In the fast-paced world of recruitment, technology has transformed the hiring process, in many ways for the better. However, one-way online interviews (where candidates record their answers to pre-set questions) have become increasingly popular and while these interviews may seem convenient for some, here at Bridgewater we believe they are far from ideal for graduate recruitment.
Let’s take a look at a few reasons why:
Graduates are at the beginning of their careers and often have limited interview experience. A one-way interview eliminates the opportunity for natural conversation, follow-up questions, and rapport-building, all of which are crucial in assessing a candidate’s potential. Without human interaction, candidates can struggle to showcase their personality, communication skills, and ability to think on their feet.
Job interviews can be nerve-wracking at the best of times, but the impersonal nature of one-way interviews can amplify anxiety. Graduates may feel pressured by time constraints, experience technical difficulties, or struggle to deliver a confident response without real-time feedback. This can result in strong candidates underperforming simply due to the unnatural format.
Soft skills such as adaptability, teamwork, and problem-solving are essential for graduate roles. Traditional interviews allow recruiters to probe deeper and see how candidates respond to different scenarios. In contrast, one-way interviews provide only rehearsed, rigid responses that don’t fully reflect a candidate’s true capabilities or how they might engage in a professional setting.
The graduate job market is competitive, and top talent often has multiple opportunities to choose from. One-way interviews can feel cold and impersonal, leaving candidates disengaged and less likely to accept a role even if they progress. A more engaging, two-way process shows that a company values its candidates and is willing to invest time in them from the start.
Interviews are a two-way process. While recruiters assess candidates, candidates are also evaluating potential employers. A one-way interview removes the chance for candidates to ask questions, understand company culture, and get a feel for what working at the company might be like. This can weaken employer branding and make it harder to attract top graduates.
Without real-time interaction, recruiters may judge candidates solely on their recorded responses, potentially overlooking factors like enthusiasm, adaptability, and cultural fit. Additionally, some candidates may have more experience with video recordings, giving them an unfair advantage over others who are equally qualified but less familiar with the format.
Instead of relying on one-way interviews, graduate recruitment should focus on structured but interactive methods, such as:
Initial phone interviews – A quick and effective way to screen candidates before moving to the next stage.
By prioritising a more engaging and interactive recruitment process, businesses can ensure they attract and assess the best graduate talent while providing a positive candidate experience.
While one-way online interviews might seem like a time-saving tool, they fail to offer the human connection and depth required for effective graduate recruitment. Instead, companies should invest in more interactive and engaging processes that allow both candidates and employers to make informed decisions. After all, hiring graduates isn’t just about efficiency—it’s about finding the right talent to grow with your business.
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Are you looking to hire a graduate for your business? Get in touch with us today to see how we can help.