Why One-Way Video Interviews Feel So Uncomfortable, Even When You’re Prepared

One-way video interviews are a common trend in hiring today and are mostly used for hiring in roles that have a high volume of applicants. The process involves candidates answering video prompts while a timer runs, and the candidates are often unaware of any interaction or feedback. The trend is efficient for hiring, but often results in a negative response from applicants. The response may not be purely negative. A study on AI-mediated hiring found that a lack of interaction leads to a decrease in what is termed “relatedness.” This is a psychological need that is related to motivation and engagement (International Journal of Selection and Assessment, 2024). The experience changes from a dialogue to a performance when a candidate is talking to a screen instead of a person.

Anxiety increases, and trust decreases when individuals do not understand how they are being assessed, which shows the importance of its role (Human Resource Management Journal). Candidates very often do not know whether their tone or expressions are being analyzed by algorithms in one-way interviews. This lack of transparency activates a phenomenon called algorithm aversion, where people are less comfortable with evaluation systems that are automated, even when those systems claim to be objective. A study involving multiple asynchronous video interview formats was conducted. It found that more “human-like” interfaces helped in reducing anxiety and improved the quality of response, which shows the importance of interface design (NTNU research). Higher stress and lower perceived fairness were seen in rigid formats with strict timers and no chance to re-record responses. Additional research analyzing over 27,000 applicants found that candidate reactions improved when they were given enough preparation time and flexibility, while longer or more complex interview structures had the opposite effect (Chapman & Webster, 2023).

A candidate’s view on fairness also affects how willing they are to continue in the hiring process and their overall view of the organization, which shows that these experiences influence more than immediate performance (Tilburg University). Applicants start disengaging when interviews feel impersonal or opaque, regardless of their qualifications. Candidates are not without options, despite these challenges. Workplace psychology suggests that being able to restore a sense of control can reduce stress in uncertain situations. A level of transparency is introduced when candidates ask for clarification about what the interview is seeking to evaluate or how responses are used. Requesting reasonable adjustments, such as additional preparation time, aligns with the finding that flexibility improves both candidate experience and outcomes.

Preparation plays a part as well. The way in which a candidate organizes their responses, as well as practices them, might help in reducing some of the cognitive burden of the actual interview. Studies have shown that this, in turn, helps to manage anxiety, thus allowing the candidate to present themselves in a clearer fashion (Human Resource Management Journal). The one-way video interviews, therefore, point to a wider shift in the way in which interviews are conducted, with a much greater focus being placed upon efficiency and technology. The balance between efficiency and human interaction, of course, remains a central part of this process, and an understanding of the psychological responses to this will help to explain just why one-way video interviews are so uncomfortable, as well as just how much of a difference a number of subtle changes might make.