What is an On-Demand Interview? Key Features, Benefits, and Preparation Tips

Understanding On-Demand Interviews: Definition and Benefits

Understanding On-Demand Interviews

An on-demand interview, sometimes referred to as a pre-recorded or asynchronous interview, is a modern approach to candidate screening. It enables job seekers to answer interview questions at their convenience, without the need to align schedules with recruiters or hiring managers. By allowing candidates to record responses to a predefined set of questions, recruiters can review the submissions when it best fits their workflow, creating a more flexible and scalable process.

Benefits of On-Demand Interviews

• Time-Saving Aspect: One of the main advantages of on-demand interviews is the time-saving aspect. Traditional interviews can be time-consuming, with multiple rounds of interviews, travel, and preparation required. With an on-demand interview, interviewers can review the recorded responses at their own pace and convenience.
• Consistency in the Interviewing Process: On demand interviews offer greater consistency. With traditional interviews, the questions and evaluation process may vary depending on the interviewer. However, all candidates are asked the same set of questions in an on-demand interview, reducing the time spent by interviewers on preparation and allowing for consistent evaluations.
• Cost-Effective: On-demand interviews can also be more cost-effective for companies. In-person interviews can be expensive; however, on-demand interviews eliminate travel costs, making it easier for companies to screen and hire candidates.
• Candidate Convenience: Candidates can schedule the interview at a time that is convenient for them, facilitating the fitting of interviews into busy schedules and allowing preparation at their own pace.
• Control Over the Interview Process: Candidates have more control over the process. Unlike traditional interviews, where there can be a feeling of being rushed, on-demand interviews allow candidates to think through their responses before recording them.
• Faster Initial Screenings: One of the primary enhancements is the ability to conduct initial screenings faster. Recruiters can pre-record questions and invite candidates to complete them at their convenience, allowing teams to focus on evaluating candidates without being bogged down by scheduling logistics.
• Consistent Evaluation: The accessibility of on-demand interviews ensures a more standardized evaluation process. With standardized interview questions, hiring managers can compare candidates’ responses more objectively, reducing biases and ensuring fair assessment.
• Clear Instructions for Candidates: To ensure comfort, provide clear step-by-step instructions for completing the interview. Symphony Talent’s solution offers accessible technology that allows candidates to complete interviews on their time and pace, without needing special software.
• AI-Driven Insights: AI-driven insights allow recruitment teams to analyze candidate responses more accurately. This includes evaluating speech patterns and sentiments, providing deeper insights into each applicant’s potential.
• Convenience and Efficiency: On-demand interviews are convenient and efficient for companies to screen and hire candidates. They provide flexibility for both recruiters and candidates, accommodating remote candidates and allowing for greater scheduling flexibility.
• Gauging Candidate Skills: On-demand interviews enable recruiters to gauge technical prowess, communication skills, and problem-solving abilities through a structured format, ultimately leading to decreased bias.
• Diverse Talent Pools: Additional benefits include cost savings associated with remote recruiting and the ability to tap into diverse talent pools, enhancing the candidate experience through multimedia in interviews.

Key Features of On-Demand Video Interviews

On-demand video interviews have grown in popularity in recent years as employers look for more effective and adaptable methods of screening applicants.

With a faster assessment process and fewer scheduling conflicts, this strategy has many advantages for both hiring teams and candidates.

The following are the main justifications why companies choose on-demand interviews:

• 1. Time Savings
• 2. Cost Savings
• 3. Consistency and Standardization
• 4. Improved Candidate Experience
• 5. Global Reach
• 6. Enhanced Collaboration
• 7. Reduced Bias
• 8. Better Data Insights
• 9. Efficiency in Screening
• 10. Flexibility for Candidates
• 11. Global Recruitment
• 12. Automated Screening with AI
• 13. Reduced Bias in Initial Screening
• 14. Integration with Technology Platforms
• 15. Ability to Assess Soft Skills
• 16. Fast-Tracking Initial Screening
• 17. Flexible Scheduling
• 18. Elimination of Geographic Constraints

On-demand interviews enable fair evaluation of all candidates because of their consistency and standardization and use of pre-written questions.

This uniformity makes it possible to compare candidates fairly and aids in determining who is the best match for the position.

Moreover, candidates appreciate the flexibility offered by on-demand interviews.

They can complete the interview from the comfort of their own space, thus avoiding both the stress and time commitment associated with traditional interviews.

Unlike traditional interviews, on-demand interviews don’t entail live interactions with interviewers.

Instead, candidates are free to finish the interview whenever it is most convenient for them within a set amount of time.

