One-way video interviews have moved from being experimental hiring tools to becoming a standard screening method across industries. At Willo, we’ve already supported hundreds of thousands of job seekers in securing their next role by giving them the chance to showcase their personality and skills beyond the written CV.
Yet many candidates still approach this (video interview) format with the wrong mindset. They fall back on outdated strategies—treating a one-way video interview like a traditional, face-to-face conversation—when in reality, it demands an entirely different skill set.
Here’s the truth: one-way video interviews are here to stay. While they can feel impersonal at first, the right approach turns them into an opportunity for you to stand out.
Drawing on insights from hundreds of thousands of successful interviews, this guide gives you practical strategies, tips, cheatsheets, and exercises designed to help you turn your next video screening into a job offer.
But before we get into the how, let’s first understand the what: what exactly makes a one-way video interview unique and why does that matter for you?
What exactly is a one-way video interview, and why do companies use it?
A one-way video interview [or asynchronous video interview] is a pre-recorded screening method. Instead of the traditional back-and-forth with phone interviews, companies use pre-recorded video interview questions to screen a large pool of applicants quickly. This process typically unfolds through five distinct phases:
- Invitation: You receive an email inviting you to take a pre-recorded interview in a platform like Willo.
- Questions: The system displays pre-written questions—behavioral, situational, or technical—each with specific response parameters.
- Timer: Most responses require 60-second to 2-minute answers, with 30-60 seconds of preparation time.
- Recording: You capture your response in one or multiple takes, depending on platform settings.
- Review: The employer evaluates submissions using standardized interview scorecards.
Why companies use one-way video interviews
Most companies use one-way video interviews for the following five reasons:
- Efficiency at scale: Companies often receive thousands of applications for one role. Scheduling live interviews for everyone is a logistical challenge. One-way video interviews allow them to screen a massive pool quickly and consistently.
- Fairness: All candidates answer the same questions under the same exact conditions. This approach makes it easier to compare apples to apples, reducing some human biases that might creep into live conversations.
- Accessibility: Although it may feel impersonal, one-way video interviews offer flexibility and convenience. You can record at 2 AM if that's when you're most alert.
- Deeper assessment (Beyond the resume): A one-way video interview can reveal how you think, communicate, and react under pressure. It allows you to show your motivation, resilience, and coachability, personality traits that resumes cannot capture.
Most candidates view one-way interviews as obstacles. High performers recognize them as opportunities. Here's why you should embrace this format:
The advantage of one-way video interviews
It prepares you for the modern way of working
One-way video interviews reflect the reality of modern, distributed work. From virtual team meetings to presentations and async communication across time zones, your ability to effectively communicate through video interfaces directly correlates with your professional success in modern work environments.
That way, one-way video interviews are a test run for your future role. The key is not to think of it as a way to show you can answer questions. Consider one-way video interviews as a way to show you’re equipped for the new era of digital work.
It gives you a fair chance in every job application
Many candidates believe they won't get a fair chance to win a job through a one-way video interview. They wrongly assume it is inherently more biased because they can’t gauge the recruiter’s reaction and interaction in real-time. And since they have zero control over the outcome, why try at all?
This is far from the truth.
Firstly, bias exists everywhere in every interview format. Think about it:
- In-person interviews? Unconscious biases about appearance, accent, handshake, or even perceived confidence can creep in.
- Resume reviews? Names, universities, or gaps in employment can trigger biases.
Secondly, one-way video gives you more control over your performance compared to any other interview format.
- Feeling unprepared? Take a mock interview.
- Don’t like your tone of voice? Retake that question.
- Need to analyze your response before answering? Use the thinking time without worrying about an awkward, long pause.
So, you see, you can control your clarity, confidence, and professionalism. All you need to do is focus on delivering a compelling message that makes your skills and personality undeniable, regardless of who's watching.
A one-way video interview allows you to show your authentic self
You don’t need to deliver the perfect monologue to pass a one-way video interview. You also don’t have to memorize a script and avoid the ums & errs. Too much focus on these often results in stiff, unnatural responses.
