Asynchronous video interview: definition, examples, and how to run one
What an asynchronous video interview is, how it differs from a live call, real question examples by role, and a step-by-step setup for recruiters.
8 min read
Key takeaways
- An asynchronous video interview is a screen where candidates record answers to preset questions on their own time and recruiters review the recordings later.
- Keep it to three to five questions with one to three minutes per answer, and give candidates three to five days to finish.
- Tie every question to a real requirement of the job and score answers against the same rubric for every candidate.
- Review one question at a time across all candidates instead of watching each candidate from start to finish.
- Offer an alternative format for candidates who need an accommodation, and check with your legal team before using AI scoring.
An asynchronous video interview is a screening interview where the candidate records answers to preset questions on their own time, and the recruiter watches the recordings later. Nobody has to be online at the same moment, which is where the word asynchronous comes from. Other names for it include one-way video interview and recorded interview, and some tools call it a pre-recorded interview.
What is an asynchronous video interview?
In a synchronous interview, two people talk in real time. Phone screens and video calls are synchronous, and so is an in-person interview. An asynchronous interview splits the conversation into two parts. The recruiter writes the questions once. Each candidate answers whenever it suits them, usually before a deadline a few days out. The recruiter then reviews the answers, often in one batch.
A typical setup looks like this:
- Three to five questions, shown one at a time as text or as a short recorded clip of the recruiter asking them.
- A short think time before recording starts.
- A time limit per answer, often one to three minutes.
- A set number of retakes, or unlimited retakes.
- A deadline, after which the link closes.
It usually takes the place of the first phone screen and covers the same ground. You find out whether the person meets the basic requirements and actually wants the job, and you get a sense of how they communicate. For a longer primer on the format, read what a one-way video interview is and how recruiters use it.
How is an asynchronous interview different from a live video interview?
Recorded screens fit the first step of hiring. Live calls fit the later rounds, where you need follow-up questions.
| Factor | Asynchronous (one-way) | Live video or phone screen |
|---|---|---|
| Scheduling | None. The candidate picks the time | Both people need a shared slot |
| Recruiter time per candidate | Only the time spent watching, often at faster playback | Full call length, plus no-shows |
| Consistency | Every candidate gets the same questions in the same order | Questions drift from call to call |
| Follow-up questions | Not possible during the interview | Easy |
| Sharing with a hiring manager | Send the recording | Pass along your notes |
| Candidate experience | Flexible, but no back-and-forth | More personal, but harder to schedule |
| Best stage | First screen, high volume, many time zones | Later rounds, senior or niche roles |
The biggest practical gain is scheduling. Suppose you are screening dozens of applicants for a warehouse role. Booking a 15-minute call with each one can eat most of a week, and some of them will not show up. With recorded answers, candidates finish on their evenings and weekends, and you review in one sitting the next morning.
How does an asynchronous video interview work, step by step?
1. Write three to five questions
Start from the must-haves in the job order. Every question should connect to something that would make you advance or reject a candidate. If a question would not change your decision, cut it. For ideas, use this list of pre-screening interview questions and what each one tells you.
2. Set the time limit, think time, and retakes
One to two minutes works for most answers. Give up to three minutes for a question that asks for a story about past work. Retakes calm nerves and usually produce a cleaner answer. Some recruiters limit retakes when they want to see quick thinking, but for most first screens, unlimited retakes are fine.
3. Send one link with a clear deadline
Three to five days is a common window. Tell candidates how many questions there are and roughly how long the interview takes. Mention that recording on a phone works fine.
4. Send reminders before the deadline
Plenty of candidates mean to finish and then forget. One or two reminders before the deadline bring many of them back. This video interview reminder schedule lays out the timing and the wording.
5. Review, rate, and share
Watch question one for every candidate, then question two, and so on. When you hear the same question answered five times in a row, the differences stand out. Rate against a rubric, then send a shortlist to the hiring manager or client.
In DeepHire, for example, candidates open one link and record in the browser with nothing to download. Two automatic reminders go out about two and three days after the invite, and interview completion runs about 97%. You can speed playback to 1.5x or 2x and compare answers question by question. The shortlist goes out as a link that hiring managers open without an account.
