{"id":38509,"date":"2024-02-01T05:03:03","date_gmt":"2024-02-01T13:03:03","guid":{"rendered":"https:\/\/coderpad.io\/?p=38509"},"modified":"2024-02-01T05:08:24","modified_gmt":"2024-02-01T13:08:24","slug":"why-one-way-video-interviews-dont-work-and-what-you-should-do-instead","status":"publish","type":"post","link":"https:\/\/coderpad.io\/blog\/interviewing\/why-one-way-video-interviews-dont-work-and-what-you-should-do-instead\/","title":{"rendered":"Why One-Way Video Interviews Don&#8217;t Work and What You Should Do Instead"},"content":{"rendered":"\n<p>Remote hiring, bigger candidate pools, reduced internal resources\u2026 recruiters are looking to rationalize their screening and interviewing processes.&nbsp;<\/p>\n\n\n\n<p>Enter the one-way video interview.&nbsp;<\/p>\n\n\n\n<p>A one-way video interview allows candidates to respond to interview questions via a video recording platform. Recruiters and hiring managers can review candidates\u2019 answers at their convenience.<\/p>\n\n\n\n<p>This method seems like a win-win \u2013 employers get to assess candidates without aligning schedules, and candidates get to put their best foot forward without the nerves that come with real-time interactions.<\/p>\n\n\n\n<p>However, upon closer inspection, the advantages of one-way videos are diminished by several limitations and drawbacks that make them far less effective than they appear.&nbsp;<\/p>\n\n\n\n<p>In this article, we&#8217;ll delve into why this form of interviewing is less promising than it seems and explore alternative methods that offer a fairer, more realistic approach to hiring.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why one-way videos are ineffective<\/h2>\n\n\n\n<p>One-way videos seem like a reasonably hassle-free means of sorting candidates based on short video clips, but what\u2019s the cost?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Favoring self-marketing abilities over more relevant skills<\/h3>\n\n\n\n<p>These pre-recorded interviews amplify specific skills, such as self-marketing ability and persuasion, which may be completely irrelevant to the job at hand.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote\">\n<p>&#8220;Many developers miss out on their dream careers not because they lack the necessary skills, but because they fail to effectively market themselves.&#8221;<\/p>\n<cite>Jahdunsin Osho, Tech Lead at Edubaloo&nbsp;<\/cite><\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\">Providing an impersonal and disconnected candidate experience<\/h3>\n\n\n\n<p>One-way video interviews eliminate the interactive aspect of two-way interviews. The candidate records their answers in a vacuum without immediate feedback or the opportunity to clarify misunderstandings.&nbsp;<\/p>\n\n\n\n<p>This lack of interaction can make the experience feel dishearteningly impersonal. In fact, a one-way interview often feels more like an assignment than a dialogue.<\/p>\n\n\n\n<center><iframe loading=\"lazy\" src=\"https:\/\/www.linkedin.com\/embed\/feed\/update\/urn:li:share:7156215268988305408\" height=\"973\" width=\"504\" frameborder=\"0\" allowfullscreen=\"\" title=\"Embedded post\"><\/iframe><\/center>\n\n\n\n<h3 class=\"wp-block-heading\">Denying the opportunity to \u201csell\u201d the company<\/h3>\n\n\n\n<p>One-way videos deny the opportunity for recruiters to \u201csell\u201d the company. Not only do you need to assess candidates, candidates need to assess you as an employer.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote\">\n<p>\u201cI think the hardest part of landing really great candidates is being really great at the pitch for the company and the team. I really don\u2019t think that\u2019s talked about enough. Candidate experience is something I feel very strongly about. Yes, you need to assess skills and assess fit, but you also really need to actively sell the experience in the company. I want to put that in bold and capitals.\u201d<\/p>\n<cite>Nathan Sutter, Global VP of Engineering at CoderPad<\/cite><\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\">Perpetuating inequality and bias<\/h3>\n\n\n\n<p>One-way video interviews are just as unengaging for recruiters and they are for candidates.&nbsp;<\/p>\n\n\n\n<p>If someone is flicking through tens or even hundreds of videos, there\u2019s a solid chance they\u2019ll start subconsciously assessing submissions based on superficial information, such as presentation, rather than the depth and quality of responses.&nbsp;<\/p>\n\n\n\n<p>While one-way video interviews might appear as a convenient and cost-effective hiring tool, they inadvertently perpetuate various forms of inequality.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What you should do instead<\/h2>\n\n\n\n<p>Luckily, there are many alternatives to one-way interviews that will deliver an enhanced candidate experience and superior results for recruiters.&nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><a href=\"https:\/\/coderpad.io\/platform\/coding-interviews\/\">Live video interviews<\/a><\/h3>\n\n\n\n<p>Virtual live interviews offer a middle-ground solution that maintains the logistical advantages of online interviews while reintroducing real-time human interaction.<\/p>\n\n\n\n<p>This ensures the interview is indeed an interview, not a self-marketing video.&nbsp;<\/p>\n\n\n\n<p>While linguistic abilities and access to technology come into play, recruiters should be willing and able to accommodate candidates however possible. Where possible, implement interactive and objective tests, games, and puzzles to deliver equal opportunities to everyone.&nbsp;<\/p>\n\n\n\n<p>Virtual interviews can be tailored to different job roles and skill demands.