Quick Summary
Virtual interviews are a thing post-pandemic. But, is it a good option to find the right talent for your company? Read to know more.
Remember the COVID times, when the world was paused, but corporations figured a way to keep their machines running by taking everything to the virtual world. Even the interviews.
Virtual interviews are not going away. It will remain an option for talent acquisition, depending on the situation. Hence, it time to take a deep dive into how virtual interviews can work in today's day and age.
According to a recent Statista report, 82% of companies now use virtual interviews as a key part of their hiring process. In fact, 86% of hiring processes globally include virtual interviews, whether it's live video calls or one-way recorded responses.
That’s no surprise, given how quickly workplaces have embraced remote and hybrid work. For HR teams, virtual interviews have become a necessity for hiring smarter, faster, and across borders.
But like any tool, they come with a learning curve. From handling tech hiccups to keeping candidates engaged on-screen, there’s a lot to consider. This guide breaks it all down, helping HR professionals confidently conduct virtual interviews that are structured, efficient, and candidate-friendly.
Types of virtual interviews
Live video interviews
These are real-time conversations using video conferencing tools like Zoom or Microsoft Teams. They are ideal for assessing communication skills, personality, and cultural fit.
Phone interviews
Often used in the initial screening stage, phone interviews are a quick and effective way to gauge verbal communication and interest.
Text-based or chat interviews
Typically used for customer service or support roles, these interviews assess written communication and responsiveness in a digital environment.
AI-led or automated interviews
Candidates respond to pre-recorded questions on video, and recruiters review the responses later. This format is useful for high-volume hiring or initial assessments.
How to prepare for virtual interviews
1. Choose the right platform
Select a reliable and easy-to-use video conferencing tool. Ensure both the interviewer and candidate are familiar with how it works.
2. Test the technology
Check your internet connection, camera angle, and audio settings ahead of time. Always have a backup plan in place in case of technical issues.
3. Set clear expectations
Send candidates a detailed email outlining the interview format, schedule, duration, and any technical instructions. Include information on dress code or necessary documents if applicable.
4. Create a professional and welcoming environment
Use good lighting, reduce background noise, and position your camera at eye level. A well-organized and calm setting helps set a positive tone for the conversation.
Example of a virtual interview in action
A strong example of a virtual interview is a consulting case interview conducted over a video conferencing platform such as Zoom or WebEx. In this setting, both the candidate and the interviewer join from their respective locations, often a home office or a quiet remote workspace.
The interviewer presents a business case or problem statement on screen, and the candidate is expected to approach it methodically. This typically involves asking clarifying questions, structuring their analysis, and walking through their reasoning in a clear and logical manner. To support their explanation, the candidate may use digital tools like a virtual whiteboard, screen sharing, or even a shared document to map out frameworks or perform quick calculations.
Communication is critical in this format. Candidates are encouraged to speak clearly, maintain virtual eye contact by looking at the camera, and over-communicate their thought process to ensure clarity. Though the interaction is virtual, it mirrors the structure and rigor of an in-person interview while harnessing technology to overcome geographic barriers.
Virtual interviews have become an integral part of the hiring process, especially in a world where flexibility, speed, and remote collaboration are key. For HR professionals, they offer a smarter, more efficient way to connect with talent beyond geographic boundaries. For candidates, they provide a convenient and often more comfortable environment to showcase their skills.
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