Organizational Wellness

How to Conduct One Way Interviews (Including 37 Example Questions)

Apr 23, 2024
Last Updated Apr 23, 2024

Hiring managers are always looking for new ways to find the right talents for job openings. The better your hiring methods, the more likely you attract and keep top candidates — a recipe for a stronger organization overall.

One recent change in the hiring process is a rise in one-way interviews. With the pandemic shaking things up and technology advancing by leaps and bounds, this interview style is gaining serious traction. Between 2020 and 2022, the use of one-way interviews grew by 30%, according to a recruiting survey by the MBA Career Services & Employer Alliance.

So, what is this interview style, and why is it so popular among leading companies? Let’s explore what one-way interviews are and how you can use them in your hiring process. 


What Are One-Way Interviews?

Candidates complete one-way interviews, also known as asynchronous interviews, independently. Instead of talking to an HR rep or hiring manager, they pre-record themselves answering interview questions. Hiring teams can then review the tapes to get a sense of each candidate’s personality and skills. You can assess the candidates at your leisure rather than schedule one-on-one meetings. 

The result is a streamlined and more convenient interview process for both organizations and job seekers. Major companies like Coca-Cola, Chick-fil-A, and the PGA Tour have begun to use one-way interviews in their hiring process.  

Pros and Cons of One-Way Interviews

Just like any tool in your hiring toolbox, one-way interviews come with their fair share of pros and cons. It's all about finding the perfect fit for your organization's needs.

Let’s take a closer look at what these solo-style interviews bring to the table to decide if they match your hiring strategy.


  • Avoid scheduling conflicts: Candidates record one-way interviews on their own time, and you have the freedom to review them whenever it fits into your busy schedule. You don’t have to worry about aligning everyone's calendars.
  • Expand talent pool: With one-way interviews, you’re not confined to just the local talent scene or time zone restrictions. You can cast your net far and wide, effectively connecting with candidates worldwide.
  • Cut hiring costs: Your hiring team can breeze through one-way interviews much quicker than traditional interviews, saving you precious time and money.  


  • No back-and-forth: In a one-way interview, the candidate doesn’t get to ask questions and vet the organization. There's no dialogue, which might prevent you from getting to know candidates on a deeper level. 
  • Unappealing to some candidates: A portion of your applicants may not like one-way interviews. They might find the method provides a poor candidate experience, or think the digital tools are challenging to navigate. As a result, they might pass on the opportunity you offer.

How to Conduct and Evaluate a One-Way Interview

So, you've weighed the pros and cons and decided to use one-way interviews in your hiring process. What's next? 

Now, it's time to lay the groundwork for successful interviews. For example, it’s a good idea to give candidates a heads-up in your job description that there will be an async interview so everyone's on the same page!

Here are some additional tips on setting up and executing effective one-way interviews. 

Choose Your Software

A good first step is to decide how you’ll conduct your asynchronous interviews. There are plenty of third-party software options available, so weigh your options carefully. Go through some trial runs to make sure everything works properly on both sides. The last thing you need is to deal with technical glitches during an interview. 

Decide How to Deliver Your Questions

You have a couple of options for sharing your interview questions with candidates. For instance, you can ask the candidates to read the questions or share a video of someone reading them. Letting someone from your team read the questions also helps put a human face on your company. This adds a personal touch to the interview, helping candidates feel more at ease.

Set a Clear Deadline

One perk of one-way interviews is that job seekers can complete them at their convenience. But, as much as you want to give them all the time in the world, you've got to keep things moving. If you have to wait too long to receive responses, that might throw off your hiring timeline.

Decide on a strict deadline for submitting the interview video. Try to give the candidates enough time to prep and practice, but avoid long delays. A week can be plenty of time for interested candidates to complete the interview

Establish Criteria for Evaluating Responses

Before you watch any of the interviews, consider what you hope to see. Make a list of criteria to assess the candidate's responses effectively — this can help you remain objective. 

Then, assess the candidates just like you would in a regular interview. Evaluate their communication skills, personality, cultural fit, and other proficiencies relevant to the job. 

Use the videos to find candidates who resonate with your brand values. Don’t worry if you can’t pick one to fill the position yet — you can contact your top picks and schedule a follow-up two-way interview to dig deeper. 