Recruiters are not looking for robots. They want you to be your authentic human self.
They want to see:
- Genuine personality: Who you are, not who you think they want you to be.
- Openness and honesty: Authenticity shines through, even on a screen.
- Enthusiasm: Your passion for the role and the company.
They can easily tell when you’re not organized. Worse, recruiters can automatically tell when you’re just reading from ChatGPT. Your answers will lack depth, specific examples, and that crucial human spark.
So, if the camera ever feels like a spotlight, amplifying every perceived flaw, and making you think you need to deliver the perfect script, remember this: a one-way video interview is your chance to show your true self, your quirks, your real voice, and your flair.
Step-by-step Preparation Checklist for One-way Video Interviews
Step 1: Prepare your physical and technical environment
Think of your video recording space as your personal stage. Every element needs to be dialed in. A technical glitch is an inconvenience for you. To the recruiter, it might say you’re "unprepared."
Here's how to lock it down:
1. Choose a quiet recording space
Your dog barks. Your roommate walks in. Your phone buzzes. These natural occurrences cause instant derailment. To avoid them, find a quiet, private space with no interruptions.
- Lock the door.
- Put up a "Do Not Disturb" sign.
- Silence all notifications on all devices.
That way, you’re creating a mental preparation for yourself to avoid distractions. A focused, uninterrupted performance shows professionalism and respect for the candidate screening process.
2. Tidy your recording background
A messy bed. A stack of dirty dishes. A chaotic bookshelf. These are everyday background noises we’re used to. For interviews, they're subconscious signals about your attention to detail.
Keep your background clean, simple, and professional. A plain wall is ideal. If you have a bookshelf, make sure it's tidy. Avoid anything distracting or overly personal. That way, you’ll present a polished visual presentation that reinforces your professionalism and keeps the focus entirely on you.
3. Ensure lighting shows your best angle
Lighting can make you look tired or inspired. Professional or nonchalant. Shadows on your face make it look like you’re in a dungeon [literally].
Being a silhouette against a bright window makes it hard for the reviewer to focus on you. These are everyday lighting mistakes applicants make.
Position yourself facing a natural light source (a window). If natural light isn't available, use a soft, diffused light source in front of you (a ring light, a lamp with a lampshade). Avoid harsh overhead lights or backlighting.
A well-lit face that makes you look energetic, approachable, and confident.
4. Set your camera angle to maintain eye-to-eye connection
Looking down at your laptop camera gives the recruiter an unflattering double-chin angle. Looking off to the side makes it appear like you're not engaged.
The good thing is that you don’t need to buy expensive camera equipment here.
Elevate your laptop or monitor so the camera is at eye level. Use books, a stand, whatever it takes. And then: look directly into the camera lens, not at your own face on the screen. When you create direct eye contact with the reviewer, you foster a sense of connection and confidence, even when they are thousands of miles away.
5. Test your audio equipment
Muffled sound. Echoes. Background hum. Muffled sound, echoes, or background hum can waste your brilliant answers. Use a good-quality microphone. Your phone's earbuds often have a better mic than your laptop's built-in one. Test the audio before you start, and speak clearly and at a moderate volume.
6. Dress as you would for an in-person interview
What you wear, even if only your top half is visible, impacts your posture and confidence. Dress as you would for an in-person interview. Solid colors usually work best; avoid busy patterns that can be distracting on camera. The proper dressing translates into a more confident and poised delivery.
7. Minimize digital distractions
Notifications are popping up. Unnecessary browser tabs are distracting you. These distractions will break your flow and even overwork your PC or mobile device's bandwidth while recording a video interview.
Before you begin, close all unnecessary applications and browser tabs. Put your phone on silent and out of reach. Ensure your internet connection is stable.
Step 2: Prepare what to say & how to say it
Technical mastery is half the battle. The other half is knowing precisely what to say, how to say it, and how to make it memorable. You must have a framework that allows your authentic self to shine.
