Video vs. Phone Interviews: Which Has a Better Candidate Experience?

March 15, 2022
Devyn Mikell
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Creating a positive candidate experience is crucial to finding and retaining top talent. That is why many companies are looking to one-way video and one-way phone interviews to upgrade their interview processes. Both methods of asynchronous interviews have their pros and cons, but which self-guided interview method provides the best candidate experience? 

One-way video interviews allow you to see a candidate. While one-way phone interviews offer more flexibility and consistency. Audio-based on-demand interviews (which is another name for one-way phone interviews or asynchronous phone interviews) offer immediate flexibility in your interview process by shortening your phone screening time by a week. 

Making a fast hire is only a tiny part of crafting a better candidate experience. Understanding what candidates want is crucial to improving your hiring process. Consider each aspect of the interview experience is impacted by asynchronous video and phone interviews. 

👯 Human Connection 

One-way interviews can feel impersonal to a recruiter who has never used them in their hiring cycle. After all, how can responding to a recording match a two-way conversation? One-way interviews can check the boxes of a two-way interview while creating a better candidate experience. 

  •  Recruiters can record their questions in your brand’s style and voice
  • Candidates can hear an actual human's voice
  • Candidates know their responses will be reviewed by a real person
  • Candidates can complete their interview any time they want  
Both one-way video interviews and one-way phone interviews help recruits keep the human touch high-volume hiring.

Most candidates prefer the experience of an asynchronous interview and appreciate the effort recruiters put into their questions. 

Just to complete a video interview, candidates need to: 

  • Dress up
  • Have sufficient camera quality
  • Present in front of a nice video background
  • Have uninterrupted fast internet

In contrast, a one-way phone interview can meet a candidate where they are.

With one-way phone interviews, candidates can focus on their skills, accomplishments, and why they are the best fit for your role without technological or geographical constraints.

Automated phone interviews can take asynchronous interviewing a step further.

🏌️ Consistency

Consistency is critical in both the candidate and recruiter experience. In asynchronous video and phone interviews, recruiters use the exact same questions for each candidate. This gives each candidate the same opportunity and improves the candidate experience across the board. 

A consistent interview process proactively improves the candidate experience. In synchronous interviews, recruiters are often conducting interviews back-to-back. These interviews inevitably affect the employer's mood, nerves, or stress to complete the interview process. If a candidate can sense a negative attitude, it can damper their experience. A consistent experience prevents these variables from affecting the interview.

One-way video and phone interviews both allow pre-recorded questions, but one-way phone interviews take consistency a step further. Consistent audio-based interviews help mitigate bias in the hiring process.

By not seeing a candidate or even their video background, recruiters can only focus on a candidate’s answers and qualifications. Automated phone interviews help recruiters be more objective while improving the candidate experience. 

🤸 Flexibility 

The back-and-forth of interview scheduling is quickly becoming less appealing to candidates. Providing more flexibility with on-demand video or phone interviews can significantly improve the candidate's experience. No longer do both parties have to schedule around each other and find a time to meet. Instead, a candidate can conduct their self-guided interview whenever it's convenient for them. A recruiter can listen to their responses when it works best for them. 

LinkedIn found that candidate engagement increases by 35% when a job post mentions flexibility. In this stressful job market, job hunters don’t want to go through another strenuous interview process only to find out they didn’t get the job. The flexibility of asynchronous interviews is much more appealing to candidates, improving their experience and widening your candidate pool. 

One-way phone interviews are self-guided, making them widely accessible to candidates. One-way phone interviews make the candidate experience more accessible to those with a tight schedule, a disability, neurodivergencies, or even interview anxiety. Candidates appreciate an accessible interview process and notice how your company prioritizes a positive candidate experience for everyone. 

A flexible interview process not only shows your dedication to accessibility, it shows that you respect a candidate's life outside of work. Asynchronous interviews demonstrate that you won’t make a candidate block out a chunk of their schedule for you. More and more candidates are prioritizing a healthy work-life balance. They will appreciate your consideration of their personal life and schedule. 

🏗 Use the Right Hiring Tools

For the best candidate experience, you need the best hiring tools. Qualifi will upgrade your hiring process with one-way phone interviews. Recruiters can easily record their questions, and Qualifi can invite hundreds of candidates simultaneously. Then, candidates can provide their responses on their own schedule. 

Qualifi makes it easy for recruiters to record their questions and keep the human touch in an automated hiring process. With Qualifi, candidates are promised a quality experience, and recruiters can view their candidates objectively. 

An automated phone interview with Qualifi can be conducted anytime and anywhere. This allows candidates to have more flexibility while remaining authentic in their interviews. Because Qualifi gets rid of the scheduling process, it immensely shortens your interview timeline. 

See how gener8tor used Qualifi to craft a better candidate experience


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