If you’ve been hiring through SparkHire, you are not new to its one-way video interviews and live interviews.  While this form of screening candidates may seem convenient, one-way video interviews are not the most efficient way to evaluate candidates.

Here is why!

One-way video interviews can feel impersonal because there’s no real-time interaction or feedback. Candidates can’t clarify their answers, and you end up spending hours watching recordings to decide who might be the right fit.

They also tend to favor presentation over ability. Candidates who appear confident or have better setups might look more qualified than they actually are, leading to bias and unfair assessments. That’s why you need a more objective and efficient screening system — and that’s where WorkScreen comes in.

Why Workscreen is a better Sparkhire alternative for screening candidates

● It offers a structured, objective screening process

Instead of judging candidates based on their presentation on camera, Workscreen evaluates them based on performance. Each applicant completes a structured screening process where they undertake a series of automated tests and relevant questions specific to your job post. They are screened for job alignment, relevant experience, job-specific skills, core qualifications, and critical competencies, such as attention to detail. This makes the screening process more objective.

● It gives you a faster and more efficient screening Process

WorkScreen saves you valuable time by automating the screening process and providing a shortlist of serious and qualified candidates.

●  Optional Video Introductions

For roles that rely heavily on communication or client interaction, WorkScreen gives you the flexibility to request an optional short video introduction. This allows candidates to showcase their personality and presentation style, but without the pressure of one-way video interviews.

So, if you are tired of video fatigue and want to start screening candidates based on actual performance, use WorkScreen today.