One-way video interviews: a practical guide for hiring teams
How to run a one-way video interview, choose useful questions and review answers. Includes a first-screen plan and the situations where a live call works better.
The Hirevly journal
Make the first interview
worth everyone’s time.
Questions you can use, messages you can copy, and practical ways to review the answers. For hiring teams in every kind of business.
Customer service interview questions with a review guide
Six customer service screening questions with evidence to look for, a written exercise and a simple rating guide your hiring team can adapt.
Video interview invitation emails candidates can understand
Copyable templates for a recorded interview invitation, a reminder and a next-stage update, with the details candidates need before they start.
Sales screening interview questions that get past the polished pitch
Practical early interview questions for SDR and account executive hiring, with review criteria and follow-ups for the live conversation.
An interview scorecard template your team can actually use
A copyable interview scorecard with evidence-based rating anchors, a calibration exercise and a place to record what still needs a follow-up.
How to write structured interview questions for any role
Turn the actual work into interview questions, scenarios and review criteria. A practical method for hiring across industries, with examples to adapt.
How to investigate drop-off in a recorded interview
Find where candidates leave your video interview, check the invitation and recording experience, and test changes without inventing a completion benchmark.
Asynchronous vs live interviews: choosing the right first step
Compare recorded and live interviews by the evidence you need, candidate effort and review time. Includes a practical way to combine both formats.
Retail and hospitality interview questions for a short first screen
Use realistic shop, restaurant and hotel scenarios to ask about service, busy shifts and handovers. Includes a review guide for hiring managers.
A small business hiring process for a team without a recruiter
A practical hiring workflow for founders and team leads: define the role, choose a short screen, review evidence and keep candidates informed.
What video interview software really costs a small hiring team
Build a video interview software budget around volume, reviewers, retention and add-ons. Includes a buying worksheet and a way to estimate review time.
Operations and administration interview questions with practical scenarios
Ask about conflicting priorities, incomplete handovers and inconsistent records. Includes written and spoken prompts with evidence for reviewers to look for.
How to screen remote candidates across time zones
Set clear deadlines, choose relevant remote-work questions and use recorded answers without turning every stage into an asynchronous task.
Using AI interview evaluation with a human review process
A practical workflow for checking AI interview summaries and scores against original answers, recording disagreements and keeping people responsible for decisions.
Screening metrics to track in your first video interview pilot
Track starts, completions, reviewer time and next-stage decisions with clear denominators. Includes a copyable pilot worksheet and worked example.
A useful place to start
Bring a question set to your next hiring round.
Start with our support questions, invitation email or free review sheet.
From reading to your next role
Try your next screening round in Hirevly.
Create questions, invite candidates and review their answers with your team. The free plan includes five interviews.
How we write these guides
The Hirevly team publishes practical guidance based on the product’s current workflows. Examples and templates are written for the guide; they are not customer results or validated selection tests. We name external sources when we use them and keep product limitations visible. Editorial dates organise the guide collection; each guide also shows when it was first published. Questions or corrections? Write to [email protected].