Video Interview:
Definition, Types, Best Practices & Benefits

A video interview is a job interview that takes place remotely and uses video technology as the communication medium. Video interviews are a popular tool for talent acquisition because they save organizations time and money compared to traditional in-person or face-to-face interviews. They remove geographic constraints, can automate candidate screening, and improve the quality of data in recruitment management systems.

Video interviews are used at various stages of the hiring process. In early stages, hiring managers pose questions and ask job seekers to record responses. In later stages, they serve as alternatives to face-to-face interviews with real-time conversations between candidates and hiring teams.

Related terms: asynchronous interview, one-way interview, pre-recorded interview, live video interview, on-demand interview

The two main types of video interviews are live (synchronous) and pre-recorded (asynchronous) interviews. Live interviews are conducted over the internet with both the interviewer and candidate in attendance, functioning as alternatives to in-person interviews where the employer asks questions and the candidate answers in real time.

Pre-recorded video interviews are recorded by the hiring organization ahead of time without the hiring manager present. Applicants respond to questions displayed on the video interview platform, which can be delivered as audio, video, or text. Candidates record answers within set time limits and send them back to the interviewer for review.

A third, less common option is the video introduction submitted by candidates with their application, where they explain their interest in the position.

Video interviews became more popular during the COVID-19 pandemic, with 82% of employers implementing virtual interviews because of the pandemic and 93% planning to continue using them. Virtual interviews, digital document submission, and virtual training or onboarding are the three most popular types of technology for hiring, at 62%, 60%, and 56% respectively.

They are less expensive and time-consuming than in-person interviews because employers can schedule and hold multiple meetings without travel requirements. Video interviews widen the talent pool by enabling individuals from all locations to participate, eliminating cost and travel barriers. They reduce stress on interviewees by removing travel pressure, and 77% of employers believe hiring employees virtually improves the candidate experience.

Candidates should prepare for video interviews with the same steps as in-person interviews. This includes researching the hiring organization, job posting details, work culture, values, and industry context. They should rehearse answers to potential questions, prepare examples highlighting skills and experience, write down questions to ask, and choose appropriate professional attire.

Technical preparation includes logging on early to understand how the video interviewing software works, including starting and ending sessions, muting the microphone, controlling the camera, sharing screens, and optionally blurring backgrounds. Candidates should ensure their microphone and camera work properly, confirm a strong internet connection, and verify their device is charged or plugged in.

The interview location should be a quiet setting with minimal interruption, no distracting backgrounds, and proper lighting (natural light helps). The camera should be positioned at or just above eye level. Headphones or external microphones improve sound quality, while external webcams, phones, or tablet cameras can improve video quality over integrated laptop cameras.

Candidates should conduct themselves as if they were in an in-person interview. They should look at the webcam rather than at the screen to provide more direct eye contact, establish a warm and positive atmosphere, be mindful of the time spent on each question, write down relevant information, and maintain good posture.

Interviewers should be as professional as in-person interviews by dressing professionally, limiting distractions such as ringing phones, and communicating with warmth. If conducting the interview from home, hiring team members should ensure the background and lighting are not distracting. They should let candidates know what to expect next and the timeline for finishing the hiring process once the interview concludes.

For pre-recorded interviews, candidates should read questions well before answering, use practice questions to check if they can stop or re-record answers if something goes wrong, and imagine they are talking to a real person since no visual cues from an interviewer will be present.

Video interviews provide 7 key advantages:

• Cost-effectiveness: Generally less effort to set up compared to scheduling and setting aside areas for in-person interviews, with no travel expenses for candidates or organizations
• Geographic flexibility: Widens the talent pool by enabling candidates who live further away to participate
• Efficiency: Allows faster turnaround for candidates and quicker time to fill for employers by reducing coordination required to screen candidates
• Recording capability: Recorded interviews can be re-watched, enabling hiring teams to play back interviews and narrow down candidates
• Comfort: Candidates can interview from the comfort of their home
• Better screening: Narrows down candidates for second, in-person interviews and gives more visual cues than phone interviews
• Consistency: Each candidate can be asked the same questions and rated according to a standard rubric instead of different interviewers using inconsistent methods

Video screening interviews also provide opportunities to build employer brand through introductory and concluding videos that generate enthusiasm and showcase company benefits. They allow greater collaboration amongst hiring team members and project the company as forward-thinking and innovative.

