Pre-recorded interviews: The business case for better candidate screening

If we had to sum up the current reality in Talent Acquisition in one sentence, it would be this: delivering quality has become harder than ever, while the pressure to clearly justify every investment keeps increasing.
 
Applications are increasingly generic, often supported by AI, and CVs alone are no longer a reliable indicator of future performance. At the same time, the expectations placed on hiring quality have never been higher. What really matters in the end is hiring people who can contribute to your company goals quickly and sustainably and ensuring hiring managers spend their time with the right candidates.

To recognise quality early in the process, fairly and consistently, many recruiting teams are therefore looking for new approaches and tools. And they need to do so with a clear business case. This article looks at how pre-recorded interviews can support that case across three ROI perspectives: efficiency, quality, and fairness and consistency.

Efficiency

When looking at the value of pre-recorded interviews purely from an efficiency perspective, two things stand out: processes become faster and more scalable. 

Speed

Pre-recorded interviews shorten the hiring process because screening and alignment no longer depend on coordinating calendars. Recruiters can review responses when it fits into their day, and hiring managers get involved once there is real signal.

Teams reach a solid shortlist more quickly, and hiring managers invest their time where it actually matters.

Our customers typically see:

• 15 to 30 times faster screening compared to traditional first round interviews

• Up to twice as fast time to hire, as early stage bottlenecks disappear

• Significantly less effort spent on scheduling and coordination

"We managed to reduce the time-to-hire by one week, simply by sending out the video interview invitation immediately after receiving the application. No need to schedule appointments or define a location: candidates could complete the interview comfortably from home—sometimes also after work, whenever it suited their schedule."

Jan Marten Glienke, Former Lead of Recruiting at MOIA Operations Germany GmbH
> More about the proces at MOIA

A faster process is not just quicker. It is usually more cost effective and often higher quality. Less coordination, fewer handovers and shorter waiting times directly reduce cost per hire. At the same time, organisations improve their chances of securing strong candidates who are often only briefly available on the market.

Scalability

Because reviewing candidates becomes faster, additional capacity is created within the recruiting team. Even during hiring peaks or when managing many roles in parallel, more volume can be handled without adding headcount or external support.

Quality

At the end of the day, recruiting is about one thing: hiring people who will do a great job and make a meaningful contribution. Team fit matters too, but it is harder to measure and often assessed too late.

Better decisions earlier in the process

Structured questions, a consistent format and video responses that show communication style, motivation and soft skills, allow recruiters to assess candidates much more reliably at an early stage. Decisions are no longer based solely on CVs and cover letters, but on a richer set of signals that give a more realistic picture of the person behind the application.

Better alignment with hiring managers

Pre-recorded interviews make it easier to involve hiring managers and even future team members earlier without creating scheduling headaches. Teams can contribute their own questions or a short welcome message, giving candidates an early sense of the role and the people behind it.

Hiring managers can review responses when it suits them and form their own impression rather than relying on summaries. This means live interviews later in the process are reserved for the most promising candidates.

"Our hiring managers are enthusiastic because they’re truly part of the process. They contribute their own questions, review the answers themselves, and make more informed decisions."

Sandra Böttcher, Employer Branding Specialist at Emmi Schweiz AG 
> Read more about the process at Emmi

Better fit, faster impact, lower early turnover

By giving both sides a clearer picture early on, pre-recorded interviews help align expectations around role, collaboration and working environment. This leads to better fit, quicker onboarding and reduces the risk of mis hires and early attrition.

Fairness and consistency

Beyond efficiency and quality, pre-recorded interviews also support a fairer and more consistent hiring process. In selection psychology, structured interviews are widely recognised as one of the most important factors for valid and effective hiring decisions.

Fairness & Inclusion 

All candidates answer the same questions, independent of time and location. This creates real comparability and gives more people the chance to participate in the process. Reviewers see candidates directly rather than relying on notes or second hand impressions, which helps reduce bias. Because responses are recorded, decisions are also more transparent and easier to explain later on.

“Video interviews offer the great advantage that they can be viewed by various stakeholders simultaneously. This means that the hiring team can form their own first impression instead of only receiving the passed-on summary from the recruiter.”

Lorena Esser HR Manager – Recruiting & Employer Branding Kaufland e-commerce 
> Read more about the process at Kaufland e-commerce

Many teams report that this leads to more diverse shortlists. Candidates who might not stand out on paper often shine when given the opportunity to show their motivation, communication skills and personality.

Consistency at scale

A clear and consistent process across teams, locations and time zones creates a reliable experience for candidates and respects their time. Everyone has the same opportunity to prepare and to understand what the role is really about. That consistency feels professional, fair and human. It improves the candidate experience and strengthens the employer brand without adding complexity.

Pre-recorded interviews are not just about speeding things up. They help teams make better decisions earlier, reduce bias, and create a fair and respectful experience for candidates, while still delivering clear efficiency gains and a solid ROI. In short, they make hiring a little easier for everyone involved.

Happy Hiring 😉