One-way video interview guide

Good news, you’ve made it past the first hurdle.The next step in the hiring process is a one-way video interview. If it’s your first time, the concept might seem a bit unusual. You'll be talking to your computer screen, with no interviewer on the other end to react or chat with.

This guide will walk you through everything you need to understand to feel confident and prepared. Let's find out how to make a great impression.

What is a one-way video interview?

Often called an asynchronous interview, it's a tool many organisations use during the initial screening process. Rather than a live conversation, you are presented with a series of interview questions and are asked to record your answers. One of the biggest advantages is being able to record it in your own time, wherever suits you best.

The experience is quite different from a traditional interview process, as you are the only person involved when you start recording.

Why do companies use one-way interviews?

Organisations use this method to streamline the early stages of recruitment.It allows hiring managers to efficiently and effectively pre-screen a large pool of candidates.

This gives companies the flexibility to assess responses on their own schedule, streamlining high-volume recruitment. This format helps them identify qualified candidates to move forward to the next stage, which could be an in-person interview or meeting with other team members.

One-way interviews vs. live video interviews

It's helpful to understand the difference between a one-way interview and other forms of virtual interviews.

One-way interviews: This is where you record your answers to set questions by yourself. There is no live, real-time interaction.
Live interviews: This is a two-way conversation with a recruiter or hiring manager conducted over video calls (like Zoom or Microsoft Teams). It’s essentially a standard face-to-face interview, just held remotely.

The primary distinction is the absence of real-time interaction in a pre-recorded format.

The growth of video interviews in hiring

The use of video interviews has expanded to become a standard part of the recruitment journey for many businesses.

This technology allows hiring teams to assess people from across the globe, broadening their talent pool. For job seekers, it provides flexibility but also introduces a new set of challenges that demand preparation to ensure a positive candidate experience.

How to prepare for your online interview

Being well-prepared is vital for success. You should treat this step with the same seriousness as you would any other interview.

Test your technology: Before you begin, check your camera, microphone, and internet connection to prevent technical difficulties. Most one-way interview software platforms include a practice round so you can get used to the system. You may need to download software first.
Find a quiet space: Select a location free from background noise and other distractions. A professional, tidy environment is important. Good lighting is also crucial, so position yourself facing a window or use a lamp to ensure your face is clearly visible.
Review the job description: Plan ahead by examining how your skills and experiences match the role's needs. Prepare specific examples that showcase your abilities, drawing from your current job responsibilities.
Dress professionally: Your clothing should be what you would wear to a face-to-face meeting. Dressing the part demonstrates that you are serious about the job and opportunity.

One-way video interview tips to help you stand out

Providing strong answers is essential, but how you present yourself is equally important. Start prepping with our top tips for video interviews.

Maintain eye contact: Look directly into the camera lens, not at your own image on the screen. This creates the effect of direct eye contact with the person who will review your candidate records at a later date.
Use effective body language: Your body language says a lot. Sit up straight, smile genuinely, and use natural hand gestures to appear confident and engaged.
Be clear and concise: Speak clearly and articulate your thoughts without rushing. You can control the recording at your own pace, so take a moment to structure your thoughts before you begin each answer. A confident delivery shows you're certain of your skills.
Show your personality: Let your passion for the role and the company's culture shine through. Smile and use an engaging tone of voice. Since there isn't a live person to build rapport with, it's your job to convey who you are.
Re-record if possible: Some interview software allows you to re-record your answers if you aren't satisfied with the first attempt. If this option is available, use it to refine your response. Be mindful of any time limit.

Common mistakes to avoid

Many applicants make small, avoidable errors. Common mistakes include:

Rushing answers
Reading from a script
Not testing technology
Speaking in a monotone voice
Dressing too casually
Recording in a messy environment

Taking time to prepare can help you avoid these pitfalls.

Examples of common one-way interview questions

The one-way interview questions you'll encounter will likely be similar to those in a first-stage phone screen or live discussion. Expect a mix of questions about your experience, skills, and what motivates you.

Commonly asked questions include:

"Tell me about yourself and your professional background."
"Why are you interested in this specific role?"
"What do you know about our company and the company's mission?"
"Describe a time you dealt with a workplace challenge and how you resolved it." (Use the STAR method: Situation, Task, Action, Result)
"What do you consider your greatest strengths and weaknesses?"
"Where do you see your career in the next five years?"