&nbsp;<\/p>\n\n\n\n<p>What\u2019s more, <a href=\"https:\/\/coderpad.io\/platform\/coding-interviews\/\">video interview platforms<\/a> simplify the virtual interview process by integrating tools to make recruiters\u2019 jobs easier:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/coderpad.io\/blog\/announcements\/chatgpt-coderpad-interview-embracing-modern-developer-toolsets\/\">ChatGPT integration<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/coderpad.io\/features\/digital-whiteboard\/\">Digital whiteboards<\/a><\/li>\n\n\n\n<li>ATS integrations<\/li>\n\n\n\n<li><a href=\"https:\/\/coderpad.io\/features\/interviewer-tools\/\">Interview transcript and private notepad<\/a><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Structured interviews<\/h3>\n\n\n\n<p><a href=\"https:\/\/coderpad.io\/blog\/hiring-developers\/standardized-tech-hiring-process-4-steps\/\" data-type=\"post\" data-id=\"36468\">Structured interviews<\/a> are a systematic approach that aims to reduce bias and subjectivity.<\/p>\n\n\n\n<p>Interviews are conducted based on a predetermined set of guidelines to ensure a consistent, equitable experience for all candidates.&nbsp;<\/p>\n\n\n\n<p>It&#8217;s a formulaic yet highly effective method designed to improve the validity and reliability of your hiring decisions.<\/p>\n\n\n\n<p>A structured interview involves asking every candidate the same questions, to assess the same identified skills, and evaluating their responses using a standardized scoring system. For example, you could use a 5-point scale to rate responses, clearly defining each point so interviewers know precisely what to look for.&nbsp;<\/p>\n\n\n\n<p>This ensures that interviewers focus on candidates\u2019 skills rather than being swayed by personal biases or irrelevant factors.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote\">\n<p>\u201cStructured interviews are 81% more accurate in predicting job performance than unstructured ones.\u201d<\/p>\n<cite>Jenny Jongejan, Senior Recruiting Consultant<\/cite><\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\">Multi-method assessments<\/h3>\n\n\n\n<p>A multi-method assessment combines various evaluation forms.&nbsp;<\/p>\n\n\n\n<p>While this takes longer to execute than other forms of assessments, it also provides an in-depth read of a candidate\u2019s soft and hard skills, an exceptional candidate experience.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Types of Assessments to Consider<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Psychometric tests<\/strong><\/li>\n<\/ul>\n\n\n\n<p>These scientifically designed tests can be helpful in gauging various cognitive abilities, emotional intelligence, and personality traits. They can provide invaluable insights into how a candidate thinks, feels, and interacts with others.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Task-based assessments<\/strong><\/li>\n<\/ul>\n\n\n\n<p>These are practical tasks or simulations closely related to the responsibilities of the job role in question. For example, a <a href=\"https:\/\/coderpad.io\/platform\/technical-screening\/\">coding test<\/a> for a software developer role or a writing assignment for a content creator.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Panel interviews<\/strong><\/li>\n<\/ul>\n\n\n\n<p>Incorporating structured panel interviews into your process can offer diverse perspectives, reducing individual bias and making the assessment more robust and fair.&nbsp;<\/p>\n\n\n\n<p>One-way videos might seem like the quick and dirty way to get screening and interviews done, but they\u2019re by no means an answer-all.&nbsp;<\/p>\n\n\n\n<p>Sometimes, speed is not everything \u2013 recruiters should be aware of what they\u2019re sacrificing by making the application and screening process as quick as possible.&nbsp;<\/p>\n\n\n\n<p>They can feel impersonal, limit the scope for thorough evaluation, and perpetuate inequalities in the hiring process.&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Read about why one-way interviews are less promising than they seem and explore alternative methods that offer a fairer, more realistic approach to hiring.<\/p>\n","protected":false},"author":18,"featured_media":38518,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[12],"tags":[],"persona":[28],"blog-programming-language":[],"keyword-cluster":[],"class_list":["post-38509","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-interviewing"],"acf":[],"_links":{"self":[{"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/posts\/38509","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/users\/18"}],"replies":[{"embeddable":true,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/comments?post=38509"}],"version-history":[{"count":7,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/posts\/38509\/revisions"}],"predecessor-version":[{"id":38522,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/posts\/38509\/revisions\/38522"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/media\/38518"}],"wp:attachment":[{"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/media?parent=38509"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/categories?post=38509"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/tags?post=38509"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/persona?post=38509"},{"taxonomy":"blog-programming-language","embeddable":true,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/blog-programming-language?post=38509"},{"taxonomy":"keyword-cluster","embeddable":true,"href":"https:\/\/coderpad.io\/wp-json\/wp\/v2\/keyword-cluster?post=38509"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}