virtual interview

What is virtual interviewing and how to use it for successful recruitment

The modern remote workforce puts recruiters in a peculiar situation. Virtual interviews are a requirement in order to continue the employment process and stay in touch with prospects. Even if you have prior experience with video interviews, switching to a completely remote recruitment strategy requires a significant adjustment. Recruiters can now contact a more diversified pool of candidates from around the world thanks to video conferencing software like Skype, Zoom, and Google Meets, and online testing tools, which also makes it more affordable to screen potential recruits.

The need for virtual interviews has also arisen as a result of contemporary events like the COVID-19 outbreak. Recruiters have experienced some relief from the COVID-related hiring efforts thanks to virtual interviews. Many professionals are seeking new employment prospects online or from their homes, which has made the hiring process more interactive.

What is a Virtual Interview?

A job interview that makes use of video technology to facilitate remote talks is known as a virtual interview or digital interview. Instead of meeting in person, the hiring manager and candidate will connect online using video interviewing software.

The majority of the interviews that recruiters undertake now take place virtually. By phone or video call, the virtual interview is used to discuss a position with an applicant. After the first virtual interview, several hiring procedures include in-person interviews.

Types of Virtual Interviews

 The virtual interviews can be done following ways:

1. Live video interview

This entails an interview where the interviewer and interviewee are in different locations, utilizing already-existing technology (such as Zoom). While there is no doubt that this saves time and travel expenses, it does not significantly improve interview efficiency. It is scheduled, and both parties must be available simultaneously. The length of the remote interview is equal to that of a face-to-face interview. Travel time and expenses are the only significant savings.

2. One way video interview (AKA Asynchronous Interview)

In this type of interview, recruiters don’t talk to candidates directly. Instead, candidates answer pre-written questions from the hiring manager on video. Their response is recorded and can be watched later by the recruiting team. The recruiter will watch and analyze the answers as well as give feedback or notify applicants for the next round of the process. This process is also known as an Asynchronous Video Interview Process, given the nature of its one way video interview response against a series of synchronous conversations in the case of a two-way video interview.

Read More: What is one way video interview?

3. Online Skill Testing

Online skill testing is where recruiters send a test to candidates for specific skills. Skills tests give hiring managers/employers a firsthand understanding of a candidate’s capacity to carry out a certain activity, assisting in removing subjectivity or prejudice from the decision-making process. This procedure makes it simple to evaluate if candidates are prepared for the positions or responsibilities they have applied for. When managing high-volume hiring, skills assessments are helpful and time-saving tools that evaluate candidates early in the assessment process. This allows recruiters to swiftly weed out unqualified candidates from enormous applicant pools. These skill testing can include anything such as be for any type of skill assessment like sales, technical, customer support, psychometric, behavioral, communication, and aptitude tests. 

How to use virtual interviewing for successful recruitment

Virtual interviews can certainly save time and money when considering distant employees or candidates from other states or nations. Here are some ways of using it for successful recruitment.

1. Prepare the hiring team for virtual interviews

Although conducting interviews virtually is becoming more and more usual, some interviewers might have greater expertise. Here are some instructions for your team’s interviewees.

a. Create an organized, transparent process.

Outline the entire virtual interview process to keep everyone on the same page. Send out a     schedule before, or schedule time on teammates’ calendars to review the candidates.

b. Practice using and testing your video interviewing equipment.

Practicing with your virtual conferencing equipment and software beforehand may leave applicants with a favorable impression and avoid delays. Offer to mentor anyone on any technology or features.

c. Choose the ideal locations for interviews.

Ideally, interviewers should locate a peaceful, well-lit area with a transparent or clean background, a good Wi-Fi connection, and minimal disruptions or disturbance.

d. Early on, establish a personal relationship.

Share advice to build rapport with candidates, such as allocating a short period of time for chit-chat at the beginning of an interview and grinning and nodding to demonstrate interest.

e. Stay away from common video call issues.

On a video conference, it’s simple to unintentionally talk over one another, especially if the connection is sluggish. Ask fellow interviewers to briefly pause after the candidate finishes speaking before asking any follow-up questions.

2. Prepare candidates for a virtual interview

While candidates may be accustomed to virtual conferencing capabilities, they may not be accustomed to virtual interviews. Their readiness for one demonstrates how much your business values them.

a. Inform applicants of the tools to be used in advance.

Transparency is key, so it’s essential to avoid surprising candidates during the hiring process. Send candidates a link to the virtual conferencing platform you’ll be using when organizing a virtual interview. They now have enough time to download or upgrade the tool and get acquainted with it.

b. Send materials in advance, such as a list of interviewers.

While not always necessary, informing the candidates of the number of interviewers joining is helpful! This gives them an idea of everyone’s roles. You may also include links to the interviewers’ LinkedIn profiles and any other information you think the candidate might find useful in your interview confirmation email.

c. Inform applicants whether there will be a skills test.

Inform applicants that you may want to look through their work samples or portfolios, or that they may have to complete a test or problem during the interview. This will enable them to plan appropriately. Again, remember transparency.

d. Give potential employees a clear idea of your company’s culture.

Send the candidate resources to review, such as virtual office tours or recordings from corporate events.

e. To enhance your interviewing process, get feedback.

Whether or not the applicant is hired, promptly communicating with them after the interview will demonstrate that you value their time and help you make better recruiting decisions.

3.  Asking the right questions during virtual interviewing

It goes without saying, but we’ll say it anyway – Always prepare a list of questions for the candidate interview. Examine the applicant’s information, including their resume and any other documents they may have submitted. Utilize this knowledge to help you formulate any queries you may have about their background and credentials.

Here’s a starting list of questions to ask, some of which can help you gauge potential remote work experience:

  1. What about this position and our team most interests you?
  2. How do you maintain organization and productivity while working from home?
  3. What steps do you use to get beyond challenges or obstacles at work?
  4. What is your experience in collaborating with teams in various time zones?
  5. What abilities and characteristics do you think are necessary for successful remote work?


For the majority of firms, conducting interviews virtually has become the new standard. It is up to us to adapt to our new lifestyles in this pandemic condition, keep our social distance, and conduct all of our business from home. Virtual interviews could seem a little challenging at first. However, as soon as you adjust and become used to them, business as normal will resume.

Also Read: Benefits of video interviewing