There are very few tools in the modern talent acquisition toolkit that spark as much debate as one-way video interview software. Depending on who you ask, it’s a godsend timesaver or a soulless dehumanizing hoop that candidates are forced to jump through.
On one side, hiring teams praise one-way video interviews for streamlining their processes, giving them flexibility, and bringing consistency to candidate evaluations.
On the other hand, candidates often report feeling like they’re speaking into the void and are judged more on their appearance, tone, and even camera quality than substance while company-based critics argue it strips away the human touch and opens the door for more bias, not less.
So, what’s the truth?
Are one-way video interviews the robotic villains of recruitment, or have they simply been misunderstood, misused, and misrepresented?
In this article, we dive deep into the world of one-way video interviews, dissecting the criticisms, challenging the myths, and revealing how, when done right, one-way video interviews enhance the candidate experience and reduce hiring bias.
It’s time to rethink what you think you know.
Common Misconceptions About One-Way Video Interviewing
The concept of one-way video interviews gained traction in the early 2000s with the rise of companies like HireVue, VidCruiter, and, of course, Spark Hire.
Each of these vendors leveraged advancements in video recording and cloud storage to automate initial screenings, but they exploded in popularity as a reactive solution during the COVID-19 pandemic.
It seemed like – practically overnight – companies had the solution to keep recruiting asynchronously and socially distanced while the rest of the world paused.
Most companies bolted one-way video interviews into their existing hiring processes without rethinking the candidate experience, setting expectations, or training hiring managers. And, what happens when you slap a new format onto an old system? You typically don’t get innovation, you get confusion.
Right time, wrong execution.
Let’s break down a few of the most common misconceptions that have formed as a result of one-way video interviewing’s fast and furious emergence into hiring.
Misconception One: It feels cold and robotic.
By far the most common – and in my opinion, the most valid) complaint about one-way videos are they feel cold. When dumped on candidates without any context or connection, this is understandable.
Imagine being asked to answer questions into your camera with no idea who’s watching, what they’re looking for, or how your responses will be used.
That’s not an interview – that’s a black mirror episode (yikes).
The issue here isn’t one-way video interviews as a tool or screening step, it’s the lack of communication, transparency, and candidate enablement.
When candidates aren’t prepped, given clear guidelines and instructions, or offered opportunities for follow-ups before and after they complete the interview, it does feel cold and robotic.
Misconception Two: It increases hiring bias.
This misconception almost feels ironic because the truth is that one-way video interviews were built to reduce hiring bias.
Between pre-defined standardized questions, a consistent interview structure, and the often multiple reviewers of every interview, among other things, one-way video interviews provide a fair way to evaluate every single candidate against the same criteria.
However, when handled poorly, they can feel very much like the opposite. Without proper interviewer training or diverse review panels, unconscious bias can still sneak in through non-verbal cues like eye contact, tone, appearance, or even background noise – but these are concerns for in-person interviews as much as any video interview.
The real issue is not the video format, but the failure to implement bias-awareness practices alongside the technology.
Remember that technology doesn’t solve problems – people do. Technology simply supplements and supports your processes.
Further, one-way video interviews have the potential to level the playing field, but only when companies actively design the process with diversity, equity, fairness, and inclusion in mind.
Misconception Three: It’s lazy recruiting.
There’s a false perception that one-way video interviews are just another way for recruiters to do less, and candidates to do more (i.e. they throw out a batch of questions and let the tech do the rest).
For some companies, yes, they do misuse video interview software in this fashion – but when used correctly, one-way video interviews actually give candidates more control, allowing them to choose the time, location, and pace of their interview, and decide whether or not they are truly interested in moving forward with the organization.
Studies show that motivated candidates complete one-way video interviews faster, while disinterested applicants often abandon them, making them a self-filtering mechanism.
That’s the thing, one-way video interviews when applied correctly, aren’t just another bolt-on automation tool but a useful filter for apathetic candidates.
The Conspiracy Culprit: The Impact of Poor Implementation
Let’s be clear, the enemy isn’t one-way video interviews, but poor or lazy implementation – that’s the real villain in this story.
