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Tips For Conducting A Successful Video Interview

  • 28th May'23

As many companies have shifted to remote work, recruiters have found themselves in a unique position. Video interviews are a requirement to keep in touch with applicants and move the employment process forward. In this new era of remote work, recruiters must adapt their hiring strategies to effectively evaluate and hire talent from a distance.

Even if you've conducted video interviews in the past, switching to a completely remote recruitment strategy requires a significant change. For virtual conferencing, the concepts of interviewing still apply, though there are a few peculiarities, to be aware of.

Although you might not be seeing the candidate in person, video interviews still give a crucial first impression. A candidate's decision to continue with the organization might be made or broken by how well-organized and professional a video interview is compared to an in-person interview. It's crucial to observe virtual etiquette while hiring remotely and to be ready for any technical difficulties that might arise.

Here is my advice for preparing for and doing effective video interviews.


How to conduct a video interview?

Regardless of whether your team has prior experience doing video interviews, it's crucial to adequately prepare for the special difficulties and intricacies involved in adjusting to a digital interview process. In order to ensure a positive experience for job applicants, it is important to define and test procedures well in advance. By doing so, you can identify and address any potential issues or challenges before they arise, helping to create a smoother and more seamless hiring process for all involved.

In short, putting in the work to establish and test procedures in advance can help to preserve a positive experience for job applicants. Always keep in mind that neglecting to plan is planning to fail. Implement the following tips to create a powerful video interview process.

1. Structure a clear process 

Put together a detailed plan with your entire hiring team first. Now that the interview will take place virtually, how will it proceed? Will you need to prepare a PowerPoint presentation to show on screen? Do applicants need to do any preliminary actions, such as submitting work samples or passing a pre-employment test, in order to get ready? What is your fallback strategy in case the candidates or your internet connection have problems? Before the actual interview, be thorough with reference checks.

Aim to avoid any miscommunication beforehand. You don't have the luxury of walking over to their workstation to ask for clarification when the majority of your team works remotely. To reduce misunderstandings and cheating during an interview, include clear information and details in your procedure plan.


2. Pick your equipment, install it, and test it 

Before conducting an interview, it's critical to be familiar with your equipment, regardless of the interview program you choose. Find out in advance if the applicant has to have specific login information, a specific email address, or to download a platform in order to participate in the dialogue. Make sure to give candidates all of this information well in advance of the interview so they have time to test the program.

Hold a few practice interviews with your team members as well to make sure everyone is familiar with how to set up the video and audio features, mute themselves, share their screens, and communicate throughout the interview. This also helps prohibit cheating during an interview.

Take it a step further and investigate software users' reported pain locations to test out fixes for frequent blunders. Fortunately, the idea of video conferencing is not new, and there are numerous applications accessible.


3. Inform the applicants well in advance

When properly conducted, video interviews can be as productive as in-person interviews. With candidates no longer having to coordinate interviews with their in-office work schedules, the move to remote interviews may also be to your advantage. 

However, they still need to be adequately prepared for the format. Give explicit instructions on the tools they’ll need to participate in the interview, such as internet access, software or video conferencing programs, a quiet location, etc.

For the candidate to be ready for and at ease with any revisions, you should also express expectations as you would for an onsite interview. 


 4. Prepare a suitable interview space

Ask your interviewers to reserve a room that is calm and well-lit for conducting the interview. The quality of the interview is greatly influenced by the video; if the candidate has problems hearing or seeing the interviewer, they will have trouble connecting with your business. Candidates should be given instructions on how to test their voice and video if your program includes a test option. This will ensure that they are comfortable with the equipment and free up their time to prepare for the interview.


5. Establish a feedback procedure

Asking candidates to submit a post-interview survey will give you the chance to learn from each interview. Ask broad questions on how candidates believed the conversation went, whether the software performed effectively, and what could be done to make the virtual interview experience better. Keep the survey short and basic. As you proceed, improve the procedure using the data from these surveys.

After concluding the remote interview, express gratitude for the candidate's time and let them know what will happen next in the selection process and when they may expect to hear from you. No matter the news—good or bad—respect that pledge. Never let a candidate keep waiting for a response.


Shellye is committed to helping people from diverse backgrounds to achieve their aspirations in careers and life. The content published above was made in collaboration with our members.

Shellye Archambeau is determined to help you with all possible strategies to climb the ladder of success. She values your feedback. Do mention them in the comment section below.





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