Asynchronous Video Interview

Four to six, with a stated limit of one to two minutes per answer. That keeps total candidate effort around fifteen minutes and total review time manageable. Longer sets raise abandonment sharply and produce recordings nobody finishes watching. Choose questions that reward a considered spoken answer rather than ones a candidate would answer identically in writing.

Yes, at least one per question. Retakes cost you almost nothing and remove a chunk of the anxiety that makes the format unpopular, and a first attempt derailed by a doorbell tells you nothing useful. Unlimited retakes push candidates into over-rehearsing, so a small fixed number works best. State the policy on the invitation, not after somebody has started.

For high-volume roles, often yes. For anything where the candidate needs selling, no. A phone screen is two-way: the recruiter answers questions about the role, gauges motivation and keeps a strong candidate warm. A recording does none of that. Teams that swap the phone screen out at senior levels usually find strong candidates simply stop responding.

It depends entirely on what the model evaluates and how it was validated. Systems scoring the content of answers against job-related criteria are more defensible than ones inferring traits from facial expression or tone, which several regulators have scrutinised. Ask any vendor for documentation of validation and bias testing, disclose the use to candidates, and keep a human decision maker involved.