Recruiters can review on-demand interviews as soon as candidates finish them.

An on-demand video interview is an asynchronous interviewing technique that allows candidates to record their answers to a set of predefined questions at their convenience.

This method accommodates any schedule or time zone and allows candidates to focus on their responses.

Additionally, our on-demand interview platform assesses candidates’ soft skills, motivation, proficiency, and expertise leveraging NLP and ML to analyze emotions and tone.

In summary, a streamlined hiring process is achieved as pre-recorded interviews eliminate the need for scheduling conflicts and in-person appointments, saving time and resources.

Finally, the five characteristics of interviews are:

• (1) goal-driven
• (2) question–answer
• (3) structured
• (4) controlled
• (5) unbalanced

Interviews are generally more goal-driven than other types of communication, especially those taking place between two people.

Preparation Tips for On-Demand Interviews

To help you prepare for on-demand interviews, you should:

• Spend some time on practice questions you’re given.
• Research the company and what’s involved in the job.
• Look at the company website and get an understanding of their culture and values.
• Read through any guidance notes from the recruiter and follow their instructions.
• Go through your CV or application form and prepare examples to show you have the skills and experience.
• Use the STAR method to help you structure your answers.
• Prepare some answers to common interview questions.
• Have some questions of your own ready to ask.

Before you start, you should:

• Test your microphone and make sure you know how to use the software.
• Learn how to start and end the session.
• Understand how to mute your microphone or turn off your camera.
• Know how to share your screen, as you may have to do a practical task during the interview.
• Make sure you plug in or charge your equipment and check your internet connection.
• Log in with at least half an hour to spare to ensure everything is working well.

Additionally, find a quiet space with no interruptions:

• If you live in a shared house, warn others to be quiet around the time of your interview.
• Choose a location without any distracting background.
• Ensure you have good natural light or use a lamp to enhance visibility for the interviewer.

When it comes to attire, wear smart clothes that look professional:

• Choose something plain that does not look distracting on camera.
• Avoid excessive jewellery and items that could be noisy when you move.
• Do some practice runs, record yourself, and review the recording.

Make sure you:

• Be clear when you speak.
• Avoid talking too fast.
• Pause at the end of a question to avoid talking over the interviewer due to slight delays online.
• Smile and look interested.
• Maintain good body language by sitting up straight.
• Keep good eye contact by looking at your camera rather than at the screen.

Practicing common interview questions is crucial for confidence:

• Like in an in-person interview, keep your answers clear and concise to engage the recruiter or hiring manager.

Important things to remember when using HireVue:

• Make sure to enunciate your words and avoid stuttering or long pauses.
• Be ready to answer questions as they are asked.
• Keep it natural; sounding too rehearsed can make you seem robotic and boring.

remember to check your tech, set the mood, dress for success, research the company, practice your answers, and look at the camera.

Common Questions Asked in On-Demand Interviews

Video interviews often encompass a variety of standard questions aimed at probing candidates’ qualifications, experiences, and fit for the role. From the ubiquitous ‘Tell me about yourself’ to questions about strengths, weaknesses, and problem-solving abilities, candidates must adeptly navigate these questions to convey their overall qualifications, fit, and enthusiasm for the position.

The questions you get asked will not always be the same. However, they will be similar and fall into the following 5 interview question categories:

• Ice breaker questions
• Questions about your personality
• Questions about your motivations
• Questions about your skills and abilities
• The unexpected question

Here are some common questions in on-demand interviews:

1. Tell me about yourself. This question lets the hiring manager or recruiter get an overview of your background, experience, and personality, giving them insight into how you might fit within the company culture and the role. Keep areas that overlap with your resume brief. Confirming this information is OK, but the interviewer has these details.
2. What interests you about this position? This question helps the hiring manager gauge your enthusiasm and alignment with the role and company, ensuring you’re genuinely interested in the opportunity. Being candid and sharing where your values align with the company is important.
3. What are your strengths? This question gives the hiring manager insight into what you bring to the table and how you perceive your abilities, helping them assess how well you align with the requirements of the role. This should not be a recap of your skills and accomplishments on your resume.
4. How do you see yourself applying your strengths in this role? This question allows the hiring manager to understand how you envision yourself contributing to the specific responsibilities and objectives of the role. It demonstrates your understanding of the role’s requirements and your ability to apply your strengths to meet those needs.
5. What are your weaknesses?
6. Can you describe a challenge you’ve overcome in a previous role?
7. What do you know about our company?
8. What is your ideal work environment?

