Random article

So this is what I've been trying to tell people. "Video interviewing" is an umbrella term now because employers want to just adopt some sort of video-based platform into their hiring process. It's not only HireVue and/or using some AI algorithm.

At the same time, because of widespread blind adoption, employers aren't really caring about using it right - they're fine with it as long as it exist within their system. So now we have problems like this:

There's no reason why you can't re-record questions. I'm assuming that applicants will have unlimited chances to PRACTICE before officially recording and submitting the answer, because some platforms allow for that; but at the same time, this would/should be expressed in that introduction.

Employers do not need applicants to follow that list of tips in order to carry out asynchronous interviewing correctly. Of course they can always RECOMMEND/SUGGEST applicants to engage the interview in a certain manner, but typically if they list those out, it's a red flag that the employers are basing hiring decisions on outward appearance > actual technical capabilities.

The specific mention of not looking answers up on Google, tells me that they didn't craft the question specifically enough to their particular organization and specific hiring need for this target role. What will likely happen here is that they will get a lot of vague/generalized responses that won't help them distinguish between applicants; and then they would start playing the "two equal candidates" tie-breaker game.