1. Research the company and the role
When you don’t research the company thoroughly, you’ll provide generic answers. You might come across as one of those applicants who have applied to 50 companies and don't care which one responds.
To avoid this, explore the company’s website thoroughly. Study the job description closely and identify keywords and recurring themes. Rewrite the role’s responsibilities to mentally highlight which ones resonate with you the most and how they contribute to the company’s overall goals.
It’s tough, but this approach ensures your answers show you’ve done your homework and are genuinely interested in the role. It’s what talent professionals like Artimese look for. Listen to the full interview on this episode of Looks Good on Paper.
2. Deconstruct the question before responding
Rambling or going off-topic can make your answers less effective and cause you to run out of time. To stay on track, carefully read or listen to each prompt and take a moment to understand precisely what the question is asking.
Note the time limit and use any available preparation time to jot down 2–3 bullet points that outline your key points. If the platform allows re-recording, use it not just to correct mistakes, but also to refine your delivery. This approach helps you craft concise, focused answers that directly address the question and stay within the given time limit.
3. Use the STAR method to structure your answer
One of the most common pitfalls in interviews is giving vague answers without clear examples. For behavioral questions like “Tell me about a time you...,” structure your response using the STAR method:
- Situation: Set the context briefly.
- Task: Explain your responsibility or objective.
- Action: Describe the specific steps you took.
- Result: Share the positive outcome, ideally with measurable results (e.g., metrics, percentages).
This structure ensures that your stories are well-organized, impactful, and demonstrate your competencies with clear, tangible evidence.
4. Tailor every answer to the role
Recycling the same answer for every job application can seriously undercut your chances. Instead, tailor your responses to align with the requirements outlined in the job description and the company’s values. Mirror their language when appropriate to signal alignment. This tells the interviewer that you’re not only a qualified candidate but also a great fit for their specific needs.
5. Show motivation and growth potential
It’s easy to overly focus on past achievements, but that can come off as backward-looking or even disinterested. While hiring managers want to see that you have the right skill set, they also want to rest assured you have the motivation and potential to add long-term value to their team.
When answering questions, demonstrate that you’re excited to learn, grow, and contribute. If you lack direct experience, emphasize your interpersonal skills and ability to adapt quickly to new situations.
For example, if you're applying for a project management role but your background is in teaching, you might say:
Step 3: Seize attention through non-verbal communication
In a one-way video interview, your non-verbal cues carry even more weight. The camera picks up everything. This is where you can truly differentiate yourself from the masses. Your chance to stand out with your composure, not just words.
Here's how to master your on-screen presence:
1. Maintain an upright body posture
Confident body language communicates professionalism and enthusiasm, even before you say a word. Avoid slouching, fidgeting, or sitting too stiffly, as these can signal nervousness or disinterest. Sit upright with your shoulders back, use natural hand gestures within the camera frame, and lean slightly forward to show engagement.
2. Show genuine enthusiasm with facial expressions
You want to appear approachable, passionate, and genuinely in the role, not disengaged and unwelcoming. A blank stare or forced smile can make you seem disengaged. Instead, smile naturally when appropriate and let your facial expressions reflect the emotion in your story. Make eye contact by looking directly into the camera lens.
3. Speak at a comfortable pace
Speaking too fast can signal nerves, while speaking too slowly can sound like boredom. Maintain a moderate, conversational pace, and vary your tone and pitch to keep your answers engaging. You can even pause briefly before each answer to gather your thoughts. A well-paced and expressive delivery makes your message easy to follow, demonstrating strong communication skills.
Step 4: Create a post-interview follow-up plan.
Your engagement with the company continues even after the recording stops. Most candidates ignore this stage. This is your chance to stand out by being proactive and professional after the recording.
Here's how to nail your post-interview strategy:
1. Send a thoughtful thank-you email
Draft and send a concise, professional thank-you email within 24 hours of completing your video interview. Address it to the recruiter or hiring manager who sent the invitation. This reinforces your professionalism, reiterates your interest, and leaves a lasting positive impression, showing you're truly invested.
