Why Hiring Managers Should Avoid One-Way Video Interviews
- Akshaya Kuhikar Vitawerks
- Jul 10
- 6 min read
Technology has revolutionized how companies find and connect with top talent. Tools like applicant tracking systems have streamlined hiring workflows, while video platforms such as Zoom or Google Meet make remote interviews easy and accessible. In many ways, these solutions have transformed recruiting, saving time and helping companies scale.
But with innovation comes an important question: How do we keep hiring human?
At Join Vars, we believe hiring technology should not only automate administrative tasks but also cultivate authentic connections between hiring managers and candidates. One-way video interviews, where applicants record themselves answering scripted questions, threaten to undermine this balance.
In this in-depth guide, you’ll learn why hiring managers should avoid one-way video interviews, how they impact candidate experience, and what alternatives can help you build a stronger, more equitable hiring process.
Table of Contents
What Is a One-Way Video Interview?
Perceived Advantages of One-Way Video Interviews
What Do Job Seekers Really Think?
One-Way Video Interviews and Hiring Bias
Why Candidate Experience Matters
Better Alternatives to One-Way Video Interviews
How Join Vars Supports Human-Centered Hiring
Conclusion
What Is a One-Way Video Interview?
One-way video interviews, sometimes called asynchronous interviews, require candidates to record themselves answering pre-set questions that a hiring manager reviews later.
Unlike a live interview, there’s no dialogue, just the candidate, their camera, and a list of prompts. Think of it like submitting an audition tape for a role, except in this case, candidates are vying for an opportunity to have a real conversation with a potential employer.
At first glance, this might sound efficient. But the reality is that one-way video interviews often feel impersonal and, for many candidates, dehumanizing.
Perceived Advantages of One-Way Video Interviews
Before we look at why hiring managers should avoid one-way video interviews, let’s acknowledge the reasons some companies adopt them:
Time savings: Instead of scheduling dozens of phone screens, recruiters can watch videos at their convenience.
Flexibility for candidates: Applicants can record responses on their own schedule without taking time off work.
Faster screening: When faced with high application volumes, asynchronous interviews can feel like an efficient filter.
Some proponents argue that recorded interviews even improve candidate experience by allowing applicants to rehearse and present their best selves.
But have you asked real candidates how they feel about this process?
What Do Job Seekers Really Think?
At Join Vars, we’ve listened to thousands of job seekers share their experiences with one-way video interviews. The consensus is clear: many candidates strongly dislike them.
For example, Jaylin Gamboa, a job seeker in Austin, explained:
“It makes me nervous because I want everything to be perfect, and I replay myself over and over never feeling good enough to send it in.”
Others shared that even a short video requires significant effort:
Multiple takes to get it right
Finding good lighting and a quiet space
Worrying about technical glitches or file uploads
Some candidates simply skip the opportunity altogether. In a competitive hiring market, that’s a risk you can’t afford to take.
Not everyone opposes this format. For instance, Maria Fuschimo, an English teacher in Seoul, said she prefers having time to prepare her answers. But overwhelmingly, candidates say one-way interviews feel awkward, anxiety-inducing, and dismissive.
Abby Sommer, an HR professional from Nashville, summed it up:
“They feel extremely uncomfortable. The few times I’ve been asked to do one, I didn’t complete it. It feels like a scam.”
If your hiring process begins with a format that candidates describe as their “worst nightmare,” it’s time to reconsider.
One-Way Video Interviews and Hiring Bias
A critical reason why hiring managers should avoid one-way video interviews is the risk of unconscious bias.
When you watch a video without interacting, it becomes far easier to make snap judgments based on superficial factors like:
Appearance
Age
Gender
Race
Disability
Even with the best intentions, humans naturally form impressions based on visual and audio cues. A live conversation allows candidates to clarify misunderstandings and show their capabilities beyond first impressions.
Liz Ryan, a contributor to Forbes, put it bluntly:
“If all a company wants is a printout of your answers, why videotape your fake interview? They could just record the audio.”
