Everyone seeks two things that often seem contradictory: the ability to achieve more while doing less.
Asynchronous interviews promise just that. They allow you to glean the same insights from candidates that you would in a live interview, but with much less effort.
Despite their growing popularity, one-way virtual interviews haven’t become as ubiquitous as you might expect from a technology that simplifies one of the most time-consuming and complex processes in modern recruitment: screening calls.
The reason is straightforward. Hiring is a very human endeavor, and any technology that removes human interaction is approached with significant caution.
While I understand this perspective, it has left both candidates and hiring teams in a situation that is objectively worse, especially with the use of AI in recruiting.
That’s why we’ve put together this comprehensive guide on asynchronous interviews, to dispel myths and set the record straight.
What is an asynchronous interview?
Forget the usual back-and-forth scheduling nightmare of live interviews. With asynchronous interviews, you record your answers to interview questions at your convenience. That’s the essence of an asynchronous video interview.
You receive the questions in advance, hit record when you’re ready, and share your responses via audio or video on your phone or computer. Then, the hiring team reviews your responses at a time that suits them.
This flexibility not only makes the process more adaptable to varying schedules but also opens the door to a wider pool of talent.Â
"One-way interviews boosted our global recruiting efforts by eliminating geographical and time-zone constraints," shared Lily Wang, Director of HR at Relyir. "Moreover, the candidates love the process as it allows them to record responses at their convenience, reducing the stress of on-the-spot questioning."
"Moreover, the candidates love the process as it allows them to record responses at their convenience, reducing the stress of on-the-spot questioning." - Lily Wang, Director of HR at Relyir
Advantages of asynchronous interviews
People are far more complex than a resume can convey, yet it's impractical for time-strapped hiring teams to conduct more initial phone interviews (or Zoom calls). This is where asynchronous interviews shine.
With the rise of generative AI, many candidates use it to craft cover letters, automate applications, and even pass technical tests. This influx of similar candidates overwhelms traditional screening methods.
Asynchronous interviews offer a more effective way to assess candidates beyond their resumes, ensuring a fairer and more efficient hiring process.
Beyond that, one-way interviews also provide:
Flexibility and convenience
Asynchronous interviews allow candidates to record their responses at a time that suits them, and hiring teams can review these responses at their convenience, making the process more flexible for everyone involved. It’s something that 85% of candidates appreciate.
Consistency and fairness
By providing the same interview schedule all candidates, asynchronous interviews help ensure consistency, making it easier to compare responses.
Time Efficiency
With no need to schedule live interviews, the hiring process can be significantly sped up, reducing time-to-hire and enabling faster decision-making.
Reduced Bias
Asynchronous interviews minimize the chances of interviewer bias, as the evaluators can review the responses without the influence of real-time interactions or personal impressions.
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Disadvantages of asynchronous interviews
A lot of folks worry that the top-tier candidates might skip out on asynchronous interviews. But, you know what? Our virtual interview report tells a different story.
Turns out, about 85% of candidates are either totally cool with it, pretty comfortable, or just neutral when going through a one-way interview. So, it looks like this isn't really a deal breaker for most people.
Until now, most asynchronous interviews have relied on one-way video interviews, which pose several disadvantages. Camera shyness, artificiality, and visual bias in video interviews can heighten candidates' nerves, make it challenging to appear relaxed and natural, and lead to perceptions that may not fairly reflect their true capabilities due to factors like appearance, background, or camera quality.
“Asynchronous interviews tend to have a very rehearsed feel to me, and it's hard for me to assess a candidate that way," observes Andre Kazimierski, CEO of Improovy, highlighting the challenge of capturing the spontaneous and authentic aspects of a candidate’s personality.
A growing trend is audio-only one-way interviews. They tend to be more relaxed and help candidates focus on providing genuine, thoughtful responses that are less rehearsed.Â
Additionally, the lack of visual distractions reduces bias based on looks or background, making for a fairer process.