What are the benefits?

For applicants, one of the biggest advantages is flexibility. Here’s why it's super convenient:

Convenience: You can record your responses when it suits your schedule. This is particularly helpful if you are balancing current work commitments.
Preparation time: It gives you the chance to spend time thinking about each question and how you want to respond.
Re-recording options: Some platforms let you record an answer again if you're not happy with it, giving you a chance to improve.

What are the limitations?

While convenient, this format also has its downsides:

Lack of interaction: The format can feel impersonal, with no opportunity to ask questions or build rapport.
Difficulty assessing fit: It can be hard to get a real sense of the team dynamic or workplace environment.
Unequal access: Not everyone has access to a reliable internet connection or a quiet space for recording.
Software challenges: The interview software could pose difficulties for individuals with certain disabilities.

It is the employer's duty to ensure the screening process is inclusive. If you need an alternative format, don't hesitate to ask.

How do recruiters use your responses?

Once you submit your recording, recruiters will review the videos to select candidates for the next round. They're listening to your answers, but they're also assessing your communication skills, professionalism, and potential fit.

Recruiters are looking for people who are articulate, confident, and have clearly done their research. Your video helps them decide who to invite for a second interview.

Ready for your next career move?

Navigating a one-way interview might seem daunting at first, but with the right approach and preparation, it's a fantastic opportunity to showcase your skills and personality. At Hays, we connect talented people with leading organisations and support you at every stage.

Ready to find your next opportunity? Explore the latest roles with Hays today.

FAQs

How do one-way interviews work?

You receive a link to an online platform containing a series of questions. You then record video answers to each question, usually within a specified time limit. You can complete the interview anytime before the deadline.

How do you introduce yourself in a one-way interview?

Start with a clear and confident introduction. State your name and provide a brief summary of your professional background, much like an elevator pitch. This sets a professional tone from the beginning.

How long should a one-way video interview be?

The total duration can vary. Typically, you have one to three minutes to respond to each question. The entire session might take between 15 and 30 minutes. The platform will usually give you instructions, including a practice question to try.

Is it okay to use notes during a video interview?

Yes, having a few notes or bullet points is acceptable. However, you should avoid reading directly from a script. Your delivery should sound natural and conversational. Glance at your notes briefly, but always remember to maintain eye contact with the camera while speaking.

Employment contract advice for employees in New Zealand

Receiving a job offer is an exciting step, but before you accept, it’s essential to review your employment contract carefully. This document sets out your rights, responsibilities, and obligations in your new role. The details may look straightforward, but the fine print can significantly affect your pay, leave, and future opportunities.

This guide provides practical employment contract tips tailored for employees in New Zealand. With the right knowledge, you’ll feel confident that your agreement is both fair and legally compliant.

What are employment contracts?

An employment contract is a legally binding written employment agreement between an employer and an employee. It outlines your job description, salary payable, hours, leave entitlements, and workplace expectations.

By law, every employee must have a written agreement. These sit within the wider framework of employment legislation, which sets out minimum rights such as public holidays, rest breaks, and protection against discrimination.

There are two main types of employment agreements in New Zealand.

Individual employment agreement: negotiated between one employee and their employer.
Collective employment agreement: negotiated by a union on behalf of employees

Important note: Your contract cannot provide for less than the legal minimum standards. Any terms that reduce rights to things like annual leave, wage rate, or sick leave are unenforceable — but they can include extra benefits that improve on the minimum

Types of employment contracts in New Zealand

Understanding the types of employment contracts is critical, as each offers different rights and obligations.

Permanent employment contracts are ongoing, with full or part-time hours. Includes all leave entitlements.
Casual employment contracts typically do not guarantee hours, and shifts are offered as needed. Employees must still receive at least the minimum wage and holiday pay.
Fixed-term employment contracts are set for a defined period, project, or season. To be valid, there must be a genuine reason (e.g. parental leave cover). A fixed term must include an expected end date or event.
New employment contracts for existing employees are sometimes issued when job scope changes. This must be negotiated in good faith.

It’s also important to understand the difference between an employee and someone in other jobs, such as contractors. A contractor runs their own business and isn’t entitled to employee benefits like paid leave.

