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.

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.

Prep your interview questions in advance Create a set of questions before the interview, so you can double-check to make sure they are relevant and align with the applicant’s desired position.

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.

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

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

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.

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.