Plus, audio-only is simpler—no need to fuss over lighting or finding the perfect spot to record, so candidates can respond from wherever they're comfortable.
As much as we love the flexibility of asynchronous interviews, they’re not a "set it and forget it" solution. Creating a good candidate experience requires a bit of finesse (and no, simply slapping on an FAQ page isn’t going to cut it). When done well, an asynchronous interview should feel like a clear, respectful conversation—something candidates appreciate and, ideally, find memorable.
12 asynchronous interview best practices
So, here’s how to make asynchronous interviews not just “good enough,” but something candidates will value:
1. Spell out the process
‍Start by setting the stage: let candidates know what they need to do, how much time they have, and exactly what’s expected. You’d be surprised how often unclear instructions lead to anxiety—clear steps can make all the difference in helping candidates feel calm and confident.
2. Set a realistic timeline
Don’t rush. Give candidates time to think things over and respond thoughtfully. Yes, deadlines are helpful, but they’re even better when they’re actually doable. A clear deadline with a bit of breathing room is key.
3. Keep it focused
Resist the urge to ask everything you’re curious about. Narrow down to the questions that really matter and give you the insights you’re looking for. Too many questions can make the interview feel like a marathon, so aim to get to the heart of what you need to know without exhausting your candidate.
4. Allow for re-takes
Let candidates re-record their responses if they need to. Think of it as the “oops” button—they’ll appreciate the chance to reset, which helps them put their best foot forward.
5. Go for open-ended questions
You want answers that reveal who they are, how they think, and what they’ve done. Open-ended questions invite more than just the standard resume rehash, giving candidates room to show what makes them tick.
6. Add a little context
Don’t just throw questions at them; tell them why you’re asking. A sentence or two can go a long way in helping them focus and provide responses that are actually useful to you.
7. Ensure accessibility
Make sure the platform works for everyone. Not everyone has the latest tech or lightning-fast internet, so have options available if someone runs into technical issues. It’s all about making the experience seamless for every candidate.
8. Maintain professionalism
Even though it’s not live, keep the tone serious but approachable. Candidates should feel this is a real interview, not a pre-screen quiz. It’s about showing that you’re as invested in the process as they are.
9. Provide feedback
If possible, let candidates know how they did, especially if they aren’t moving forward. A little feedback goes a long way, leaving them with a positive impression even if it’s a “no.”
10. Respect their privacy
Candidates should know their responses are secure. Be upfront about who will see their answers, how long you’ll keep them, and where the data goes.
11. Follow up promptly
Don’t leave them hanging! Whether it’s a green light or a polite “thanks but no thanks,” a quick response shows you value their time.
12. Stay consistent
Use the same evaluation criteria for everyone, so each candidate has a fair chance. It’s the simplest way to keep things fair and square.
With these steps in place, you’ll create an asynchronous interview process that feels thoughtful, fair, and professional—one that candidates don’t just tolerate but appreciate.
9 key metrics to track for asynchronous interviews
One of the biggest challenges in recruitment is figuring out what’s actually working. Too often, hiring teams rely on gut feelings or random feedback, leading to quick, sometimes regrettable decisions.
But with asynchronous interviews, you can cut through the guesswork by focusing on a few key metrics that reveal whether your one-way interviews are getting the job done.
1. Time-to-hire tracks how quickly you’re moving
Time-to-hire measures the days from job posting to offer acceptance. Asynchronous interviews can speed this up significantly by eliminating the back-and-forth scheduling of live interviews, allowing your hiring process to move forward faster.
2. Candidate satisfaction shows if candidates had a good experience
Post-interview surveys give insight into how candidates felt about the process. If candidates found it straightforward and convenient, you’re likely to see high satisfaction scores. Any friction points? Those will show up here, too.
3. Interview completion rate reveals start-to-finish engagement
This metric shows how many candidates complete the interview versus those who drop off. If there’s a significant drop-off, it could mean something in your process isn’t working and needs adjusting.
