How to conduct a video interview
Find out everything you need to know to successfully leverage video interviews and make the most of your time with potential employees.
Video interviewing can be used to screen candidates before inviting them into the workplace for an in-person interview. For remote workers, it’s an essential part of the recruitment process, allowing recruiters to interview candidates from the comfort of their own home.
While the structure of an online interview can be very similar to a face-to-face one, the preparation beforehand differs slightly. Ensuring you’ve prepared your candidate, have access to easy-to-use video software and have well-structured questions to hand is essential for recruiters.
In this article, we’re taking a deep dive into conducting video interviews, providing you with insights and tips you can use to make them an effective tool in your recruitment processes.
Pre interview preparation
Before you get into conducting video interviews with candidates, first you need to ensure that you are fully prepared.
Let’s examine the key steps involved in this.
1. Share relevant information before the interview
One thing candidates don’t like is if they haven’t received enough information before an interview, so making sure you share all relevant information with them before you sit down to ask questions is essential.
Ultimately, it means the candidate is more likely to perform to the best of their ability, as they’ve got clear instructions, practical details and any necessary context they might need for the interview.
The information candidates need to have beforehand includes:
- Date and time of the interview
- The structure of the interview
- Timeframes for the wider recruitment process
- A reminder of the role requirements for reference
- How long the interview will last
Furthermore, our research from 4,500 candidates shows the information jobseekers feel they need to have before an interview in any format. This includes:
- Over half want to know how the interview will be structured
- Half want to understand the decision-making process and expected timeframe
- 46% want a reminder of the role requirements for reference
- 43% want a clear dress code
- Over a third want to know how long the interview will last
2. Decide your video interview format
Within video interviews, there are two specific formats that recruiters and employers can choose from. There are:
- Pre-recorded interviews: For large-scale recruitment drives, having a pre-recorded video interview can act as a screening stage, before then organising a live video interview or a face-to-face. Or if speed is the key driver, this can accelerate the process and save on the time spent interviewing multiple people for the same role. You can choose to record yourself asking the interview questions or write them out. Each question will appear one by one on screen, and a candidate can respond via video recording. This makes it easy to compare answers, as all candidates are supplied with the same set of questions and given the same amount of time to answer each one.
- Live video interviews: Live video interviews take place in real-time, meaning you’re able to cover more ground by having conversations outside of your set questions. You can learn a little more about the candidate and they have more chance to get their personality across, outside of how they answer questions.
Make sure to choose the format that best suits your recruitment needs, whether that’s focused on speed, screening a high volume of candidates or learning more about each candidate.
Video interviewing checklist
Below we’ve outlined a checklist you can use to ensure you have everything you need to be successful when conducting a video interview.
1. Have candidate details to hand
Make sure you’ve got the candidate’s contact details to hand, whether it’s their email address or phone number to ensure the online interview runs smoothly and overcomes any unexpected hiccups.
2. Test your software
One of our top video interview tips is to make sure the video interview software is working.
Nobody wants to be held up while the interviewer tries to figure out what’s wrong with Microsoft Teams or Zoom! Recruiters should make sure they’re well-versed in whatever video call platform they’re using, to make the process run as smoothly as possible.
3. Find a quiet space
Find a space with as little background noise as possible.
If you’re in an office, a private meeting room is best. If you’re set up at home, set up in a quiet room where you won’t be interrupted.
If possible, find somewhere with good natural light, and if that’s not possible, ensure the room is well lit.
4. Look the part
Follow your organisation’s dress code for a video interview in the same way as you would when conducting a face-to-face interview – and recommend your candidate does the same.
Also, consider what will be in the background of the video frame. If your background is busy, your candidate might find it harder to focus on you and the questions you’re asking.
5. Body language
The candidate you’re interviewing is likely to be a little nervous, and you can help to put them at ease not just by what you say but in your body language.
Be aware of where you’re sitting in relation to the camera – being too close can feel unnatural, while being too far away could impact how well you’re heard.
Having your head and upper body in shot is your best bet, with your eyes level with the camera. Sit up straight and try to maintain good eye contact throughout.
6. Test your internet connection
Make sure your internet connection is reliable.
If you’re on WiFi you can see the strength of the connection by clicking the WiFi icon. This usually sits in the bottom right corner of your screen.
If you’re having problems, run a test call with a colleague beyond hand to ensure everything is running smoothly.
7. Check the sound
Double check you and your interviewee can hear each other and be aware of any possible lagging on screen if your WiFi connection isn’t the strongest.
Video interview questions
The questions you ask in an online interview can follow the same framework as a face-to-face interview.
In the time you have, you want to understand your interviewee’s relevant experience, job history, key skills and what makes them tick in terms of their working style and how they might fit into the wider team.
Consider utilising competency interview questions during these interviews, as this can form a core part of a skills-based hiring strategy.
Let’s look at some examples of questions you can ask candidates during a video interview.
“Tell me about your experience and why it’s a fit for this role”
This question is a simple way to check the candidate understands the role requirements and has thought about how their skillset is a relevant fit for it.
Listen out for them using keywords from the job description to highlight how their experience makes them a good fit for the role.
“Tell me about a time you solved a difficult problem”
This question can give you some insight into your potential employee’s critical thinking and problem-solving.
Look out for a clear answer that sets out the context, who was involved, what the issue was, why it needed resolving and how it was resolved.
“Tell me about a time you persuaded someone to get on board with your ideas or way of thinking”
This question is about how a candidate gets buy-in and structures an argument to get a colleague, or senior member of staff, on side.
In their answer, look out for how they might have adapted their approach depending on who was involved in their discussions.
“What’s your preferred way of working?”
This question is a good way to establish how a candidate goes about their work, their preferred way of learning and working on tasks, both independently and as part of a team.
It’s also an opportunity for you to share any flexible or remote working offerings your business has.
“How do you want to work alongside your manager?”
Again, this question helps you to understand how you can get the best of your candidate if you decide to offer them a job. It also gives you a chance to talk about your company’s wider structure if relevant.
“Tell me about a time you helped to resolve a team conflict, or how you’d go about resolving one”
This is a leadership interview question that focuses on interpersonal skills and emotional intelligence.
Focus on what role the candidate takes in the conflict. Do they act as a mediator, and gather the relevant facts from the parties involved, rather than focusing on emotional responses?
“What are your career goals?”
Many candidates consider career development and progression opportunities even in the early application stages, so having an open conversation at this point means you can outline potential future opportunities and see if the candidate’s ambitions are in line with your company’s strategy.