If I were the recruiter, I’d seriously look forward to reviewing your submission from there on.
2. Briefly reiterate your key qualifications
In your thank-you email, briefly (1-2 sentences) reiterate a key skill, experience, or a specific point from one of your video answers that directly relates to the role's requirements.
For example:
Why do this?
It’s simple: Your strongest points might get lost in a stack of video submissions, especially if they're reviewing many candidates. This keeps your most relevant qualifications top-of-mind for the reviewer and subtly reminds them of your strong performance.
3. Ask thoughtful questions (If not covered)
One-way interviews don't allow for real-time questions, leaving you with unanswered curiosities. Use your thank-you email as a strategic opportunity to ask 1-2 insightful questions about the role, the team, or the company culture that weren't covered in the video prompts.
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For example:
You can even send these questions as a separate follow-up email or LinkedIn DM.
This demonstrates continued engagement, critical thinking, and a genuine interest in assessing if the company is the right fit for you. This approach also subtly shifts the dynamic from one-way interaction to a two-way engagement.
4. Inquire about the next step, and be patient
Anxiety about when you'll hear back can lead to excessive, impatient follow-ups.
If the timeline for next steps wasn't provided in the initial invitation, you can politely inquire about it in your thank-you email. Once you've sent your follow-up, practice patience and trust the process. Avoid sending multiple emails unless a significant amount of time has passed beyond the stated timeline.
While this approach is a stress management tactic, it also ensures you maintain a professional demeanor throughout the waiting period. No one wants to hire an overzealous applicant.
Tips to answer any type of one-way video interview question
In a one-way interview, you don't get to read the interviewer's body language. You can't ask for clarification mid-sentence. Every word counts. Every pause matters. This is where your preparation pays off, big time.
Think of these questions not as obstacles, but as opportunities to tell your story, showcase your skills, and prove you're the exact person they need.
Here’s a breakdown of the common question types you'll face and how to absolutely crush them:
A. Behavioral questions
These are the "tell me about a time when..." questions. They're designed to understand your past behavior as a predictor of future performance. For these questions, the STAR method is your non-negotiable framework.
Many applicants fail these questions because they provide vague answers that sound more like rambling than concrete evidence of skills.
Here’s how to overcome them using the STAR method (Practice these until they become second nature).
"Tell me about a time you faced a significant challenge and how you overcame it."
- Situation: Briefly set the scene. ("In my previous role as a Project Manager at XYZ Corp, we were tasked with launching a new software feature on a tight deadline, but a key developer unexpectedly left the team.")
- Task: Describe your responsibility. ("My task was to reallocate resources and ensure the project stayed on track without compromising quality or missing the launch date.")
- Action: Explain the specific steps you took. ("I immediately assessed the remaining workload, identified critical path items, and proactively cross-trained two junior developers on the feature. I also implemented daily stand-ups to ensure clear communication and rapid problem-solving.")
- Result: Quantify the positive outcome. ("As a result, we successfully launched the feature on time, within budget, and it led to a 15% increase in user engagement within the first month.")
"Describe a situation where you had to work with a difficult team member."
- Situation: ("During a cross-functional marketing campaign, I was collaborating with a colleague who consistently missed deadlines, impacting our overall progress.")
- Task: ("My goal was to ensure the project stayed on schedule while maintaining a positive team dynamic.")
- Action: ("I scheduled a private, one-on-one conversation with them to understand their challenges. It turned out they were overwhelmed with other projects. I offered to help prioritize their tasks and suggested breaking down their deliverables into smaller, more manageable chunks.")
- Result: ("This approach not only helped them meet their deadlines, but it also improved our working relationship, and the campaign was completed successfully, exceeding our lead generation targets by 10%.")
"Give an example of a time you failed and what you learned."
- Situation: ("Early in my career, I was leading a small content project and underestimated the time required for client revisions.")