Furthermore, during a video interview, you can expect to get questions about what motivates you. Here are some examples:

• What are your career goals for the next 5 years?
• How does this role align with your long-term career objectives?

Expect interviewers to ask you questions about your skills and experience. Often, it will be in the form of a behavioral-style question. They will want you to tell about when you used your abilities in a previous role. Expect questions such as:

• Tell us about a time when you overcame a significant challenge.
• Provide an example of when you had to get others to agree to implement your idea.

Here are a few additional examples of questions you might encounter:

• Why do you want to work in our company?
• Why do you feel you are the right person for this job?
• Tell us about the most remarkable project you participated in. What was your role?
• Why did you quit your previous job, or why do you want to quit it?

Comparison between On-Demand and Traditional Interviews

According to Talent Board candidate experience research, the use of live and on-demand video interviews rose by 129% in 2020. Here’s why on-demand interviews have become an essential tool for recruiting teams doing virtual hiring.

On-demand interviews are interviews done asynchronously. Recruiting teams use a virtual hiring platform to create the interview questions, then invite candidates to complete it when it is convenient for them. Unlike traditional interviews, which involve a live, face-to-face interaction, on-demand interviews allow candidates to record their responses at their own convenience.

On-demand interviews give recruiters a way to balance process efficiency with a personalized, engaging hiring experience for candidates. In addition, recruiters gain a deep level of candidate insight efficiently with on-demand interviews. In the time it takes a recruiter to consider a resume or schedule a phone screen, they can instead get richer insight by reviewing an on-demand video interview.

Furthermore, many organizations have replaced traditional phone interviews with on-demand interviews to engage candidates faster. Recruiters can invite candidates to complete an on-demand interview and receive responses the same or next day, thus cutting days or even weeks out of the hiring process and reducing candidate wait times.

For candidates, on-demand interviews’ convenience makes it easier to search for a job without taking time away from work. Moreover, on-demand interviews provide an opportunity for passive candidates to explore a company or position that interests them without committing to travel.

One of the most significant advantages of on-demand interviews for hiring managers is a substantial reduction in interviews per hire. Recruiters get insight sooner into the small yet critical details that help hiring teams decide whether candidates are a fit.

In contrast, traditional interviews, referring to one-on-one interviews, have been extensively used by companies for their hiring needs. Before the pandemic, the world had not shifted to virtual means, and traditional interviews were the standard approach to meeting hiring needs. They have yielded good results over the years and have been beneficial for organizations in many ways.

Additionally, one of the main pros of discussing virtual interviews is that they allow companies to reach an entirely new talent pool, possibly globally. Candidates from any part of the world can participate in interviews without even relocating.

Scheduling virtual interviews does not involve lengthy procedures. It saves considerable time and money, as participants can attend interviews from their homes simply using a device and an internet connection.

On-demand interviews also offer a two-way conversation between the interviewer and the candidate, allowing for direct communication. This enables the interviewer to assess the candidate’s technical skills, problem-solving abilities, and cultural fit through an interactive interface.

Furthermore, recruiters can post positions on social networks and invite candidates to self-register and complete an on-demand interview, getting them immediately into the hiring process.

An on-demand interview is a modern recruitment technique that leverages asynchronous video technology, allowing candidates to respond to pre-recorded questions at their convenience. Unlike traditional interviews that occur in real-time interactions, the on-demand format provides both candidates and employers flexibility in the hiring process. The core definition of this process involves candidates receiving a set of predefined questions through a virtual platform. They record their answers without the immediate presence of an interviewer, which accommodates various schedules, especially important for remote candidates or those with time constraints[1][2]. This method has grown in popularity due to its efficiency and the decreasing need for physical presence in interviews, particularly in the context of remote work as it simplifies logistics and reduces travel-related costs[3]. Quantifiable characteristics of on-demand interviews include aspects such as the number of questions posed (typically ranging from five to ten), the time allocated for each candidate’s responses (often between 30 seconds to 2 minutes per question), and an overall interview capability to reach a large pool of candidates simultaneously. These metrics allow organizations to evaluate a standardized set of skills while saving significant time in the recruitment cycle[4][5]. What sets on-demand interviews apart from traditional methods is their unique flexibility and efficiency. They not only enable employers to review interview responses at their convenience, allowing for thoughtful evaluation, but also afford candidates the opportunity to present themselves in a less pressure-filled environment than a live interview setting[7]. This shift toward virtual interviewing can yield a more diverse applicant pool and provide a more objective assessment process since each candidate is asked the same questions in a controlled format, further enhancing fairness in hiring decisions[8].