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Why Asynchronous Interviews Don’t Work

More job interviews are going virtual because of Covid-19. Asynchronous (one-way recorded) interviews have been marketed as the way forward. I have my doubts. 2-way, “live” virtual interviews are better.

Let’s examine the so-called benefits of asynchronous interviews. I will then show why corporations will not find great talent using this technology.

  1. Convenience. It’s easy for the firm! Set-up the interview with questions you wish to ask candidates and invitations are sent out. Candidates are able to respond on their own time.
  2. Collaborative. It allows the entire interview team to evaluate the candidate based on their video interview responses.
  3. Cost & Time. Asynchronous interviews are timed. It helps reduce time spent with candidates. Scheduling of “live” meetings between interviewer and candidates is eliminated. Thereby, reducing the time-to-hire.
  4. Compliance. One-way interviews allow every stage to be tracked and to comply with equal opportunity legislation. Interview questions can be curated, hiring manager comments recorded, consistency in the entire process for all candidates and auditing checks easily stored on the video platform.

The case for ditching asynchronous (one-way) job interviews.

  1. Convenient but dehumanizing. It’s convenient for the interviewers but dehumanizing for the candidate. In an age where candidate experience matters so much in the employer brand, asynchronous interview tells the candidate that you, as a corporation, “don’t want to know the candidate as a person”. Is this the kind of experience you want for candidates?
  2. No Change in Collaboration. Even without video interviewing, interviewers still share their thoughts on candidates with one another through emails, con-calls etc. So, nothing new here.
  3. Cost & Time at What Price? One-way interviewing does speed up the pace of hiring. But it’s just that; one-way traffic. It’s not a communication between two parties. It tells candidates that it’s an unequal relationship in the interview process where there is no need for a corporation to forge a personal relationship with candidates. Rather than attract the best candidates, asynchronous interviews have the effect of driving the best away.
  4. No change in compliance. With or without video interviewing, global firms have already done an adequate job in adhering to auditing compliance within their corporate framework.

To summarize, the negative impact asynchronous interview platforms have on employer branding should make organizations focus more on virtual, 2-way, “live” interviewing platforms. This allows for a more conducive method of assessing candidates whilst being mindful of budget, time and ease of use.

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