Virtual Interview:
Definition, Types, Process & Uses

A virtual interview is a remote job interview that takes place over the internet using video conferencing technology or specialized online interview platforms. Rather than meeting face-to-face, the hiring manager and candidate connect with each other online using video software such as Zoom, Skype, Microsoft Teams, or dedicated interview platforms. Virtual interviews leverage technology to enable remote hiring and allow recruiters to assess candidates without geographical limitations.

Virtual interviews are often used toward the beginning of the hiring process to screen candidates, share information about the company and role, and assess skills and competencies. The process can include live video conversations, pre-recorded responses to questions, skills assessments, or panel discussions with multiple interviewers.

Related terms: video interview, remote interview, online interview, asynchronous interview

Virtual interviews come in 5 distinct formats that serve different hiring needs:

• One-On-One Video Interview: A live virtual interview conducted in real-time, facilitating face-to-face communication between the candidate and interviewer from different locations through video conferencing platforms
• Asynchronous Video Interview: A pre-recorded interview where the applicant logs their responses to a series of pre-set questions prepared by the employer, recording comments at their convenience through video recording software
• Panel Interview: Similar to a one-on-one assessment, except multiple interviewers are present to evaluate the candidate simultaneously via video conference
• Virtual Assessment Centre: A comprehensive interview format involving candidates participating in several sessions of multiple tests and exercises incorporating group activities to gauge their knowledge and proficiency
• Virtual Job Fair: An event where job seekers can connect and meet with multiple potential employers in one location without the need to travel to an in-person event via video conference

The virtual interview workflow follows a consistent pattern across different interview types. Once a candidate applies for a job, they receive an invitation to the virtual interview via email. Next, they complete the virtual interview assessment or meet with a recruiter remotely through the designated platform.

Once the interview is complete, the candidate's entire application is reviewed by the recruiter or hiring manager, taking into account items such as the cover letter, resume, and interview performance. Scores from any assessments are also factored into the decision. Finally, the recruiter decides on the candidate, either rejecting their application, moving them forward to subsequent rounds of the hiring process, or hiring them outright.

Depending on the process being used and the hiring climate, this process can take as little time as two weeks or as long as several months. The workflow remains similar regardless of whether the interview is live, asynchronous, or panel-based.

Live virtual interviews can last anywhere from 15 minutes to over an hour, depending on where in the process the candidate is, how many interviewers there are, and what is being assessed. The duration varies based on the interview format and the depth of evaluation required.

Virtual interview assessments on specialized platforms average between 12 and 16 minutes, depending on the number of skills being assessed. Initial screening interviews tend to be shorter, while final-round interviews with multiple stakeholders typically extend beyond 30 minutes.

Recruiters use virtual interviews because they speed up the hiring process and broaden the scope of candidate search. Candidates and recruiters can participate in interviews from anywhere, cutting travel time and costs and eliminating the need to book or maintain a dedicated interview space.

Virtual interviews allow recruiters to interview talent living outside of their immediate geographic area, which deepens the talent pool and gives access to more top talent to fill roles. According to a 2021 Indeed survey, 82% of employers conducted virtual interviews because of the COVID-19 pandemic, and 93% planned to continue implementing them in the future.

The format also reduces time-to-fill, a critical recruiting metric. Onsite interview dates are often pushed out and delayed because interviewers are too busy to squeeze in interviews. With virtual interviewing, scheduling can be more flexible, making it easier to fast track candidate interview dates and yield quicker hiring decisions.

Virtual interviews deliver 8 key benefits that transform the recruitment process:

• Convenience and Accessibility: Organizations can exponentially reach an extensive potential candidate pool by leveraging digital communication platforms, eliminating geographical limitations as restraints
• Fewer Cancellations: Streamlining the hiring process simplifies scheduling interviews and facilitates faster communication between hiring managers and candidates
• Time and Cost Efficiency: Without the need to schedule in-person interviews, companies save significantly on time and travel expenses and can collaborate with distant candidates who might otherwise be reluctant to interview
• Enhanced Schedule Flexibility: Candidates are considerably more adaptable with virtual formats, allowing them to optimize their time by strategically planning interviews across a condensed timeframe
• Modern Technology Impression: Using best-in-class video conferencing solutions sends a positive message to candidates about how the company invests in tools and resources
• Process Consistency: Recording interview sessions allows interviewers to review conversations later for notes and final decisions, while giving recruiting teams quality control insights
• Expanded Candidate Pool: Candidates can fully vet companies from the comfort of their own home, secure job offers, and sign on without spending money on travel costs during the recruiting process
• Reduced Bias: Virtual interviewing keeps some discriminating biases from seeping in and enables people with disabilities to interview from their home environment where they are most comfortable

Preparing for a virtual interview requires attention to both technology and content. Candidates should test their technology by ensuring their device and internet connection are working correctly, installing any software or updates ahead of time, and verifying that their microphone and camera function properly. Familiarizing yourself with the platform being used ahead of time makes for a smoother interview process.

