What On Earth Is An Asynchronous Interview?

If you’re a job seeker or part of a hiring team today, chances are you’ve already encountered an asynchronous interview or at least heard the term floating around. But what exactly does it mean, and why are so many organizations adopting this approach?

In short, an asynchronous interview is a type of interview conducted without both parties being present at the same time. Instead of live, back-and-forth conversations, candidates record their responses to pre-set questions using a digital platform. Employers can then review those video recordings at their convenience, enabling more flexible and efficient evaluation.

This article unpacks everything about asynchronous video interviews—how they work, their role in the modern hiring process, the tools behind them, and the potential advantages and drawbacks for both employers and job seekers.

What is an asynchronous interview?

An asynchronous interview, sometimes called an async interview, is a method where candidates record responses to interview questions through a video interview platform. Instead of a recruiter asking questions in real time, the employer sets them up in advance.

Candidates then log in, usually on their own time, and use their webcam or phone to submit answers. These are sometimes called video responses, video interview submissions, or video answers, depending on the system. Employers, meanwhile, can review the recordings later, replay them, and even share them with colleagues.

This type of interview differs from in-person interviews, phone interviews, and live interviews, where the interaction is synchronous—that is, both candidate and recruiter are present at the same time. By contrast, asynchronous interviews work by removing scheduling conflicts and allowing both sides to participate when convenient.

Asynchronous video interviews vs. traditional approaches

To fully grasp the concept, it’s helpful to compare it against traditional interviews. Historically, companies relied on traditional hiring methods like in-person meetings or phone calls to evaluate candidates. These synchronous approaches offered real-time interaction but created rigid scheduling challenges.

The traditional interview process often meant recruiters spent hours coordinating calendars, managing scheduling conflicts, and blocking out days for interview candidates who might not even be the right fit. Similarly, traditional screening methods required phone calls or in person interviews that were time-intensive.

By contrast, asynchronous video interview platforms streamline this phase. Employers can screen multiple candidates at once, making the screening process far more scalable. This shift is particularly valuable in high volume hiring, where organizations need to handle dozens—or even hundreds—of applicants quickly.

How asynchronous interviews work

Let’s walk step by step through the asynchronous interview process:

1. Set up interview questions: Recruiters or hiring managers load pre-determined prompts into a video interview software. They might tailor interview questions for specific roles, looking for technical knowledge, communication skills, or body language cues.
2. Invite candidates: The system sends an email link or dashboard access to invite candidates. Candidates receive clear instructions on how to use the tool and whether practice sessions are available.
3. Candidates record responses: Applicants log in at their convenience, on their own time, and record short video clips. In some cases, candidates can re-record; in others, they must submit the first attempt, simulating pressure similar to in-person or live interviews.
4. Evaluation process: Once candidates record responses, the employer can review, replay, or share them with the broader hiring teams. This creates an objective assessment framework since every applicant answers the exact same prompts.
5. Informed hiring decisions: Finally, the evaluation process culminates in better-informed judgments. Recruiters can benchmark performance, compare candidate answers, and identify qualified candidates for the next stage.

Types of asynchronous interviews

Several forms exist under the asynchronous umbrella:

• Asynchronous video interviews: The most common form, involving structured questions and video recording.
• Pre-recorded video interviews: Another term emphasizing that candidates create videos in advance rather than attending live.
• Async video interviews: A shorter label, often used by HR professionals.
• One-way video interviews: Platforms where candidates respond to fixed prompts without dialogue. Many one way interview platforms now dominate early recruitment stages.

No matter what they’re called, the core principle remains the same: candidates respond individually, and employers review later.

The Tools: Interview platforms and software

Behind the rise of async interviews lies an explosion of interview platforms, each designed to support asynchronous video interview platforms. These systems provide employers with tools to:

• Upload pre-set questions.
• Enable candidates to submit answers using webcams or phones.
• Store video recordings securely.
• Support features like video intros feature, where applicants record a quick intro video to showcase their personality.

Popular video interview software vendors also integrate with applicant tracking systems, ensuring a custom candidate pipeline where recruiters can seamlessly screen candidates. This reduces time spent on the initial screening process and helps screen multiple candidates quickly.

Benefits of asynchronous interviews

When evaluating the benefits of asynchronous approaches, both employers and candidates gain in different ways.

For employers

• Efficiency in screening process: HR can handle how many candidates in less time than ever before.
• Scalability in high volume hiring: Ideal for retail, hospitality, or call centers managing hundreds of applicants.
• More inclusive hiring process: Removes barriers like geography or time zones, making the candidate pool wider.
• Consistent candidate responses: Since every applicant gets the same questions, companies achieve an objective assessment.

For candidates

• Flexibility to record on your own time: No more juggling work schedules or scheduling conflicts.
• Better candidate experience: Stress is reduced when candidates can prepare in advance.
• Opportunity to re-record video responses: Depending on the platform, some applicants can fine-tune their communication style.
• Candidate satisfaction and candidate feedback: Surveys show many applicants prefer async formats if platforms remain user-friendly.

Challenges and criticisms

Of course, asynchronous interviewing is not without drawbacks. Critics argue that:

• Lack of real-time interaction means recruiters miss live cues from synchronous interviews.
• Some job seekers feel uncomfortable speaking to a camera without feedback.
• Technical glitches on video interview platforms may frustrate applicants.
• Over-standardization risks treating candidates like numbers rather than humans.

For these reasons, many companies still balance one-way interviews with live video interviews or even in-person interviews later in the funnel.

Best practices for effective asynchronous interviews

To design effective asynchronous interviews, employers should:

1. Clearly explain the process so interview candidates know what to expect.
2. Encourage rehearsal before candidates record real responses.
3. Ask concise, role-relevant interview questions to encourage authentic candidate answers.
4. Use prompts that reveal both communication style and communication skills.
5. Combine async methods with traditional interviews for holistic insights.
6. Provide opportunities for candidate feedback after the interview.

When done correctly, async formats can balance efficiency with fairness, enabling better hiring decisions.

Real-world applications

Industries adopting async approaches include:

• High-volume hiring in retail, seasonal staffing, and customer service.
• Tech firms evaluating multiple candidates globally.
• Universities and fellowship programs where committees must complete interviews across large candidate pools.

In each case, asynchronous video technology reduces friction, widens reach, and accelerates the recruitment process.

The future of hiring: Blended models

Looking ahead, it’s unlikely that async formats will replace all traditional interviews. Instead, blended models will dominate. Many employers will use async tools for the initial screening process and then bring shortlisted qualified candidates into live interviews or in person interviews.

This hybrid approach ensures efficiency while preserving the human touch. By adopting both methods, organizations can maintain fairness, achieve informed hiring decisions, and deliver a better candidate experience overall.

Why this matters

So, what on earth is an asynchronous interview? It’s not just a buzzword—it’s a sign of how recruitment is evolving. By enabling candidates record answers on their own time, and allowing hiring managers and hiring teams to review later, async formats solve real problems in modern hiring.

While not a perfect replacement for human connection, they represent an important tool in the recruiter’s toolkit. For job seekers, understanding these systems will become as essential as preparing for phone interviews or in person interviews.

Most importantly, when used with care, async methods support a more inclusive hiring process, improve efficiency, and ultimately help organizations identify qualified candidates more effectively than ever before.