One-Way Interview Best Practices

Running one-way interviews is very different from conducting traditional, conversational ones. It's a whole different ball game. You may need to tweak your approach a bit to get the desired outcomes. Consider applying these best practices:

  • Keep it simple: Most people probably don't want to record themselves speaking for hours, and you probably don't have time to watch all that, anyway. Ideally, one-way interviews can be straightforward and take less than an hour to complete.
  • Collaborate: Your HR team and the managers who will be in charge of the new hires can work together to create the one-way interview. 
  • Ask for feedback from candidates: Candidates who complete your one-way interview can offer valuable insights to help you improve the process, so feel free to ask for their thoughts. 

37 Effective One-Way Interview Questions You Can Steal

When crafting your one-way interview, opt for questions that prompt candidates to provide detailed, insightful answers. Save questions that could potentially spark a dialogue for two-way interviews down the line. 

Below are sample questions and prompts you may want to include in your asynchronous interview.


General Interview Questions

Kick things off with some good old-fashioned interview questions to get to know the candidate better.

  • Tell us a bit about you.
  • What attracted you to apply for this position?
  • What are your strengths and weaknesses?
  • How do you handle challenges or difficult situations?
  • How do you deal with stress?
  • In what type of work environment do you thrive?
  • Where do you see yourself five years from now?
  • What motivates you?

Technical and Position-Based Questions

After covering the basics, pose interview questions that are more specific to the role and the candidate’s experience. 

  • Why should we hire you for this role?
  • What experiences have prepared you for this role?
  • What are your responsibilities in your current role?
  • What compensation are you expecting for this role?
  • What is your approach to management?

Cultural Add and Values Alignment

  • What values are most important to you in a workplace?
  • Can you describe a past work environment where you thrived? What made it a good fit for you?
  • How do you align your personal values with the company's mission and values?
  • Describe how you would handle a situation where your values conflicted with a company directive.
  • What motivates you to perform well at work?

Work Ethic Questions

  • Describe a project where you went above and beyond the required tasks.
  • How do you prioritize your tasks when you have multiple deadlines?
  • Tell us about a time when you had to learn a new skill to complete a job task. How did you approach it?
  • What strategies do you use to maintain productivity during challenging times?
  • How do you ensure accountability in remote or independent work environments?

Problem-Solving and Adaptability Questions

  • Describe a situation where you faced a significant problem at work. How did you solve it?
  • How do you handle unexpected changes to project deadlines or requirements?
  • What steps do you take when you encounter a problem you cannot solve on your own?
  • Describe a professional setback you faced. How did you overcome it?

Communication & Team Collaboration Questions

  • Give an example of how you handled a conflict with a coworker or manager.
  • Describe a situation where you had to explain complex information to a non-expert.
  • How do you ensure clear communication with team members in a remote setting?
  • What role do you usually take in team projects?
  • Can you share an experience where effective communication led to a positive outcome?

Leadership and Growth Potential Questions

  • Describe your leadership style. Can you give an example of a successful leadership experience?
  • How do you encourage and motivate your team?
  • What qualities do you think are most important in a leader?
  • Discuss a time when you had to lead a project with limited resources.
  • How do you handle constructive feedback, and how do you use it to grow professionally?

Tailor your interview questions to your company values and expectations. For example, if you value a positive workplace culture for employee and organizational wellness — and who doesn't, right? — ask candidates to talk about a time when they contributed to team cohesion or handled conflict resolution. 

Attract Top Employees With Wellness Benefits

One-way interviews are a great way to sort through candidates while avoiding the typical scheduling headaches. Be upfront about your expectations and keep the interview simple. 

If you’re struggling to attract top talent, examine your hiring process and the benefits you offer. A robust employee wellness benefits program may encourage more qualified candidates to apply for positions at your company. As revealed in Wellub's State of Work-Life Wellness 2024 report, 93% of employees believe their wellbeing is as important as salary!

Wellhub can help you upgrade your hiring process by providing a wellness incentives program. Speak with a Wellbeing Specialist today to learn more about the benefits of working with Wellhub.

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Wellhub Editorial Team

The Wellhub Editorial Team empowers HR leaders to support worker wellbeing. Our original research, trend analyses, and helpful how-tos provide the tools they need to improve workforce wellness in today's fast-shifting professional landscape.


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