Asynchronous video interviews: what they are, how to create them, and how to implement them

1. What is a video interview?

Asynchronous video interviews are software-based interview systems used in modern hiring processes.

They include a video interview step with custom questions to gather information about candidate skills and behaviors. Candidates authenticate and record answers at a convenient time. They can also include additional tasks, such as uploading a resume or answering screening questions.

The goal is to collect key information before an in-person interview or hiring decision.

2. Clear terms: real candidates vs. interested applicants

Since digital job boards became mainstream, applying to jobs has become easier and faster. That convenience increases volume, but not always quality for recruiters and hiring teams.

Do more applicants mean more hires? Or simply more work reviewing and rejecting low-fit profiles? This is why it helps to distinguish real candidates from generic interested applicants.

What is a real candidate? Someone who understands the role and can potentially match its requirements.

What is an interested applicant? Someone interested in finding a job, but not necessarily this specific role.

• Real candidates understand and can meet role requirements
• Interested applicants often have not read the job details or do not match requirements
• Real candidates tend to complete every stage with more effort because they are competing seriously
• Interested applicants usually complete only low-effort steps, but often avoid higher-commitment steps like video or live interviews

3. Metrics from a real hiring process

These points highlight key advantages of asynchronous video interviews.

• They are asynchronous: interviewer and candidate do not need to be available at the same time.
• They work as video resumes, offering more up-to-date and personalized data than static CVs.
• They save recruiter time and add useful friction, reducing low-intent applications.
• 94.2% of real candidates completed the process end-to-end.
• 88.7% of generic interested applicants did not complete the process.
• Companies hired 34% of candidates who completed the process with a video interview.

4. How do you create an asynchronous video interview?

You create them with video interview software: define the job context and customize open questions based on the role.

Candidates then record responses asynchronously.

• Choose a video interview platform that fits your process
• Pick the right plan; many tools offer trial or free tiers
• Customize questions around role-specific skills and behaviors
• Design questions carefully, because question quality determines the value of your evaluation signal

5. Implement video interviews in your hiring process

Most video interview tools support simple link-based integrations or standard authentication. The key is to integrate it into your hiring workflow efficiently and avoid unnecessary steps.

Companies typically source candidates through multiple acquisition channels.

Link-based implementation is usually the easiest starting point.

The baseline method is to share the interview link and ask candidates to complete it.

• Referrals
• External job boards
• Internal career pages or talent databases
• Social media
• Headhunters / talent partners
• Add it as a step during or after your first application form
• Send it in an automated follow-up email after application
• Share it in social recruiting posts
• Use QR codes in offline campaigns

6. Frequently asked questions