Have you ever had to do an asynchronous interview?

10 Comments

1. AnonymousMarch 9,2022 at 3:14PM UTC

   I did. I did practice runs with vroom (I think that's the name, I just did a google search and used the most reasonably priced service) for a small fee and they gave me some advice on posture, speaking speed, etc. When I say "advice", I never spoke with a human. I got feedback from the AI system that vroom uses, which they claimed was similiar to the AI system grading the taped interview. It helped my confidence. The focus was on how to get past the AI screening and on what the system was looking for in the way of answers (the questions are set, it's not like you can wander off into forbidden territory when you use computerized AI to interview someone). I did get past the screening and had a second interview, but the live human recruiter wasn't able (her words) to move me forward because of a logistical detail that was inconsequential to the job description. And that was my take on it: it's a rigid interview system defined by computerized AI parameters. The humans on the other end are also constrained by rigid rules, so essentially, it's only good if you are in a field that requires rigidity and/or your personality is such that you require rigidity. That would be certain specialized tech fields, in my experience.

2. AnonymousMarch 9,2022 at 3:19PM UTC

   I had never heard of them before today, I've heard of video resumes but not this yet.
   Here is a good video explanation for anyone else in the same boat. https://youtu.be/qfV17GS-lkA

   I think there is benefits to this, it can save time and speed up the application/interview process. But I can also see this being an added step to an already long recruiting process for most companies. I anticipate it will be a big change for many hiring managers and leaders that won't want give up their normal way of evaluating talent (in a live conversation).

   From a candidate perspective I can see it helping some, for example it may help those who get really nervous in front of others. This may offer some calmness to their thought process and responses.

3. Joan Williams, Senior Talent Acquisition SpecialistMarch 9,2022 at 3:19PM UTC

   I would never, ever do one of these. I have no interest in working for a company that is not interested in having a human speak with me.

   As a recruiter with over 20 years experience, I would never ever use this in my recruiting process either.

4. Lorna Rose, J.D., M.S.March 9,2022 at 3:19PM UTC

   I've done them, and I seriously hated them. It was hard to prepare because you don't know the questions ahead of time, and even if the platform allows you to re-record your responses before submitting, there's that concern that the employer can see how many times you re-recorded or something. As a candidate, I don't feel like they provide a fair opportunity to answer some interview questions as thoroughly or with as much nuance as those questions might require. As a hiring manager, all I've gleaned from reviewing those is what people look like and who can hide their discomfort on camera the best.

   They may hold value for some peoples (both candidates and hiring managers), but I haven't personally found that value in either capacity.

5. AnonymousMarch 9,2022 at 4:33PM UTC

   I had to do one in my last job search....I hated it. I was allowed to record up to three times per question which sounds great but every time you just second guess yourself more and more.

   It is much easier to interview with real people either phone, zoom, or in person. While it can make me more nervous, I don't get a chance to re-do my answers which yes can be good and bad but its not like my answers got sooo much better each time I re-did a video. They were also timed when I felt like I should of had more time to answer some questions. Some behavioral questions I was given 60 seconds to answer and I can't effectively answer those types of questions in 60 seconds.

6. Sabrina CortesMarch 9,2022 at 5:40PM UTC

   I haven't had this kind of interview, but I'd much rather meet in-person or hop on a Zoom call.

7. AnonymousMarch 9,2022 at 6:22PM UTC

   I did one once when I was trying to break into my present field. I will never do another. It puts most of the burden on the candidate, when the interview process should be two way to determine if it's a mutual fit.

8. Heather BinghamMarch 9,2022 at 11:18PM UTC

   I introduced them into one of the companies I support and they have proved absolutely invaluable over the last five years. It means we can take a more in depth look at a larger number of candidates for each role, so those who aren't so hot at writing CVs still be considered.

   It also happens to fit really well with our organisation. We are in four countries in all corners of the world and the People team is just in the middle two. We don't like forcing anyone to work outside the standard day, so it reduces the need for people to conduct interviews outside their hours. Also, if people don't like talking into a camera, they probably won't like their job; we are constantly on Hangouts with people in other countries and it is a part of every team member's working life. It gives candidates a taste of what's yet to come.

   All types of people get through the process - in a team of 100 we have people in every MBTI box, and roughly equal E and I - so it doesn't disfavour anyone. I recommend the tool strongly and I believe it means we have picked up some excellent people we would otherwise have missed.

9. Heather BinghamMarch 12,2022 at 10:51PM UTC

   I should add; we probably then do more than the average number of "face to face" interviews for an SME - roughly 6-7 per hire, all structured - and, where appropriate, we prepare case studies for candidates to work through too. These one-way interviews sit between the CV screen and the face-to-face interviews, and they don't take their place.

10. AnonymousMarch 14,2022 at 3:55PM UTC

    I did one for my current position. There were 3 or 4 questions and I could rerecord if I thought necessary. I didn't really prepare for it other than reviewing the job description and my skills. I wasn't a big fan of the process but that is what the company wanted. A few days later I was called to schedule an in-person interview. A few days after that I was offered the position so it worked out for me.