4. Quality of hire reflects the fit and performance of new hires
Quality of hire looks at how well new hires perform in their roles. Are they meeting goals and sticking around? This metric reveals whether asynchronous interviews are helping you select candidates who are right for the job.
5. Cost per hire helps you understand recruitment spending
Cost per hire measures how much it costs to bring someone on board. By reducing traditional interview overhead, asynchronous interviews could save your team both time and money.
6. Diversity of candidates shows if you’re building an inclusive pipeline
Diversity metrics reveal whether your process attracts a variety of backgrounds, perspectives, and experiences. Asynchronous interviews can help build a broader, more inclusive candidate pool.
7. Offer acceptance rate indicates how well the process is working
This metric shows how many candidates accept job offers. If the entire recruitment experience, including asynchronous interviews, feels positive, your acceptance rates will reflect that.
8. Drop-off rate reveals where candidates are opting out
The drop-off rate tells you where candidates are leaving the process. If candidates are dropping out during or right before the asynchronous interview, it’s a sign to make adjustments that keep them engaged.
9. Feedback timeliness shows how quickly candidates hear back
Timely feedback respects candidates’ time and keeps the process moving. Fast feedback creates a positive impression, whether candidates are moving forward or not.
By tracking these metrics, you’ll get a clear picture of what’s working and where to improve, ensuring that asynchronous interviews benefit both your hiring team and candidates.
7 common use cases for asynchronous interviews
Asynchronous interviews offer flexibility and efficiency, making them a perfect fit for a range of hiring scenarios. Here are some situations where they’re particularly valuable:
1. High-volume hiring
When you’re dealing with a large pool of applicants, scheduling live interviews for everyone can be a logistical nightmare. Asynchronous interviews allow you to screen many candidates quickly, letting you focus on the most promising ones for further evaluation.
2. Hiring across different time zones
For remote roles or international teams, coordinating interview times can be challenging. Asynchronous interviews eliminate the time zone issue, allowing candidates to respond at their convenience while your team reviews at a time that suits them.
3. Early-stage screening
In the initial stages of hiring, you want to quickly assess if candidates meet the basic qualifications. Asynchronous interviews help you filter out candidates without the need for scheduling, giving you a better sense of who to move forward with.
4. Specialized roles with specific skill assessments
For roles that require specialized skills, asynchronous interviews let you ask targeted questions that reveal a candidate's expertise. You can include practical questions or scenario-based prompts that help you gauge their problem-solving abilities.
5. Creating a more inclusive hiring process
Asynchronous interviews can reduce barriers for candidates who may struggle with traditional, high-pressure interview formats. They provide a more comfortable setting, which can lead to better, more authentic responses, especially for candidates who need more time to process their answers.
6. Assessing soft skills and cultural fit
While asynchronous interviews may seem best suited for straightforward questions, they can also be tailored to assess soft skills. By asking open-ended questions that reveal candidates’ communication styles, work ethics, and values, you can better evaluate cultural fit before a live interview.
7. Part-time, freelance, or seasonal hiring
For short-term or project-based roles, speed is often a priority. Asynchronous interviews streamline the hiring process, letting you fill these positions quickly without sacrificing candidate quality.
Asynchronous interviews aren’t a one-size-fits-all solution, but for these types of hiring needs, they provide an efficient, flexible, and often more accessible way to assess candidates.
Key takeaways on async interviews
Async interviews are not just another step in your hiring process; they're a way to really shake things up for the better. Think about it: candidates can interview on their own time, from anywhere. This means you get to see the real them, without the stress of syncing calendars or dealing with time zones.
Their value goes beyond convenience. They give everyone a fair shot at showing off what they can really do, which is important. Plus, they help you spot the folks who fit just right with your team's culture and needs. When you use asynchronous interviews wisely, you're not just filling a seat. You're building a stronger, more connected team.
Bottom line: If you're looking to make smarter hires and make everyone's life a little easier, giving asynchronous interviews a real shot might just be the way to go. They can change how you find and hire talent.