For the question-based areas of the interview, candidates should practice answering questions about why they want to join the organization, what value they would bring to the role, and why the company's mission or culture resonates with them. Thinking of three scenarios from previous job roles and experiences helps answer various situation-based questions. Researching the company ahead of time demonstrates initiative.

The interview environment matters significantly. Find a quiet, comfortable, and well-lit place in your home for your interview. Remove any posters or distracting elements from your background, and make sure any area visible on the camera is tidy. Some video apps allow backgrounds to be blurred or replaced with custom images.

Dress as if you were attending the interview in person, which means business professional attire. Wear jewel tones that have the right amount of saturation for all skin types and prevent washing you out under harsh lighting. Avoid overpowering patterns or flashy accessories so as not to divert the employer's attention from your expertise.

The tools required for a virtual interview typically include a computer with a built-in or external video camera and microphone, a reliable internet connection, and headphones if desired. Testing your equipment before the call prevents potential technical glitches that can damage your professional impression.

If your video conferencing software produces grainy visuals or muffled audio, it might be time to invest in an external webcam or microphone. Securing your internet connection is critical because nothing stifles conversation quite like a call dropped mid-sentence. Log in early so you can tackle any potential technical difficulties before the interview begins.

Conveying confidence through body language in virtual interviews requires specific adjustments. Sit up straight, smile, and keep the camera at eye level to avoid looking up or down. Research shows that employers are more likely to remember what you said if you maintain eye contact, so keep your eyes focused on the camera rather than the screen image of the hiring manager.

Display to the interviewer that you are listening and attentive to what they are saying. Nodding your head when appropriate and keeping the camera at eye level are effective ways to show engagement. Show enthusiasm by smiling and engaging actively in the virtual environment.

Writing your talking points on sticky notes and placing them on your computer screen helps you avoid shuffling papers or clicking around during the call. This technique allows you to reference key information while maintaining the appearance of direct eye contact.

There are 5 common interview questions candidates should prepare answers for in advance:

1. Why are you leaving your job? Focus on where you want to take your career and the positives of the role you're interviewing for, particularly the skills listed in the job description that you want to acquire. Avoid criticizing your current employer.
2. What are your salary requirements? Use sites like Glassdoor, Payscale, and Salary.com to find the average wage for the position, then match that number against your education, experience, and location to determine a salary range you're comfortable with.
3. What are your weaknesses? Share an authentic negative but explain how you turned it into a positive. Describe the processes you've put in place to improve and avoid simply stating you work too hard.
4. Why should we hire you? Use this opportunity to summarize your experience, emphasize your unique strengths, and highlight the results you've already proven you can deliver.
5. What excites you most about this role and our team? Demonstrate clear enthusiasm for the company's mission, culture, and projects to show you're passionate even when interviewing remotely.

Jot down high-level ideas for these questions but avoid memorizing responses. You want the conversation to flow naturally, not feel forced or rehearsed. Also prepare questions of your own to ask the hiring manager, demonstrating your interest and engagement.

Treat the video interview as you would an in-person meeting and properly follow up. Within 24 hours of the meeting, send an email to whomever you chatted with, thanking them for taking the time to speak with you. If there's a question you wish you had answered differently or a point you wanted to elaborate on, this is your chance to address it.

Keep the follow-up email concise and professional. Whether or not you get the job, a timely follow-up shows that you respect the interviewer's time while also keeping you top of mind during the decision-making process.

A virtual interview is often compared to 3 related recruitment concepts:

Virtual Interview vs. Video Interview

The primary difference between these two terms is that the candidate converses with the interviewer in real-time in a virtual interview, while a video interview is executed asynchronously. In a video interview, the interviewee prepares answers and records their responses to questions on video that they present to the interviewer later. Virtual interviews can involve more back-and-forth dialogue, while video interviews tend to be unilateral.

Virtual Interview vs. In-Person Interview

Virtual interviews eliminate the administrative burden that in-person interviewing entails, including travel time for candidates, booking meeting rooms, and coordinating waiting areas. Virtual formats expand the candidate pool to include people from different geographical locations, making the process more inclusive and convenient. However, virtual interviews lack the firm handshake and physical presence that characterize traditional in-person meetings.

Virtual Interview vs. Phone Interview

Phone interviews provide only audio interaction, limiting the interviewer's ability to assess visual cues, body language, and professional presentation. Virtual interviews add the video dimension, allowing interviewers to evaluate how candidates present themselves on camera, maintain eye contact, and convey enthusiasm through facial expressions. This makes virtual interviews more comprehensive than phone screenings while maintaining the convenience of remote communication.