The negative perceptions about one-way video interviews being cold, impersonal, and biased stem from how companies deploy them. Like any hiring tool or HR tech, they can enhance or tank the candidate experience depending on the thought (or lack of) that goes into the process.
Always take the time to put yourself in the candidate’s shoes.
If you experienced a lack of clear expectations, no indication of what comes next in the process, and poor feedback after submission, you wouldn’t just feel frustrated, you’d feel dehumanized, which has nothing to do with the tool itself
So the question remains: how do we fix bad implementation?
Let’s review how.
The Future Is Hybrid, Not Heartless
Companies and talent acquisition professionals need to realize that one-way video interviews aren’t meant to replace human interaction; they’re meant to support it.
The most successful companies use one-way video interviews as one part of a hybrid hiring process, blending asynchronous screening with meaningful human-centered touchpoints.
This can look like:
- An introductory email or video from the hiring manager before the one-way video interview
- Shared FAQs (more opportunities to learn about your organization) and process updates during the hiring journey
- Regular recruiter checks in, throughout the entire screening process
This approach reassures candidates that they’re more than just a number or another resume in a pile of unread applications, but a person you’re genuinely interested in getting to know.
Transparency and Trust Go a Long Way
In the absence of communication, candidates mentally fill in the blanks, and it’s hardly ever in your favor. Transparency is a non-negotiable when implementing one-way video interviews.
Candidates need to know the answers to these questions:
- Why do you use one-way video interviews?
- How are their responses being used and evaluated?
- What’s next in the process?
- When will they hear back from you?
This doesn’t just reduce confusion, it builds trust – and trust in you is the foundation of a great candidate experience and, on a larger scale, your brand reputation.
The Benefits of One-Way Video Interviews
For all the misconceptions about one-way video interviews, the reality is that when done right, they are one of the most candidate-friendly tools in the hiring process.
When used thoughtfully, one-way video interviews can improve the candidate experience in key ways, offering more flexibility, fairness, and freedom than traditional interviews.
Unmatched Flexibility and Control
During live interviews, whether in-person or virtual, candidates are locked into specific time slots, often during working hours, where they’re expected to be at peak performance.
One-way video interviews break that mold by giving candidates control over when, how, and from where they participate.
This is especially valuable for:
- Working professionals (especially parents or other caregivers) with limited daytime availability
- Candidates in different geographical time zones
- Neurodivergent individuals or those with performance anxiety
Candidates are generally more likely to engage when the experience is designed around their schedules and strengths, not yours.
Hiring Consistency and Transparency
When every candidate receives the same questions, in the same format, without the influence of interviewer tone, facial expressions, or body language, you’re creating a fairer experience by design.
Clear rubrics for scoring candidates’ responses, such as for skills or communication style, help replace the gut feelings that skew early-stage screening conversations.
Also, a lot of things can happen in an interviewer’s day that lead to unstructured conversations that can vary wildly between candidates.
One-way video interviews standardize early-stage evaluation and level the playing field.
Empowering Better Preparation and Self-Presentation
One-way video interviews give candidates a rare gift in the hiring process: time to prepare.
Instead of being put on the spot, candidates can research the company, reflect on each question (yes, many one-way video interview tools allow you to pause and re-record answers), and articulate their thoughts clearly.
This is particularly beneficial for candidates who may not come from traditional backgrounds or are newer to the industry. They’re able to better showcase their potential if not 100% polished.
It also helps narrow the gap between native and non-native speakers, introverts and extroverts, and more, giving hiring teams a better opportunity to meet the most authentic and very best version of a candidate.
Final Thoughts: One-Way Video Interviews are Here to Help
To sum things up: it’s not one-way video interviews that candidates hate, it’s feeling ignored and or like an afterthought.
One-way video interviews aren’t inherently impersonal, but when treated as a “set it and forget it” solution, they can come off as such.
The most successful organizations are those who understand technology isn’t a replacement for empathy; it’s a way to scale it. They pair the efficiency of any hiring software with the humanity of follow-up communication, feedback, and real, authentic interactions that equate to a streamlined hiring process, better candidate experience, and a significant reduction in the potential for hiring bias.
The trifecta!
Ready to transform your hiring process with Spark Hire one-way video interviews? Reach out to our team of hiring experts today to get started.
