.
- Better hiring decision-making – By making one-way interviews and complete candidate data quickly and consistently available to the hiring team, recruiters position their organization to make better hires.
Exploring One-Way Interview Technology
If you’d like to find out more about one-way interviews and experience a personal demonstration on your smartphone or PC, reach out to us today. Montage supports millions of one-way interviews each year for 100 of the Fortune 500 and many more global organizations.
1. Candidates surveyed after completing a Montage on-demand video interview.