To run a one-way video interview, you pick the right role, write a short set of focused questions, set time limits and a deadline, send candidates a link, then review and score the recorded answers against a consistent rubric. Done well, it screens a large applicant pool fairly in a fraction of the time that live phone screens take.
Key takeaways
- Use one-way interviews for high-volume, first-round screening, not final rounds.
- Keep it to 3 to 6 focused questions with clear time limits.
- Invite candidates mobile-first (email, SMS, WhatsApp) with a simple no-login link.
- Score every candidate against the same rubric to stay fair and fast.
The 5 steps
- 1
Choose the right role
High-volume, first-round roles: support, sales, BPO, retail, graduate hiring. Keep it as a screen, not a replacement for a live final round.
- 2
Write 3 to 6 focused questions
Mix a motivation question, one or two role-specific or situational ones, and one that reveals communication. Skip anything a resume already answers.
- 3
Set time limits and a deadline
Often 30 to 60 seconds to prepare, 1 to 3 minutes to answer, and a 48 to 72 hour deadline. Limits keep answers focused and protect completion.
- 4
Invite candidates (mobile-first)
One link by email, SMS, or WhatsApp. Many complete on a phone, so a mobile-first, no-login flow matters. Set expectations up front.
- 5
Score with a rubric
Decide criteria before reviewing: communication, role fit, motivation, must-haves. Score everyone on the same scale; more than one reviewer (or AI) reduces bias.
Best practices
- Keep it short and respectful of candidates' time.
- Be transparent that the interview is recorded and how it will be used.
- Use structured questions and a rubric to reduce bias.
- Always pair a one-way screen with a live conversation for those who advance.
Completion tip: short (3 to 6 questions) + mobile-first + a friendly reminder before the deadline keeps good candidates from dropping off.
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