Video adds an unnecessary layer of scrutiny and bias. Candidates feel that companies use these recordings to “get a look at them” before deciding whether to proceed.
Additionally, video interviews can create accessibility barriers. Not every candidate has:
A reliable internet connection
A webcam
A private, quiet space
The physical ability to record video
When you force candidates into this process, you risk excluding talented people simply because of their circumstances.
Why Candidate Experience Matters
Hiring isn’t just about evaluating candidates, candidates are also evaluating you.
At Join Vars, we believe every step in your process reflects your values as an employer. If your first interaction feels cold, automated, or inconsiderate, candidates will remember.
In our recent survey of job seekers, 58% said they had declined an offer because of a poor experience during the hiring process. One-way video interviews were among the most frequently cited frustrations.
Here’s how one job seeker described it:
“It feels rude. If a company can’t even take the time to speak to me, why should I invest my time recording a video?”
Candidate experience isn’t a nice-to-have, it’s a competitive advantage. Companies with a strong, human-centered hiring process enjoy:
Higher offer acceptance rates
Positive reviews on Glassdoor and LinkedIn
More referrals from past applicants
A stronger employer brand
If you’re wondering why hiring managers should avoid one-way video interviews, remember that the perception of being impersonal and transactional can damage your reputation long-term.
Impact on Candidate Experience and Employer Brand
Let’s be honest, job hunting is stressful. Candidates often:
Spend hours customizing resumes
Complete assessments
Navigate complex online portals
Wait weeks without feedback
When your process starts with a request to record themselves without reciprocation, it feels dismissive.
Gillian Striker, a project manager in San Francisco, shared:
“It’s automatically the end of me pursuing that opportunity. Job hunting is hard enough. If a company can’t even talk to me, I’m not interested.”
This isn’t an isolated sentiment. More and more candidates are voicing concerns that one-way video interviews:
Lack transparency
Don’t allow them to ask questions
Feel demeaning
As a hiring manager, you have the opportunity to create a process that respects candidates as humans, not just applicants.
Better Alternatives to One-Way Video Interviews
At Join Vars, we believe technology should enhance human connection, not replace it. Here are proven alternatives that save time while offering a better experience:
1. Pre-Screening Questionnaires
Instead of asking for a video, include short written questions in your application. For example:
“Describe a time you solved a difficult problem.”
“What interests you about this role?”
These responses give you valuable insights without requiring candidates to perform on camera.
2. Short Phone Screens
A 15–20 minute phone call allows:
A real conversation
Clarification of resume details
Candidates to ask questions
Phone screens also feel more respectful and build rapport early.
3. Structured Live Video Interviews
If video is necessary, opt for a two-way format using Zoom or Google Meet. This allows both sides to:
Discuss expectations
Share stories
Build a connection
4. Skills Assessments
Instead of subjective video reviews, test relevant skills through assessments. For example:
Writing samples
Code challenges
Situational judgment tests
These are fairer and focus on capability rather than appearance.
5. Transparent Communication
No matter your approach, keep candidates informed. Share timelines, expectations, and next steps so they aren’t left wondering.
How Join Vars Supports Human-Centered Hiring
Join Vars is built around a simple idea: Hiring should be efficient without sacrificing humanity.
We help companies:
Automate repetitive tasks like scheduling and reminders
Create structured interviews that reduce bias
Track candidate engagement and feedback
Streamline communication to keep applicants informed
With Join Vars, you can maintain a scalable process without resorting to one-way video interviews that alienate candidates.
Conclusion
Why hiring managers should avoid one-way video interviews comes down to one core truth: hiring is about people, not transactions.
While asynchronous video interviews promise efficiency, they often introduce bias, create barriers, and damage candidate experience. In a market where top talent has options, a human-first approach is your greatest asset.
At Join Vars, we’re committed to helping you build a hiring process that respects candidates, reflects your values, and attracts the best people. Let’s put one-way video interviews to rest, and create something better.
Want to learn more about modern, human-centered hiring? Explore Join Vars solutions today.
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