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How To Conduct An Asynchronous Video Interview In 2024 + Tips & Tricks For Hiring Managers

By September 20, 2023 April 12th, 2024

Asynchronous work is a fairly recent phenomenon, which was thrust into the global corporate spotlight when it became an absolute necessity.

Since then, it’s proven to be much more than a fad, with many companies finding out that — when done correctly — forming an asynchronous workplace is an enormous competitive advantage.

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Paychex ✈️ Put your HR on autopilot with a dedicated HR Manager Visit Paychex

The emergence of new technologies has helped to further solidify this trend as a permanent part of the corporate culture. One of the most vital of these tech advancements is asynchronous video interview software.

“70% of talent professionals agree virtual recruiting will become the standard.” — LinkedIn

Companies of all sizes are leveraging these digital tools to scale and harness the best talent available by eliminating location dependence. Instead of commuting to the office or showing up to a job interview in-person, certain roles and functions can log into the virtual workplace in just a few clicks.

Asynchronous Video Interview

Video interviews take this a step further by enabling job candidates to participate in their interviews at just about any time they please.

In this article, we’re going to go over how to conduct an asynchronous video interview along with the best tips and tricks for hiring managers.

What is an asynchronous video interview?

Asynchronous video interviews are when applicants are given the option to pre-record responses to interview questions. They will be sent a video interview link where they will respond to the questions.

Typically, the job applicant will have roughly half a minute to a minute to read the question and another 2 to 3 minutes to respond via a webcam or phone camera.

Afterward, their answers are reviewed by the appropriate decision-makers at the company the candidate is applying for a position.

Asynchronous video interviews

What is the difference between an asynchronous and synchronous video interview?

Asynchronous and synchronous video interviews offer job seekers different advantages.

Synchronous video interviews are a live, face-to-face conversations between applicants and recruiters and provide unique opportunities to convey personality and presence.

On the other hand, asynchronous video interviews allow candidates to record their answers to pre-set questions, allowing them to reflect on the questions before submitting their answers.

This gives the applicant more time to consider each response but also eliminates the engagement of an “in-person” interview.

What are the benefits of asynchronous video interviews?

➡️ Flexibility

Asynchronous interviews allow candidates to do the interview at their own pace, on their own time, and in their own environment.

➡️ Efficiency

Hiring managers can start and end interviews faster than in-person interviews given that you do not have to fret or worry about scheduling issues or travel plans.

➡️ Cost savings

Asynchronous interviews can save on travel costs for both the hiring team and the interviewee because there’s simply no need for in-person meetings. Many of these tools utilize AI recruitment software so that you can learn from this process and efficiently hire employees without spending valuable time and money on unqualified candidates.

➡️ Enhanced communication

Asynchronous interviews can enable smoother, less stressful communication because candidates can answer questions on their own terms and really take advantage of having proper time to think.

➡️ Improved candidate experience

Asynchronous interviews put the ball in the candidate’s court in the best way by making sure they are afforded the security and comfort of their own space.

➡️ A wider pool of candidates

Asynchronous interviews remove the geographical barrier that comes with in-person logistics, so the recruiting radius just got a whole lot bigger.

Preparing for an Asynchronous Video Interview as a Hiring Manager

Preparing for asynchronous video interviews as a hiring manager differs from in-person interview prep considerably.

Conducting video interviews asynchronously has become an effective recruitment strategy for many hiring managers who simply do not have the time to read through an endless backlog of applications and cover letters. Check out some of the following steps to know what to expect!

1) Get used to the platform

Asynchronous video platforms often come with their own unique features. Familiarize yourself with them and get the login information and access codes ready for yourself and the applicant ahead of time.

Tip! To set up an asynchronous video interview, you can use a platform such as Willo.

This tool can do a lot of the heavy lifting for you so that the meeting questions, recording, and housing of the interviews are all housed in one centralized dashboard.

👉 Try Willo

2) Prep your interview questions in advance

Interview Questions

Create a set of video interview questions before the interview, so you can double-check to make sure they are relevant and align with the applicant’s desired position. If your process will include pre recorded video interviews, then you will want to make sure all candidates are answering the same set of questions.

Tip! While evaluating applicants during this stage of the hiring process, do not forget to review the quality of the questions being used. If one question is not creating satisfactory answers or feels out of place, it could be wise to replace it with a question that is more relevant.

3) Think logistically


Consider how you will review the recorded interviews and check to see that both you and the applicant have every tool and resource needed to complete and save the interview for the key decision-makers to go over.

Tip! Familiarize yourself with the different features available to you when working with an asynchronous video interview platform. This can save you a lot of time over the long run, but putting forth that initial time investment will be worth it!

4) Coordinate with the candidate


Give the candidate clear-cut instructions to follow that make the asynchronous interview process seamless, including the submission deadline.

Tip! This is the first time for you to see how the candidate takes instructions so pay attention to their quality of responses, the time it takes for them to submit, and whether working with them is a good experience or not.

5) Schedule time for the review process

Schedule time

Set aside enough time for you and your hiring team to review the recorded interviews and determine if the candidate is a good fit.

