One-way video interviews: a practical guide for hiring teams

Plan a first screen you would be willing to complete

Start by writing down the decision this step should support. For a support role, that might be whether an applicant can explain a problem and write a useful customer reply. For a sales role, it might be how they qualify an opportunity.

Choose a few questions that provide evidence for that decision. Try four questions for your first version, then time the exercise yourself. Count preparation, reading and re-recording as well as the length of the final answers. Tell candidates your measured estimate.

Give each question a reason to be there

• Ask for one relevant example: describe a problem, what you did and what happened.
• Include a small scenario from the role, with enough context for someone outside the business to answer.
• Use text for writing work and a file response for a small existing work sample when that fits the question.
• Save questions that depend on a conversation or negotiation for a live interview.

Avoid asking candidates to repeat their whole CV. You already have it. Replace a broad prompt such as 'Tell us about yourself' with a question about one decision they made in a relevant setting.

Give clear preparation and answer limits. If you allow retakes, say so before recording starts. If the assessment is intended to measure spontaneous responses, explain that choice and check whether it is relevant to the work.

Explain the step before sending the link

Your invitation should name the company and role, describe the formats, give a completion estimate and state the deadline with a time zone. Include a reply address and the date candidates should expect an update.

Offer a way to discuss access needs or a technical problem. Some applicants cannot easily record in a quiet room or use the requested device. Have a person respond when someone asks for another way to participate.

Review answers against criteria you agreed in advance

Write a short description of weak, sufficient and strong evidence for each criterion. Ask reviewers to rate independently before discussing the candidate. Notes should refer to what the answer contained.

Do not let a good camera, confident delivery or a familiar accent stand in for job skills. If spoken communication matters, define what useful communication looks like in that job. Check ambiguous transcript passages against the recording.

Keep room for a live conversation

A recorded screen cannot answer an applicant’s questions in the moment. It also cannot show how someone listens and adapts to an unexpected follow-up. Keep a live stage for those parts of the decision.

For a scarce specialist role, an exploratory conversation may be the right first step. Use the format where the same initial evidence helps you compare applicants. Do not force every vacancy through it.

Run a small first round in Hirevly

Create a role, add the questions and choose the preparation time, answer duration and retake settings. Invite candidates by email. They open their interview link in a browser without creating an account, then your team reviews the completed responses.

Video, text, file and coding responses are available. Transcription and AI evaluation are optional paid features. Begin with human review and measure total screening time, completion and the usefulness of the next live interview before expanding the process.