As COVID is drawing to an end, hopefully sooner rather than later, companies are beginning to return to many of their pre-COVID habits.  But they are also making major changes to their policies, benefits, and especially their way of hiring.  During the pandemic, companies had time to sit down and think about ways to improve.  One such thing that companies pinpointed that needed to change was the inefficient hiring process.

Hiring managers wanted to filter the best candidates from the group of applicants to interview, but traditional interviews were too time-consuming, costly, and inefficient.  At the top of the funnel, they chose to switch over to asynchronous video interviews (AVI) as an easier way to shortlist the quality candidates that they truly wanted to interview.

Switching over to asynchronous video interviews is convenient for hiring managers, but it offers the same convenience for candidates as well.  They can complete the interview any time they would like (before the deadline, of course) and wherever they would like, without having to leave the comforts of their home.

What is an Asynchronous Video Interview?

Asynchronous video interviews are interviews that take place on a computer with no real-time conversation.  Hiring managers choose the same set of questions for every candidate to answer, and candidates either read or listen to the questions.  They then have a set time limit to think up a response, which will be recorded through webcam and microphone and saved in their user profile.  Their answers are then scored by an AI, which is designed to be accurate and unbiased, before being reviewed at the end by a hiring manager.

It seems simple, convenient, and is a better way for candidates’ personalities to shine through as opposed to having them freeze up under the stress of answering questions in real time.  So why are so many candidates opposed to interviewing asynchronously?  And what can be done?

The Reason Candidates Are Discouraged by AVIs

Candidates feel that asynchronous video interviews are impersonal.  After an exciting process of applying for their dream company, they are met with an asynchronous interview invitation to record themselves instead of actually speaking with a real person.  They might even feel insulted that they don’t have a personalized interview and have an identical interview as everyone else who applied to the job.

This could be discouraging for candidates and they may feel that they aren’t valued enough to be extended an in-real-time interview.  Or, they could feel like their chance of getting into the company would diminish because they assume that, through AVIs, hiring managers won’t be able to see their true selves.  They may be so discouraged as to decline to take the interview and withdraw their application from the position they were vying for.

So potentially, you could be losing some of the best candidates for the position.  But, at the top of the funnel, most companies are now making the switch from real-time interviewing to asynchronous video interviewing; so now would be a good time to make the mental switch from being hostile to being receptive to AVIs.

What Can Companies Do to Ease the Process?

Most people will adapt to asynchronous video interviews if you do your part and make them feel comfortable using the software.

Clarify the Whole Application Process

Tell candidates exactly what is going on so that they aren’t confused about what is happening.  Being suddenly offered an asynchronous interview is daunting, especially if it’s the candidate’s first time applying for a position.

Tell them how the asynchronous interview fits into the hiring process.  For example, you can send out emails saying:

“Congratulations!  You are invited to the next step of the hiring process: the asynchronous video interview.  After you complete this interview, we will review your responses and let you know if you are invited to a online/in-person interview.”

This way, they know why they need to take this asynchronous interview and how it will affect their application status.

Ensure Candidates of Increased Objectivity

Since all candidates are given the same set of questions, hiring managers make sure to pick the best questions to ask the candidates.  This way, both the hiring managers and the candidates are fully making use of their time when reviewing/recording the interview.

Every candidate answers these same questions, and their responses are all on the same software.  It makes it easier for hiring managers to more objectively choose the best candidates by comparing the responses.

It also eliminates human bias as is the case when a candidate and an interviewer get along really well because they started doing casual talk and realized that they have similar hobbies or grew up watching the same TV shows.  During real-time interviews, even if the interviewer underwent training and understands the importance of objectivity, it is extremely difficult to keep subjectivity under control.

Let Candidates Ask You Questions

Candidates may worry that they have no chance to express interest in your company.  Typically, at the end of traditional interviews, the interviewer would ask if the candidate had any questions or if he would like to add something that was not touched on before.

In the asynchronous video interview, there is obviously nobody on the other side of the screen to answer the candidate’s questions.  However, you must assure them that they will be given a chance to ask their questions and express themselves.  This can be easily done by including a open-ended question at the end of the interview, such as:

“Do you have any questions about us?”

“Is there anything we didn’t touch upon that you would like to add?”

An alternative is ending the interview with a fun question so that you not only have a better sense of the candidate’s personality, but it will also allow them to feel more connected with the company and feel that the process is more human.  A couple such questions are:

“What would you do if you were stuck in an airport and the zombie apocalypse suddenly happened?”

“If you could be any animal, what would you be and why?”

Reassure, Reassure, Reassure

Candidates are nervous, for sure.  They want this job, and sometimes nerves get a hold of them.  Remember to reassure them that everything is going to be alright and that you got their back.  You are supporting them in every way possible and will help them succeed in their asynchronous video interview.

Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. Interviewer.AI is a state-of-the-art video recruiting software that uses AI (Artificial Intelligence) to screen in advance and shortlist the candidates that meet the criteria set. HR teams use the software to make the recruitment process more efficient and shorten the hiring cycle.  Learn more about how Interviewer.AI can help your business.

Increase your hiring team’s efficiency using a combination of resume scoring, skill assessment, and asynchronous video interviews. 

Hannah Ng is a Junior at Boston College studying Finance and Business Analytics.  She is currently an intern at Singapore for Interviewer.AI during the summer of 2022. 

Besides work, she is also very interested in hair styling and is responsible for her family’s hairstyles as a hobby.