Tip! One of the potential drawbacks to asynchronous interviews is that there are no specific times set into your schedule to meet with them. This means you will have to stay updated with the videos or your backlog of interviews to watch will continue to grow.

6) Provide feedback

Provide feedback

Give feedback after the asynchronous video interview to let the candidate know the results. This will reduce candidate anxiety, improve their overall experience, and maintain relationships for the future.

Tip! One video interview may not be enough to give the applicant the role, but using their video answers as an additional piece of information can help you structure their next interview with your company.

7) Create a repeatable system

Once you have conducted multiple hirings, you will begin to create a system that can be repeated by any hiring manager at your organization.

Saving necessary information, documents, and files will be important when you want to hire more candidates in the future. This will help to save valuable time and establish a hiring process that is more efficient, less time-consuming, and provides a better onboarding experience for your new employees.

From orientation to their first full week at work, your new hire will participate in a training experience that is near perfect.

Tip! Don’t forget to save useful templates and files! Save job descriptions, interview questions, offer letter language, orientation agendas, training schedules, and other relevant materials in a shared drive so you can use them in the future.


Asynchronous Video Interview Tools

  1   Willo

Willow Interview Software

Willo is a cost-effective screening tool for assessing candidates at scale. This asynchronous video interview facilitates better hiring practices, reduces the time it takes to conduct interviews and determine the best fit, and lessens recruitment overhead.

How this platform helps you conduct asynchronous video interviews: Willo has been proven to cut hiring costs by approximately 30% and reduce time-to-hire on average by 12 hours. 

Notable feature! Whether you are trying to find a CV, a portfolio, or a cover letter, Willo allows applicants to upload files directly onto the platform.

Scale your hiring with Willo today!


  2   SparkHire


SparkHire is a simple, convenient video interview software designed to make hiring faster, more efficient, and downright better than ever before.

How this platform helps you conduct asynchronous video interviews: SparkHire video interviews improve recruiting efforts by enabling you and your team to sync up with candidates at your convenience and the candidates’.

Notable feature! Gain more insight through SparkHire’s self-recorded video feature. Create text or video-based questions, limit think time, control the number of allotted takes, and restrict max answer length. These minimal guardrails will give you and your candidates the maximum asynchronous interview experience.

Optimize your asynchronous video interviewing with SparkHire!


  3   VidCruiter


VidCruiter is an end-to-end hiring platform specially designed with all the features hiring managers need to conduct an asynchronous interview and recruiting process smoothly from start to hire. This HR tool can be easily added to your existing hiring process so that any hiring manager can jump in at any moment and evaluate quality candidates.

How this platform helps you conduct asynchronous video interviews: Manage the entire recruitment lifecycle with built-in filtering, screening, pre-screening, scheduling, interviewing, and references. 

Notable feature! VidCruiter digitally structured interviews help you move talent forward with data-driven decisions, making it a fair and equitable candidate experience. Plus, this feature keeps your interview process compliant and reinforces accountability at every stage of the hiring and onboarding process.

Empower your hiring managers with VidCruiter!


  4   myInterview


myInterview is an asynchronous video interview platform that personalizes the virtual interview process through smart digital touchpoints, making candidates feel comfortable every step of the way.

How this platform helps you conduct asynchronous video interviews: myInterview is a purpose-built machine learning algorithm and video platform that provides diverse data and adds depth to every interview.

Notable feature! Curated interview playlists afford you automated shortlisting to uncover the most relevant candidates and put them front and center.

Get started with myInterview and find the best candidates for the job with myInterview!


Tips and Tricks for Successful Asynchronous Video Interviews

Here are some tips and tricks to make asynchronous video interviews easy breezy for hiring managers and applicants alike!

➤ Be concise

  • Sometimes, simple really is better. Give the candidate crystal clear instructions so they can capitalize on their opportunity to use this new style of interview.

➤ Keep your questions open-ended

  • Avoid yes or no questions and use open-ended questions to bring out the deepest, most thoughtful responses from your candidates. Many times, this will lead to a greater level of introspection on their part and a better chance to get to know them on your side.

➤ Cue in on nonverbal cues

  • While you won’t be able to see the applicant in person; non-verbal cues can provide a massive amount of information — perhaps, even more than what the candidate says. This is especially critical when it comes to analyzing a candidate who can fine-tune their answers over time and in their own environment.

➤ Keep context in mind

  • Some candidates may experience distractions during the interview, which is worth considering and perhaps not penalizing them for — especially if their potential role would leave some wiggle room for built-in distractions.

➤ Collaborate with other reviewers

  • Working as a team to identify candidates is vital. Each reviewer will provide a different perspective, helping to ensure that the applicant passes a well-rounded, thorough inspection.

➤ Stay in touch with the candidate

  • Follow up with the candidate to explain the next steps of the process or to let them know about the decision. If you do hire them, every point of contact matters and becomes a part of the employee engagement journey.

Courtesy of Big Cloud


Asynchronous Video Interview Questions

Asynchronous video interview questions are meant to be thought-provoking, fun, and ultimately, to help you pinpoint whether or not the candidate is a solid fit for the role.

These questions are designed to help your asynchronous video screening process and create a bank of useful questions that you can ask any candidate. Even if some questions need to be position-specific, you will want to include a few general questions to ask your candidate to get a better feel for their approach to the role.

Question 1

  • Where do you see yourself in five years professionally?

Question 2

  • How would you describe your ideal work environment?

Question 3

  • What makes you the right person for this position?

Question 4

  • What are your strengths and weaknesses?

Question 5

  • Have you worked in a hybrid work environment before?

Tip! Make sure to find the right balance between technical questions to see how they fit the role along with most social questions to learn more about their ability to work with others, contribute to a team, and add to a positive company culture.


Asynchronous Video Interview Challenges

There are a few challenges that you may face when setting up an asynchronous video interview process. It will be vital to know these potential pitfalls and issues so that you and your other hiring managers can avoid them when evaluating applicants.

1) Interview Backlog

Setting time aside to properly build out your process will help to avoid a large backlog of video interview videos that you have to review. If your open position is particularly competitive, then moving on these applications quickly can mean the difference between your top choice and a less-qualified interviewee.

2) Communication Gaps

During an in-person interview, your candidate can clarify questions if they feel the need to. Since applicants do not have the ability to communicate with you immediately, it can be easier for misunderstandings to occur about questions or expectations.

Providing clear instructions upfront can help to avoid this challenge and ensure your question is answered effectively.

3) Difficulty Standing Out

Since you will not be evaluating this candidate at this stage of the hiring process in person, you will want to provide candidates with the opportunity to stand out. Offering open-ended questions about their experience, skills, qualifications, and interests will give candidates the floor to showcase their talents.

If you intend to advance your candidate to the next round of the interview process, you will be provided with information about them that you can confirm with them directly and offer them a chance to elaborate.

People Also Ask These Questions About Asynchronous Video Interviews

Q: What are the advantages and disadvantages of using asynchronous video interviews in the hiring process?

  • A: There are several advantages to using asynchronous video interviews. One is that it allows candidates to record their responses at a time that is convenient for them, which can lead to a more relaxed interview process overall. Another advantage is that asynchronous video interviews can save both the interviewer and the interviewee time. They can be conducted at any time of day or night, so there is no need for the two parties to be in the same place at the same time. Although Async video interviews have benefits, such as being more flexible for candidates, there are also some drawbacks. Asynchronous video interviews can feel less personal than in-person meetings, and they may not be as good at helping employers determine whether a candidate would excel at the job. Additionally, asynchronous videos might make it tougher to decipher a person’s true personality.

Q: How do I evaluate the responses from candidates in an asynchronous video interview?

  • A: When you’re evaluating responses from candidates in an asynchronous video interview, it’s important to consider not just the content of the replies, but also how they delivered them. Here are a few things to look for: Did the candidate seem interested in answering your question? Did they take the time to read and understand the question properly? Did they answer completely, or did they leave out important details? Did they sound confident in their reply, or were they unsure of themselves? Did their delivery match up with the tone of their written response? All of these things can tell you a lot about how well a candidate would do in a live video interview.

Q: Are there any best practices or tips for conducting asynchronous video interviews effectively?

  • A: Yes, there are some best practices or tips for conducting asynchronous video interviews effectively. Make sure you have a good internet connection. The quality of the interview will be much better if you’re not experiencing lagging or buffering. You also need to test your equipment ahead of time. This will help avoid any technical difficulties during the interview. Another important tip is to be aware of your surroundings. Try to find a quiet place to conduct the interview where there won’t be any distractions. Finally, dress professionally. Just like in an in-person interview, it’s important to dress for success and give a positive first impression.

Q: Can I use asynchronous video interviews for all types of roles or are they better suited for certain positions?

  • A: While asynchronous video interviews can be implemented for any position, it’s pivotal to weigh the role and company before coming to a conclusion. For example, many people would argue that customer service or sales roles are excellent choices for an async interview process. However, other positions like those requiring lots of personal interaction- such as client meetings or presentations – might not be suited as well for this type of interviewing method. In the end, it’s completely up to the corporation whether they want to allow video interviews at all and which types of roles would work best with this system if they do choose to move forward with it.

Q: How do I choose the right video interview tool for asynchronous interviews?

  • A: Before deciding on a video interview tool for asynchronous interviews, consider which features you are looking for. While different software tools will offer a variety of features, choosing the best option for your team should be based on your needs, budget, and the quality of the service. After determining which features are most important to you, begin comparing different video interview tools. Not all of these tools offer every significant feature, so it is necessary to read reviews and compare pricing before choosing between them.

Q: Why is it important to conduct video interviews asynchronously in 2024?

  • A: With more and more people working remotely, conducting video interviews asynchronously will become increasingly common. By using tools like Zoom or Skype, interviewers and interviewees can communicate seamlessly without having to be in the same room. This will save both time and money and will make it easier for people to interview candidates from all over the world. Additionally, asynchronous video interviewing will allow job seekers to interview for jobs without having to take time off work or rearrange their schedules. Furthermore, asynchronous interviews will allow candidates to prepare for their interviews more effectively since they will be able to take their time in responding to questions rather than having to answer them immediately.

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