For recruiters · Glossary
Staffing and Video Interview Glossary
Plain definitions of the terms staffing agencies use every day, from one way interviews to Right to Represent.
By IMC Workforce Solutions · Published
- One way interview
- Async video interview
- Self-guided interview
- Live video interview
- Structured interview
- Right to Represent (RTR)
- Double submission
- Candidate submission
- Submission Card
- Candidate fraud
- Proxy interviewing
- Deepfake candidate
- Time to submit
- Submittal to interview ratio
- Contract to hire
- Direct hire
- One way interview
- A recorded video interview where the candidate answers preset questions on their own, with no interviewer present. Recruiters and clients watch the answers later. Also called an async or self-guided video interview. In IMC this is the self-guided interview. Questions stay hidden until recording starts and each answer is one take.
- Async video interview
- Short for asynchronous video interview. The candidate and the recruiter do not need to be online at the same time, so no scheduling is required. It is the same format as a one way interview.
- Self-guided interview
- IMC’s name for a one way or async video interview. The candidate follows on screen prompts, records each answer, and the interview becomes a Submission Card for review.
- Live video interview
- A real time video conversation between a recruiter and a candidate. Also called a two way interview. Best for final screens and senior roles. In IMC, live interviews are recorded and transcribed with the candidate’s consent.
- Structured interview
- An interview where every candidate for a role answers the same questions in the same order. It makes candidates easier to compare and helps keep screening fair and consistent.
- Right to Represent (RTR)
- A candidate’s written or recorded permission for a staffing agency to submit them to a specific client for a specific role. It protects the agency’s placement if another firm submits the same candidate. IMC captures Right to Represent at the end of the interview, with a date and time stamp on the Submission Card. Read the Right to Represent guide.
- Double submission
- When two agencies submit the same candidate to the same client for the same role. It often leads to fee disputes, and many clients reject the candidate entirely. A time stamped Right to Represent is the usual way to settle who submitted first with permission.
- Candidate submission
- The package a staffing agency sends a client to recommend a candidate, usually a résumé plus the recruiter’s notes. Also called a submittal.
- Submission Card
- IMC’s branded candidate submission. It brings the interview video and questions, Right to Represent, candidate details, LinkedIn, résumé, transcript, interview summary and an identity verified badge into one page the client opens with a secure link or access code. Learn what a Submission Card is.
- Candidate fraud
- Any attempt by a candidate to misrepresent who they are or what they can do. Examples include fake résumés, borrowed identities, proxy interviewing and AI generated answers read during an interview. Read the candidate fraud report.
- Proxy interviewing
- When someone other than the real candidate takes the interview, or feeds answers to the candidate in real time. Photo ID comparison and recorded interviews make it harder to get away with.
- Deepfake candidate
- A candidate who uses AI generated video or audio to impersonate another person, or to hide their own identity, during a video interview.
- Time to submit
- How long it takes an agency to send a qualified candidate to a client after receiving a requisition. Faster time to submit often decides which agency wins the placement.
- Submittal to interview ratio
- The share of submitted candidates who are invited to interview by the client. A higher ratio means the agency is sending better matched candidates.
- Contract to hire
- A placement where the candidate starts as a contractor through the agency, and the client can hire them directly after a set period.
- Direct hire
- A placement where the client hires the candidate as a permanent employee from day one, and the agency earns a one time placement fee.