Asynchronous video interview examples by role
Good questions are short and tied to the job. Here are examples you can adapt.
| Role | Example question | What you are listening for |
|---|---|---|
| Warehouse associate | This role is on your feet for a full shift and includes lifting. Tell us about a job where you did similar work. | Realistic understanding of the physical demands |
| Customer service rep | Tell us about a time a customer was upset. What did you say, and how did it end? | A calm tone and ownership of the problem until it was resolved |
| Retail shift lead | A cashier calls out an hour before a busy shift. Walk us through what you do. | Practical problem solving, not just escalation |
| Account executive | Pitch us a product you use every day in under 90 seconds. | A confident, organized pitch that ends with a clear ask |
| Medical receptionist | How do you handle a full waiting room while the phone keeps ringing? | Prioritizing, courtesy under pressure |
| Remote IT support | Explain how to reset a home router to someone who has never done it. | Plain language, patience |
| Adjunct instructor | Teach us one idea from your subject in two minutes, as you would to first-year students. | A clear explanation at a pace students can follow |
A full set for a customer service role might look like this:
- Why are you interested in this role, and what do you know about us?
- Which days and hours can you work, including weekends?
- Tell us about a time a customer was upset. What did you say, and how did it end?
- What would a past manager say is your biggest strength at work?
Four questions at one to two minutes each means the candidate spends about ten minutes including setup. That is short enough to do in one sitting, on a break or after a shift.
A candidate invite you can copy
Keep the invite short and plain. Candidates should know exactly what to expect before they click.
Subject: Next step for the [Job title] role at [Company]
Hi [First name], thanks for applying. The next step is a short recorded interview with [number] questions. It takes about [minutes] minutes, and you can do it on your phone or computer at any time before [deadline]. You will see each question before you record, and you can retake your answers. Your recordings will be reviewed by [recruiter or team name]. If you need a different format or more time, reply to this email and we will work it out. Here is your link: [link]
You can also point candidates to this guide on how to prepare for a one-way video interview. Candidates who know what to expect tend to give better answers.
When should recruiters use asynchronous interviews?
They work well when:
- You are hiring at volume for hourly or entry-level roles, especially customer-facing ones.
- Candidates or hiring managers are spread across time zones.
- Candidates work shifts and cannot take a call during business hours.
- You are an agency submitting candidates to clients who want to see people before they meet them.
- Several people need to weigh in on the same candidates.
They work less well when:
- The role is senior and candidates expect a conversation from the first contact.
- You are recruiting a small pool of passive candidates who have not applied yet.
- Your candidates lack reliable internet or a device that can record. Offer a phone screen instead.
How do you review recorded answers fairly?
The format gives you consistency for free, because everyone gets identical questions. Keep that consistency through the review stage.
Write a simple scale for each question before you watch anything. For example:
| Score | What the answer sounds like |
|---|---|
| 3 | Specific example, clear outcome, directly relevant to the job |
| 2 | Relevant but general, or missing an outcome |
| 1 | Off topic, or does not answer the question |
Score on what the candidate says, not on their room, lighting, camera quality, accent, or appearance. Have each reviewer rate on their own before anyone discusses a candidate, so one strong opinion does not anchor the whole group.
Plan for accommodations. A candidate with a disability may need extra time or an audio-only option, and some will need a live call instead. Say in the invite that alternatives are available. If you use AI summaries or scores, treat them as one input and keep a person making the decision. Some places have rules about notice and consent for AI analysis of interviews, so check with your legal team before you turn those features on.
Common mistakes with asynchronous interviews
- Asking too many questions. Keep it to five or fewer, since every extra question adds time for the candidate and for you.
- Writing vague prompts like "tell us about yourself," which produce rambling answers that are hard to compare.
- Leaving out the deadline, so links sit unopened for weeks.
- Watching every video from start to finish at normal speed instead of question by question.
- Letting finished interviews sit for days. Good candidates take other offers while recordings wait in a queue.
- Not telling candidates who will watch their answers or what happens next.
If you fix only one thing, review each completed interview within a day of getting it.
Frequently asked questions
Is an asynchronous video interview the same as a one-way video interview?
Yes. Both terms describe an interview where candidates record answers to preset questions and the recruiter reviews them later. Recorded interview and pre-recorded interview are other names for the same format.
How long should an asynchronous video interview take for the candidate?
Aim for about 10 to 15 minutes in total. Three to five questions with one to three minutes per answer keeps it short enough to finish in one sitting.
Can candidates re-record their answers?
That depends on how the recruiter sets up the interview. Many recruiters allow unlimited retakes for first screens because it lowers nerves and produces clearer answers. Others limit retakes when they want to see quick thinking.
Do candidates need to download an app for a recorded video interview?
Not always. Many tools run in the browser and let candidates record on a phone or computer without installing anything. Tell candidates in the invite whether a download is needed so it does not surprise them.
Are asynchronous video interviews legal?
They are widely used, but rules on accommodations and data retention vary by location, and so do rules on AI analysis of recordings. Offer alternative formats when candidates ask, and check with your legal team before you use AI scoring.