Using Video Interviews in the Hiring Process

22 March 2021

The emergence of COVID-19 really challenged the preconceptions of interviewing. Hiring managers who would otherwise insist that they couldn’t possibly hire someone without meeting them face-to-face were forced to shift to virtual interviewing. Video interviews are now commonplace and have become an essential part of the hiring process for most companies.

Types of Video Interviews

There are two types of video interviews: live and pre-recorded. Live video interviews are simply a video call between the recruiter or hiring manager and the candidate. This type of video interview is the most popular and is the go-to substitution for the face-to-face interview. A pre-recorded interview is less common and is often used in the candidate screening process. In this type of interview, the candidate is the only person on the video call and there is an automated system that prompts the candidate with questions. The system notifies a recruiter or hiring manager once the interview is complete so that the candidate’s responses can be reviewed.


Live video interviews are an excellent replacement for in-person interviews and offer a number of benefits to both the hiring team and the candidate:

  1. Reduced time to hire: A face-to-face interview takes considerably more time than a video interview. When a candidate arrives for an in-person interview, you’ll likely take time to welcome them, show them around the office, walk them to the meeting room, and get them a glass of water. This process is likely adding at least 10 minutes per candidate. Video interviews do not require any of this additional time and this means a greater candidate throughput. Reducing the time to hire also equates to cost savings.
  2. