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What is Automated Interview (One-way Video Interview) – Ultimate HR Guide

By July 4, 2020June 8th, 2021No Comments

Automated Interview - One-way Video InterviewAutomated Interview or One-way Video Interview is an additional method for the recruiter to assess the candidate without actually spending hours interviewing them. Real-time interviews require either the interviewer or candidate to travel and spend a significant amount of time. On the other hand, asynchronous mode lets the recruiter send a set of questions to the candidate and allows the candidate to answer and send them back at their own comfort.

There is a reason why every bit of technology is evolved and acing the one-way video interviewing depends on how better a candidate understands the recruiters motive behind it. There are primarily 3 main reasons why recruiters use it: 

1) To reduce the phone screen time

This is the exact reason why TurboHire’s one-way video interviewing took birth. Keeping your answers crisp cutting all the irrelevant information will get you double-clicked on this parameter.

2) Improve the candidate experience

More often than not, job-seekers are busy travelling for multiple interviews or geographically distant to their desired jobs. To make it more convenient for the candidates, recruiters choose to go with one-way video interviews. This will let the candidates give the interviews whenever and wherever they want.

3) Zoom up their performance

TurboHire’s AI-based recommendations before and after the one-way interview makes the job of any recruiter much easier. In-order get the best out of many features such as reporting, evaluation and offer roll-out, recruiters often look to use their complete set of features including the one-way video interviewing. This not only makes their job easier but more efficient.

Benefits of Automated interview or One-way interviews to Recruiters

In a pandemic stricken world, growing companies cannot give up on quality hires despite the challenges posed. One definitely need not be a tech-savvy person to adopt the video interviewing for it has great direct benefits such as:

  1. It saves the recruiter a lot of time by skipping the unsuitable candidates in their first few minutes without actually spending the whole hour interviewing.
  2. Drastically brings down the cost to hire allowing the hiring teams to connect across geographies and remotely evaluate the candidate responses.
  3. Rates high on flexibility for both candidates and recruiters enabling them to tailor the responses at their own convenient time and location.
  4. Recruiters can manage high volumes of passive job-seekers by choosing to evaluate some later, which otherwise is a tedious task. 
  5. It improves the evaluation consistency and helps the recruiters hire the best fit by having a structured and objective hiring process.

What is TurboHire’s Automated Interview/ One-way Video Interviewing tool?

After the much-awaited interview call comes in the form of a one-way video interview link, you might want to know more about how TurboHire one-way video interview works.

What happens in the background before you get an interview call, is really straightforward. A recruiter will scrutinize candidates’ profiles on TurboHire talent acquisition platform and send the candidate an interview link they deem fit.

It takes only 5 simple steps to submit a flawless response on TurboHire after you receive the interview call. 

1) Tech check

Let the TurboHire platform run 3 basic checks namely video, audio and network stability on the device you are going to take the interview. This is to ensure that your interview recording is not hampered midway. 

2) Try it out first

We do not want your golden opportunity to be lost due to your non-familiarity with the platform. Try out the demo option before actually taking the interview to play around and identify the points where you have to be extra careful.

3) All reals

Click on “Take the interview” to answer the actual interview questions. Each question will be followed by the maximum recording time allotted and specific instructions from the recruiter.

4) Re-upload

It is natural for humans to make mistakes. If you think the recorded answer is incomplete or not your best version, do click on re-upload and send your best response keeping the time limit in mind.

5) Look out for status

After every successful upload of the answer, one can see the status of the video upload next to the question. Keep track of the status and contact the TurboHire support in case of submission failure.

Why use TurboHire Automated Interview/ One way video interviewing tool?

TurboHire’s one-way video interviewing platform stands out for 5 reasons:

  1. TurboHire’s candidate cards allow the recruiter to have a quality shortlist ahead of sending out the interview invites.
  2. The AI-based candidate screening post the response submission helps in improving the quality of hire.
  3. Having an end-to-end talent acquisition platform including the one-way video interviewing feature is bound to save a lot of time. It eliminates the loss of coherence due to data transition from one platform to another.
  4. Video backups help in reviewing the candidates at a later point of time. Re-evaluating the candidate responses can also help the recruiters match the existing candidates for future jobs.
  5. Rich candidate experience on both web and mobile which can strongly improve the employer branding.

How to conduct automated video interviews with TurboHire?

One-way interview in TurboHire can be conducted in 3 simple steps:

1. Set-Up

Create the questionnaires and templates relevant for video interviews

    • Question Templates- These consists of a list of questions that would be recorded by the candidates.
    • Email Templates- Consists of the templates for prefilling the email templates.
    • Scorecard Templates-  Set-up various metrics for evaluation of candidates for a structured evaluation process

2. Request

Select the questionnaires of your choice and request candidates to submit their responses to questions.

3. Review

Review the answers submitted by candidates and evaluate them based on criteria defined in the evaluation templates

With TurboHire’s evolved AI, you can preserve human-like interactions with candidates and significantly improve employer branding even while you don’t physically attend to the candidates. Talk to us today and let’s make your hiring process much faster and efficient!

Checklist For Automated Interview or One Way Interview

Do’s in Automated Interviews

1. Choose a quiet and well-lit room

While it is accepted that a candidate is in their comfort zone responding to the pre-set questions, they are highly recommended to set the tone of the environment by the help of a good background which is free of noises and disturbances.

2. Dress appropriately

An automated/ asynchronous doesn’t guarantee that the selection is free of human intervention. Although the one-way video mode makes the jobs of the recruiter easier, one cannot easily dismiss the power of the first impression.

3. Eye contact

Make the recruiter spend a little more time in your submission than others. An easier way to do that is to make the video more like a conversation which is easily possible by looking at the camera as much as possible. The eye-level if set to the camera, it creates an impression of a real conversation.

4. Sound, microphone and camera check

Before you enter the video interview, the platforms will check the video, audio and network quality in order to assure that you can safely proceed with the one-way video interview.

5. Run A Technical Test Well in Advance

With platforms like TurboHire, utilize the demo feature before giving the actual interview. Running a technical test of the software and the device you are planning to use for the video interview will greatly help you make alternate arrangements well in advance.

6. Be wise with your words

It is advised to maintain a proper etiquette for the candidates. It is to be understood that the one-way video interview plays a serious role in shortlisting for the next rounds. Even the slightest discomfort to the recruiter may prompt them to skip your submission as the primary choice of them choosing to interview asynchronously is to save their time.

7. Keep track of time

Ensure that you complete your answers before submitting them. Avoid taking long pauses between two questions as it may affect your efficiency. Avoid using search engines while attending the interview. The slightest hints you give on-screen will greatly affect your score and subsequently the chances of selection.

Don’ts in Automated Interviews

1. Control the applications

Close unnecessary tabs and applications. Besides slowing down your video connections, some background notifications may interrupt your answer and make it impossible to pick up the pieces for the interviewer.

2. A poor internet connection

Poor signal could cause interruptions and miscommunication. If you’re using a wifi connection, try moving your devices closer to the router and if there are other devices and users connected, ensure they don’t take up much bandwidth during your interview.

3. Let others into the video

It is understood that a candidate is at a home setting due to the geographical constraints for the interview. But, make sure nobody else is around or behind you. It can be unprofessional or distracting for the recruiter. In unavoidable circumstances, try using the re-upload option.

4. Turn off the video

Some candidates do have a concern that giving out their racial insight might make the recruiters biased. Not to forget, it is an untold norm from the recruiter, wanting to see the person whom they are going to invest in. Besides being recruiters’ wish, it is also totally legal and acceptable.

5. Cause any distraction

Sitting in a loud setting or odd environment will make you less intelligible and shift the interviewer’s focus away from the candidate. Similarly placing the device on a shaky surface such as laps can also possibly distract the interviewer focus. 

Use Cases Of Automated Video Interviewing

One-way interviews have come a long way since their inception and are seeing a steep adoption in the recent past. All the success is purely attributed to the mere simplicity and the never-ending list of benefits they provide. In this blog, we try to elaborate on the use cases that come along with the one-way interviewing.

1. Hiring made faster

Candidates really want that job and hence you can never say no to them expressing their intent during a conversation. For instance, a regular phone interview might take 30 minutes per candidate on an average. This makes 5 hours for 10 candidates. The same screening will be cut down to 50 minutes with the help of a one-way video interview. Such is the power of video and several attached features that come along with it. With integration to the talent acquisition platform, recruiters can save up to 84% of their time which can be better put into other human resource activities.

2. Spend more time on better candidates 

Solid impressions are made in the first 7 seconds. For some job roles such as strategy, a recruiter might want to test the candidates on how spontaneous they are, or for a sales role, you might want to assess the presentation skills of the candidates. These skills can be assessed in the first few seconds of the video. In a video submission, one can refer to it multiple times based on their interest on a certain candidate or skip them in the first few seconds itself. This significantly improves the recruiter’s experience and save a ton of time. 

3. Improved collaboration between recruiters and hiring managers

Any firm, small or big will have human resource professionals continuously engaged in various activities. In such a scenario, a video interview will help the recruiters collaborate with the hiring managers even while the hiring managers are remotely working on a different assignment. This will help them overcome the underlying biases in the decision and let them stay on the same page. 

4. Eliminate the geographical barriers

This is yet another reason why one-way video interviewing ranks high on convenience. We are getting closer every day a new technology evolves and making our distance disappear. Candidates apply to their dream company but for some reason, they would not be able to attend an interview. This can be due to geographical constraints or the recruit totally might be in a different time-zone! Automated interview bridges this gap on either side and lets both the recruiter and candidate have a meaningful conversation without actually having to meet each other. 

5. Invoking the smart recruiter

With end-to-end recruitment platforms such as TurboHire, the one-way video interviewing had become much more accurate and meaningful. Before the video interview stage, TurboHire’s intelligent platform gives AI-based candidate recommendations only gives right fits cutting down significant time in profile matching. Enhancing this further, the post video interview stage is also powered by an intelligent evaluation set-up. Now going smarter is just a step away

6. Improved ROI

Irrespective of what the mode of the interview is, recruiters are always bound to look for better candidates. But besides getting better candidates, if you can also double your performance in doing it, would you say no? A one-way video interview can significantly bring down the recruitment cost by 50%. Additionally, it has become a recent trend among recruiters to equip their needs with a total hiring solution. This is further pushing the cost-saving to 75%

Remote Hiring Using Automated Interviews

Remote hiring is an option to hire employees while reducing the cost and time to hire except the fact that you may have to make the decision of hiring the person without meeting them in person. Other than this part, the recruitment process can have the same number of steps. Hiring inappropriate resources can cause financial strain, can waste the time of the team and increase training time and lead to under-performance. If you’re planning to hire candidates remotely for the first time, you’re likely to have all kinds of questions.

Make a Structured Process of the interview when hiring remotely

Unstructured interviews can lead to information loss. Frank Schmidt and John Hunter published a meta-analysis of 85 years of research which concluded that unstructured interviews explain only 14 percent of employee’s performance.

Using structured interviews, following the same procedure for every candidate and basing the assessment on qualitative parameters like candidate score will enable the recruiter to make better decisions.

As Ben Datner explains in his recent Harvard Business Review article:

An interview scorecard can provide a quantitative basis for comparison between interviewers, enabling you to validate your perceptions with your colleagues and learn where your ratings may be outside of the norm.

The qualitative data help for a structured process of evaluation of candidates and removes the decisions taken on gut reactions. This in turn makes the recruitment process more efficient and inclusive and reduces the number of misses.

At Turbohire, the AI technology compares the candidate skillsets with the ideal candidate required and provides a job compatibility score along with behavior analysis which gives the recruiter an idea about the personality traits of the candidate.

One-way video interview Screening

Before proceeding with the final interview round, using one -way interview where candidates record their answers for introductory questions is an effective way of screening as this will save the recruiter’s time organizing and reorganizing the interview sessions. Also, the recorded answers can be viewed by the recruiter/interviewer multiple times to come to a final decision of moving the candidate to the next stages of 1:1 interviews

In this round, instead of asking only general questions, you can ask situational or behavioral questions for a better understanding of the candidate. This will save the recruiter’s time and increase candidate experience, which is a win-win.

FAQs on Automated Interview or One Way Video Interview For Hiring Managers

What is TurboHire one-way video interviewing?
One-way video interviews (also known as asynchronous interviews or automated interviews) are a novel interviewing concept that allows recruiters to send questions to the candidates which then can be recorded by candidates at their own convenience.

1. Is it too soon to adopt video interviewing?

Video interviewing has become more of a necessity in the post-pandemic modern world. At times recruiters and candidates look for convenience and have the right mindset for the job. In-order to overcome geographical constraints, video interviewing is definitely a great choice. That being said, video interviewing is predominantly used for initial screening to skip the time spent on telephonic rounds.

2. I am not tech-savvy. Will  I face any trouble interviewing the candidates?

TurboHire one-way interviewing platform has an extremely user-friendly UI. The modular set-up helps to hire managers from any background to easily pick their choice of options and push the interview to the candidates. The team will be in constant touch to guide the managers and improvise based on the feedback.

3. How effective is video interviewing in terms of time and cost?

A typical face to face video interview takes nearly 45 minutes. On the other hand, a hiring manager can easily evaluate 10 candidates at the same time using the video interview submissions. The remote hiring and evaluating the nature of one-way video interviewing further cuts down the cost.

4. I am not tech-savvy. Will  I face any trouble interviewing the candidates?

TurboHire one-way interviewing platform has an extremely user-friendly UI. The modular set-up helps to hire managers from any background to easily pick their choice of options and push the interview to the candidates. The team will be in constant touch to guide the managers and improvise based on the feedback.

5. How effective is video interviewing in terms of time and cost?

A typical face to face video interview takes nearly 45 minutes. On the other hand, a hiring manager can easily evaluate 10 candidates at the same time using the video interview submissions. The remote hiring and evaluating the nature of one-way video interviewing further cuts down the cost.

6. Will it hamper the candidate experience? I’m worried about it.

We at TurboHire understand the importance of the brand outlook of our customers. We have been working on perfecting the user interface to match human-like experience for both recruiters and candidates. In our observation, candidates feel a sense of freedom and openness while using the video interviewing platform. In-order to benefit them, our platform allows them to try a demo first, re-submit the answers and assure them of the video upload.

7. Can hiring managers collaborate to evaluate the video submissions?

We understand that hiring for roles have decision-makers spread across geographies and they need to have their own evaluation. TurboHire allows different hiring managers to collaborate irrespective of their geographies, evaluate separately and score the candidates based on the pre-set evaluation parameters.

8. Is there a possibility of candidate bias?

Human limitations are eliminated at multiple levels during 1-way interviews. First of all, candidates can submit the interview at a most convenient time. Secondly, recruiters can review the candidates at their own time with a structured evaluation process resulting in fair outcomes.

9. Can a hiring manager set his own question templates?

With TurboHire’s one-way video interview platform it is possible for the hiring managers to set their own question templates as well as evaluation templates.

10. How can you assure the quality of the video submission?

Three important parameters which affect the quality of the video submission namely video quality, audio quality and network quality of the candidate are checked before they start the interview. This ensures that the quality of their video submission is standard.

11. How much time does a candidate get to answer the questions?

Timings can be separately preset for each question by the Recruiters. It is understood that recruiters sometimes want to check the spontaneity of the candidate. This can be done by time limiting the submissions. Specific instruction can also be given to each question which will help the candidate to understand the interviewer expectations.

12. Will the candidate be able to resubmit the answers?

Re-submit button is available before processing every answer a candidate submits. This helps the candidates from any mishaps and enhances their experience.

13. Is there any post-interview evaluation available?

TurboHire provides standard scorecard templates which can help in evaluating the candidates’ post there interview video submission. These templates can be predefined by the hiring manager on the parameters of their choice such as personality traits, work experience and other skill checks with respect to the job.

14. Does it work on the candidate’s mobile also?

Easy to use TurboHire one way video interview platform works both on a web browser and mobile browser flawlessly. Recruiters can specify their choice of device pertaining to the question in the instructions section if necessary.

15. How easy is it for candidates to get accustomed to the setup?

We understand that giving a video interview could be the first time for some of your candidates. In order to help them get accustomed to this environment, we provide a demo option before starting the actual interview. This will help them play around the platform and understand the intricacies before submitting their actual answers.

16. Can I revisit the candidate responses at a later point?

The evaluation stage might be parked as a future activity for some job postings. To allow this convenience, TurboHire allows the recruiters to save the video recordings within the candidate card and revisit them at a later point. Video backups will be stored for up to 6 months which makes it even better from the point of a busy recruiter, who can make a better decision in their own time.

FAQs on Automated Interview or One Way Video Interview For Candidates

1. How do I give the video interview on TurboHire platform?

Candidates will receive an email intimation from the hiring managers with the link to attend and submit their video interviews. This will be done from the hiring manager side once the candidate’s profile is deemed fit.

2. I do not know if my internet bandwidth supports this platform?

A three-step quality check is done before candidates submit their video recording. Video quality, Audio quality and the Network quality are assessed before the interview and the questionnaire appears only if the above criteria are met.

3. Do I need to login to give an interview?

Candidates are not required to login to the TurboHire’s video interviewing platform. Answer submissions are supposed to be done on the link provided by the hiring managers.

4. I have never used the platform before?

We totally understand the candidates concern of not having attended any video interview before. In order to help the candidates TurboHire one-way video interviewing platform has a demo option which can be tried and tested before giving the actual interview.

5. How do I know if my answer has been successfully recorded?

Candidates can upload their answers and watch through each video being uploaded and displaying a successful upload message. This will ensure that the video submission is successful.

6. I do not want to go with my current recording. Can I reupload?

Yes. candidates are allowed to check their video submissions and re-upload if necessary.

7. Can I set my own time for answers?

Maximum recording time is preset by the interviewer which may be the same or different for every question. Candidates are advised to kindly check the time limit and keep watch of the progress bar in-order to submit the answers hassle-free.

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