Remote hiring moves fast, but calendars rarely keep up. If you’re tired of endless back-and-forth just to get candidates on video, automated interviews are a game changer. This guide is for anyone running remote hiring—recruiters, HR, or small business owners—who want to set up Odro’s automated interviews without the usual friction or fluff.
You’ll get the practical steps, some honest warnings, and a few shortcuts. If you’re looking for a sales pitch, look elsewhere. If you actually want to get candidates on camera faster, keep reading.
Why bother with automated video interviews?
Let's get real: scheduling live interviews across time zones is a pain. Plus, manual scheduling eats up hours you’ll never get back. Automated video interviews let candidates respond on their own time, and you review the recordings when it suits you. That’s the promise, anyway.
What works: - Less scheduling hassle for everyone - Standardized questions (easier to compare) - Review at your own pace
What doesn’t: - You can’t read body language as well as live - Some candidates freeze up on video - If your prompts are bad, you’ll get bad answers
Odro’s automated video interview tool does the basics well. It isn’t magic—it just cuts out a lot of email tag and gives candidates a shot to show up (or not).
Step 1: Get your Odro account ready
Before you do anything, make sure your team has access to Odro. If you’re not set up:
- Ask whoever manages your hiring software for Odro access.
- Double-check your plan includes “Solo” or “Automated Interviews.” Some Odro features are add-ons, not part of the base package.
- Make sure you’re using Chrome or Edge; Odro’s video stuff is picky about browsers. Mobile isn’t ideal for setup.
Pro tip: Save your login info somewhere secure—Odro doesn’t always play nice with password managers.
Step 2: Set up your automated interview template
This is where most people mess up. Don’t just throw together a few questions and hope for the best.
- Go to the “Solo/Automated Interviews” section.
-
Usually on the left sidebar. If you can’t see it, you might not have the right permissions.
-
Create a new interview.
-
Look for a “New Solo Interview” or “Create Automated Interview” button.
-
Add clear, focused questions.
- Limit yourself to 3–5 questions. More than that and candidates ramble or quit.
- Use video prompts if you want, but written is fine.
-
Example: “Tell us about a project you owned from start to finish.” Skip the “Describe yourself in three words” fluff.
-
Set time limits per question.
-
1–2 minutes is plenty. Nobody wants a TED Talk.
-
Test your own template.
- Record a dummy response. If it’s awkward or confusing, fix it now.
What to ignore: Don’t bother with fancy branding or background music. Candidates care more about clear instructions than sizzle.
Step 3: Configure settings and notifications
Odro gives you a few knobs to turn. Here’s what matters:
- Deadline for completion: Give candidates a sensible window—3–5 days is standard.
- Retakes allowed: Decide if you want to let candidates re-record answers. Some teams allow one redo; others want the first take.
- Notifications: Make sure you and your team get alerts when interviews are submitted. Check your spam folder the first time—Odro emails like to hide.
- Personalization: Add a short intro message. Keep it human. (“Hey, thanks for taking the time—here’s what to expect…”)
Pro tip: Don’t turn on every notification. You’ll drown in email.
Step 4: Invite candidates
Now the real test: getting candidates to actually use it.
- Bulk or one-by-one: Odro lets you send invites in bulk (CSV upload) or one at a time. Bulk is faster if you’re screening a lot of people.
- Check candidate emails: Typos here mean no interview ever gets done.
-
Send a heads-up email: Don’t rely on the automated invite alone. Candidates are more likely to complete if you explain what’s coming and why you’re doing it this way. Sample script:
“You’ll get an invite for a brief video interview from us via Odro. It’s not live—just record your answers when you have time. We’ll review every response.”
-
Monitor for bounce-backs: If emails bounce, fix them. Odro won’t always flag bad addresses.
What to ignore: Don’t waste time customizing every invite. Standard, polite, and clear gets better results.
Step 5: Watch, rate, and share responses
Once candidates start submitting, here’s how to keep things moving:
- Watch on 1.5x speed: Odro lets you speed up videos. Use it, especially for long-winded answers.
- Score as you go: Use Odro’s built-in rating or leave comments. Don’t rely on memory; after five videos, they’ll all blur together.
- Share with colleagues: You can send a link to hiring managers or teammates. Set permissions so only the right people can view (GDPR headaches aren’t worth it).
- Shortlist or reject: Move candidates quickly. The whole point is to save time, not create a new backlog.
Pro tip: If you get a lot of “Sorry, I couldn’t record” complaints, check your template and instructions. Sometimes it’s a tech issue; sometimes it’s you asking for too much.
Step 6: Follow up (and keep it human)
Automated doesn’t mean robotic. After watching the responses:
- Email every candidate, even if it’s a “no.” Ghosting is a bad look.
- For candidates moving forward, set up a live interview ASAP. Don’t let momentum die.
- Ask for feedback. A simple “How was the process?” gets you insights for next time.
What to ignore: Don’t ask candidates to fill out a separate survey unless you really need the data. One quick email is enough.
Real-world tips and common mistakes
There’s a learning curve here. Here’s what people wish they knew upfront:
- Test on yourself and a colleague first. You’ll spot weirdness (mic issues, confusing instructions) before candidates do.
- Explain the process upfront. Candidates who know what to expect are much more likely to complete interviews.
- Don’t make every question mandatory. Tech hiccups happen; don’t penalize a candidate for one missed answer.
- Automated interviews won’t replace live ones. Use them as a filter—don’t expect to hire based on video alone.
If your candidate pool is full of introverts or folks uncomfortable on camera, consider if this is really the right approach. Sometimes a phone screen still works best.
Wrapping up: Keep it simple, iterate fast
Setting up automated video interviews in Odro isn’t rocket science, but the devil’s in the details. Start small, keep your templates tight, and don’t overthink it. You’ll spot what works (and what flops) after a few rounds. Iterate, ask for feedback, and remember: the goal is less hassle, not more. If you’re spending hours tweaking settings, you’ve missed the point.
Now get back to hiring—the tech should make your life easier, not busier.