Video interviews present 5 main challenges:

• Technology access: Candidates must have access to a computer and reliable internet, which may be impractical if home internet is unreliable
• Technical difficulties: Potential for equipment not working properly without IT support available to candidates
• Camera anxiety: Some candidates may feel more nervous on camera and may not present themselves as well as they would in person
• Tech-savvy requirements: Candidates unfamiliar with technology required for the interview platform may be stressed or decline to participate
• Quality issues: Poor video quality due to technology issues may discourage hiring team members from giving consideration to candidates whose interviews are choppy and hard to understand

Companies can mitigate these disadvantages by offering unrecorded practice questions, sending clear instructions, accommodating various devices and connectivity options, and allowing candidates another opportunity or reaching out directly by phone if video interviews are garbled.

Video interviews require a stable internet connection (avoiding public networks such as universities, libraries, or government departments due to firewall restrictions). Candidates can take interviews using a computer with a microphone and webcam using Google Chrome, Firefox, Edge, or Safari browsers, an Apple iPhone or iPad running iOS 12 or higher using Safari browser, or an Android phone or tablet using Google Chrome browser.

The video interviewing tool is a web-based application running through the browser itself, accessible by all common brands and devices without downloading a separate app. The device must have access to a microphone and camera, with laptop or desktop computers generally recommended over phones or tablets. Some older devices may not allow browsers to update to compatible versions.

Video interview platforms fall into 3 categories:

• Multi-purpose communication tools: Applications such as Google Hangouts Meet, Zoom, and Skype are used for multiple purposes, easy to schedule for two-way interviews, and free for basic functionality with low-cost paid accounts
• HCM-embedded tools: Some HCM software companies such as ApplicantPRO and Clear Company have added video screening interview capabilities to their recruiting and applicant tracking programs
• Dedicated platforms: Companies like HireVue, SparkHire, Outmatch (rebranded as Harver), and Talview offer dedicated video interview platforms with integration capabilities

Specialized platforms offer data capture and analytics capabilities, controls for scheduling, and integration with talent management software that consumer video software lacks. Outmatch provides assessment, reference-checking, and cultural analytics with built-in point-scoring systems. Talview's platform has AI capabilities to assess soft skills, motivations, and expertise. Spark Hire offers scheduling tools, recording sharing, and evaluation tools with analytics based on interview type.

Video screening interview questions are organized into 3 stages based on the interview round:

• Initial screening questions: "Why are you interested in working for our company?", "Why is this position of interest to you?", "What are your long-term career goals?", "Why did you leave your last position?", "Tell us about your favorite manager", "Describe your ideal work environment"
• Second-round questions: "What skills and experience do you have working with _____?", "If you are offered this position, what challenges do you expect to face?", "How will you make our company better?", "What has been your biggest professional challenge?", "What has been your biggest professional accomplishment?", "From what you know about this position, what will you do during an average work day?"
• Finalist questions: "Why should we hire you?", "How will your previous manager describe your work ethic?", "What haven't we asked that you think we should know about you?", "Based on your understanding of this position, what concerns do you have?"

One-way screening interview questions are more general to assess overall job fit, while two-way interview questions are more specific to the role. The goal of screening interview questions is to get to know candidates and assess their interest in a position to determine whether there is a basic fit.

A video interview is often compared to 3 related interview formats:

Video Interview vs. Phone Interview: Video interviews give more visual cues than phone interviews, enabling hiring organizations to pick up on candidate body language and more accurately gauge if they should move to the next step of the hiring process. Phone interviews are purely audio-based and lack the ability to assess communication style, professionalism, and how well candidates think on their feet through visual observation.

Video Interview vs. In-Person Interview: Video interviews are less expensive and time-consuming than in-person interviews, removing geographic constraints and travel expenses. However, in-person interviews allow for better assessment of office culture fit and enable candidates to experience the work environment firsthand, which video interviews cannot replicate.

Live vs. Pre-recorded Video Interviews: Live video interviews function like face-to-face interviews with real-time question-and-answer exchanges, while pre-recorded interviews allow candidates to respond at their convenience and enable hiring teams to review responses at their own pace. Pre-recorded interviews provide consistent experiences for all candidates at the screening stage, while live interviews allow for deeper, more dynamic conversations.