- Task: ("My task was to deliver the final content by the agreed-upon deadline.")
- Action: ("I realized we were falling behind. Instead of panicking, I immediately communicated the potential delay to the client, explained the reason, and proposed an updated timeline with daily progress updates. Internally, I adjusted our workflow to incorporate more buffer time for future revisions.")
- Result: ("While the project was delivered two days late, the client appreciated the proactive communication, and we maintained a strong relationship. More importantly, I learned the critical importance of building realistic timelines and transparent communication, which has since prevented similar issues in all my subsequent projects.")
B. Motivational questions
These questions gauge your enthusiasm, alignment with the company, and understanding of the role. You have to show the recruiter you want this!
"Why are you interested in this position/company?"
This is where your research shines.
And don’t make the mistake of thinking that because you’ve researched the company, you’ll automatically ace these questions. You might end up providing answers that sound like you copied and pasted from a template if you don’t deliberately take the time to document how you’ll answer this question.
You must answer in a way that directly connects your skills and passions to the company's mission, values, or recent projects.
Example:
That way, what the recruiter hears is a genuine, informed interest, not just a desire for any job.
"What do you know about our company?"
Instead of a superficial answer that sounds like you just skimmed the homepage, go deeper. Mention recent news, their market position, their unique culture, or a specific product/service you admire.
Example:
Phrasing your answer that way proves you're a serious candidate who invests time in understanding your potential employer.
"What are your career goals?"
Avoid describing goals that don’t align with the role or company. Or worse, goals that sound too ambitious. Instead, connect your short-term goals to the position. Show how this role is a logical next step in your development and how your professional growth will benefit the company.
Example answer:
As a recruiter, this answer shows your foresight, ambition, and a clear path that includes the company.
C. Strengths & weaknesses
These are the classic self-awareness tests. They are tricky, but you can ace them.
"What are your greatest strengths?"
Most applicants list generic traits without evidence— wrong approach.
What should you do?
Choose 1-2 strengths that are directly relevant to the job description. Provide a brief example or context.
Example:
The trick is to connect your strengths directly to the company’s needs, making them immediately valuable.
"What do you consider your greatest weakness?"
Don’t say you’re perfect. Don’t mention a critical flaw either.
Instead, choose a real weakness that you are actively working to improve. Frame it positively by focusing on your efforts to overcome it.
Example:
That way, you’ll demonstrate self-awareness, honesty, and a commitment to continuous improvement. Those are highly valued traits.
D. Situational/Hypothetical questions
These questions put you in a hypothetical scenario to see your thought process and decision-making skills. They are designed to test your problem-solving mind.
"How would you handle a demanding client/scenario?"
Don’t panic. Pause and reflect on the scenario.
Otherwise, you’d blurt out a generic and unhelpful answer before you know it.
Outline a clear, logical process that shows understanding, communication, and resolution.
Example:
Like I said, these questions are designed to test your approach to the problem. Ensure your answer demonstrates your ability to remain calm and level under pressure.
E. Unique/random questions
Some companies like to throw curveballs to see how you think on your feet. For instance, a recruiter might ask:
"Tell me something about yourself that isn't on your resume."
Avoid the urge to go off-script and completely loosen up.
Even if you’re going to crack a joke or share a funny fact about yourself, ensure your end goal is to show personality and a unique skill or passion that might be relevant to company culture or a soft skill.
Example:
The goal is to come across as a memorable and more well-rounded individual.
Actionable Tip: Don't just read these. Record yourself answering them. Watch your playback. Critique your content, your delivery, and your non-verbals. This is where the magic happens.
Use the practice tool in the next section to prepare yourself.
Test your readiness. Practice one-way video interviews with Willo
Willo offers a fantastic opportunity to simulate the one-way video interview experience. Our free video CV generator allows you to practice your answers, refine your delivery, and get comfortable speaking to the camera in a low-stakes environment.
You've learned the strategies; now put them into action. Practice and create a professional video CV now. Click, practice with a sample question to begin.