Red flag: If a potential employer offers you contract work but expects you to follow the same rules as an employee, this could be sham contracting and may lead to employment relationship problems.

Employment contract review checklist

Before signing, run through this employment contract checklist to make sure nothing is missing.

Position and duties: Does the title and description match what was discussed? Ensure it reflects the actual role you anticipate performing.
Remuneration: Check that the wage rate or salary is stated clearly, and whether benefits are paid separately or included.
Agreed hours: Confirm expected hours, overtime, and whether unpaid meal breaks are included.
Leave: Annual leave, sick leave, parental leave, and public holidays must meet minimum standards.
Trial period: These are only valid in businesses with fewer than 20 employees and must be stated in writing.
Probation period: Separate from a trial period, probation must be supported by a fair process.
Termination & notice: What’s the required notice period for both you and the employer?
Confidentiality & Intellectual Property (IP): Contracts usually require you to keep business information private and state that any work you create on the job belongs to the organisation.
Restraint of trade clause: May limit you from working in other jobs or starting a similar business after leaving. Any restraint of trade must be reasonable in scope, location, and duration.
Employment protection provision: Protects employees in case the business is sold or restructured.

How to negotiate your employment contract

Many employees don’t realise they can negotiate. But negotiating employment contracts is normal and shows you understand your value.

Areas you can negotiate include:

Salary and benefits: Use the Hays Salary Guide for market benchmarks.
Job scope and title: If the role is broader than the job description, request a higher title or salary.
Flexibility: Prefer hybrid work? Ask for a clause that protects flexible start/finish times or remote work options.
Additional terms: Training budgets, wellness leave, or professional memberships can sometimes be added to top up salary expectations.

Here’s a sample script:

“Thank you for the job offer. I’m very interested in the role. I’ve reviewed the contract and would like to discuss the salary package. Based on market data and my experience in [specific skill], I was hoping for [desired figure]. Is there flexibility on this?”

Top tip: When discussing salary expectations, explain your reasoning clearly and professionally. If the employer isn’t able to adjust pay, think about other options you could negotiate, like an extra week of annual leave or funding for professional development. The aim is to find a fair outcome that works for both you and the employer.

Can an employer change a signed contract?

Once signed, an individual agreement or collective employment agreement cannot be changed unless both parties agree. A new individual agreement or variation must be recorded in writing.

If an employer tries to change employment contract terms — such as agreed hours or location — without your consent, this may breach the legal requirement for good faith. Disputes may be taken to the Employment Relations Authority.

Important note: Any new agreement must be entered into voluntarily. If an employer pressures you to sign under duress, that could amount to unfair bargaining.

Hays is here to help

Reviewing a contract or starting a new role? Talk to a recruiter for tailored employment contract tips for employees.

FAQs

Can a contract stop me from working in other jobs?

Yes, but only in certain circumstances. A contract might include a restraint of trade clause, which can restrict you from working for competitors or starting a similar business after you leave.

For it to be enforceable, the restraint must be reasonable in scope, time, and location, and it must genuinely protect the employer’s business interests (like client lists or trade secrets). If it goes too far, the Employment Relations Authority or a court may not uphold it.

What is the 30-day union rule in NZ?

Under the Employment Relations Act, if a workplace has a collective employment agreement negotiated by a union, any new employees who join the business must initially be employed on the same terms and conditions as that collective agreement for their first 30 days. After this, they can either:

Join the union and remain on the collective agreement, or
Negotiate an individual employment agreement with the employer.

This rule is designed to prevent new hires from being offered less favourable conditions than union members.

What’s the difference between contingent and contract work?

Contingent vs contract work can be confusing, but the key difference is how you’re hired and the level of security you receive.

Contract work: You’re employed on a fixed-term employment contract (for example, six months or the length of a project). You are still an employee, which means you’re entitled to rights like holiday pay, sick leave, and public holidays.
Contingent work: A broader category that covers casual, agency, or project-based roles. You might be an employee or an independent contractor, depending on the arrangement. Contingent roles offer more flexibility but usually less certainty.

In short: contract work = fixed-term employee with full rights, while contingent work = flexible, short-term roles that may not always carry the same benefits.