Screening or asynchronous interviews are indisputably one of the best ways to streamline the recruitment process. However, its effectiveness depends heavily on the questions asked. Some questions that work perfectly for live interviews cannot be used as effectively in the prerecorded format. In this guide, we will go over which types of questions are best suited for the asynchronous interview format and which questions should be avoided.
Types of video interview questions to ask
Questions targeting professional experience
Ask about previous positions and roles the candidates were employed in
It is important that you understand the exact scope of the applicants’ experience. These inquiries will help you outline the range of their capabilities.
Examples:
- What was your position or role at the previous company you worked for?
- What roles and responsibilities did you have in your previous job?
- Tell us about projects or tasks that you successfully completed in your previous position.
Questions about achievements and success in past projects
Information about a candidate's accomplishments and achievements on previous projects can help you assess their professional skills and ability to achieve their goals.
Examples:
- Tell us about the accomplishments you are especially proud of from your previous jobs.
- Can you tell us about a particular project in which you did exceptionally well?
- What skills or knowledge did you develop in your previous role?
Specific questions about skills and knowledge related to the vacancy
Some roles happen to be very demanding, knowledge- and hard-skill-wise. By asking specific questions targeting the expertise area related to the job, you can assess whether the candidate is a good fit for the role.
Examples:
- What software tools or technologies have you used in previous jobs?
- What experience do you have in [name of a specific area related to the position]?
- Can you talk about a project where you used [specific skill or knowledge important to the position]?
Video interview questions targeting motivation and ambitions
Inquire about the reasons for their interest in the position or company
To understand how motivated and interested a candidate is in the position, try to figure out their reasons for applying for the role or choosing your company.
Examples:
- What attracts you to this position/company?
- Do you think your experience and skills fit the requirements of this position?
- What aspects of working at our company are of particular interest to you?
Questions about the candidate's long-term goals and plans
Inquire about the candidate's long-term plans and goals to assess how well their ambitions match the requirements of the position and the development of the company.
Examples:
- Where do you see yourself in five years time professionally?
- What goals would you like to achieve in this position?
- How do you plan to develop your skills and competencies in the future?
Exploring the candidate's motivation and whether they fit your corporate culture
It is important to assess how well the candidate fits your corporate culture in terms of motivation and values.
Examples:
- What work values and principles are most important to you?
- How do you feel about working as part of a team?
Video interview questions targeting interpersonal skills and soft-skills
Ask about candidates’ previous experience working as part of a team.
Even if you are not currently recruiting for a team project, it is still important to understand the applicant’s capacity for teamwork. Ask if the candidate has prior experience working in a team setting and whether they are comfortable with it.
Examples:
- Describe your previous experience working in a team setting, if you have any.
- How would you adjust your working routine if project A were a team project?
Questions targeting communication and soft-skills
Soft-skills are essential for maintaining a healthy and productive working atmosphere within your company. Employees, even those who are working remotely, should be able to communicate clearly with each other to avoid hiccups in their working routine.
Examples:
- How do you prefer to communicate with colleagues?
- Imagine you left instructions for your colleague and they completely misunderstood them, causing a significant setback. How would you resolve this situation?
Candidate’s ability to handle conflict situations
Conflicts inevitably arise in the workplace; therefore, it is vital for all employees to know how to deescalate conflict situations to avoid slowing down the workflow.
Examples:
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Imagine that you had a quarrel with a colleague, and they were clearly at fault. How would you resolve this situation?
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Tell us about a conflict you had at your previous job and how you resolved it.
Types of video interview questions to avoid during asynchronous interview
Questions that go against the asynchronous format
Yes/No questions
It is best to avoid questions that set up candidates for a yes or no answer. These answers do not provide any valuable insights regarding the applicant’s actual experience or opinions.
Examples:
- Do you have experience with Program X?
- Are you willing to work as part of a team?
Questions targeting technical knowledge
Unfortunately, there is no way to make sure that candidates use their own knowledge during the recording of the interview. Therefore, asking questions that require detailed explanations or are designed to test the applicant's hard skills should be avoided.
Examples:
- Tell us how you would solve this mathematical problem.
- What tools or programming languages do you know of?
Time-pressure questions
Since candidates can redo the recording of their answers an unlimited number of times, asking questions that are designed to be answered under time pressure should be avoided.
Examples:
- Solve problem A in 3 minutes.
- Revise and rewrite part A of the code in under 10 minutes.
Questions that are not specific enough
General questions that are not relevant to the requirements of the job
Ask only the questions that are directly related to the requirements and responsibilities of the open position. General questions do not provide enough information about the applicant’s abilities and experience, wasting recording time.
Examples:
- Tell us about yourself.
- What qualities do you think are most important for a successful career?
Questions that may lead to superficial or standard answers
Some questions may come off as too broad or abstract, forcing superficial answers from candidates that do not help you gauge their actual experience and expertise.
Examples:
- Tell us about your strengths.
- Why do you think you are a good fit for this position?
Questions that do not contribute to the assessment of a candidate's professional competence
The main purpose of a screening interview is to filter out applicants who are not professionally fit for the vacancy on a basic level. Questions that are not related to their professional experience and skills should be avoided altogether.
Examples:
- What do you do in your spare time?
- What hobbies do you have?
How to formulate video interview questions correctly
The quality and fullness of the answers candidates provide during asynchronous interviews depend solely on the questions asked. These general tips will help you correctly set up questions for interviews to get the desired responses.
Be Specific and Clear in your inquiries
Ask precise questions that are easy to understand and don’t leave candidates in ambiguity. Clear wording will enable applicants to provide the most informative answers.
Examples:
- Tell us about your experience with programming language A
- Tell us how familiar you are with camera X
Use open-ended questions to encourage detailed responses
Asking open-ended questions is a good way to ensure that the candidates will provide full responses and elaborate on their points if necessary. Usually starting with the words “what”, “how” and “why” — these questions are impossible to answer with a simple “yes” or “no”.
Examples:
- How have you applied your management skills in past positions?
- What motivates you?
- What made you apply for this position?
Questions must be related to the job requirements and company goals
In order to fairly assess whether the candidate meets the role requirements and is potentially successful in their duties, you must focus your inquiries on the areas directly tied to company activities and job responsibilities
Examples:
- What experience do you have using tool A that we also use at our company?
- How do you feel your experience with similar projects will help you successfully perform the duties of this position?
Avoid biased questions
Maintain neutrality to gather objective information about applicants and avoid influencing their answers through odd wording. Don’t ask questions that may come off as intrusive or insensitive.
Examples:
- How are you able to manage projects without tool A?
- Are you planning to have kids?
Final Thoughts
The quality of responses you get during the screening process will heavily depend on the types of questions you decide to ask. If you are unsure of your understanding of which questions will be appropriate for asynchronous interviews, you can always select pre-made video interview questions from the VideoApply question bank.
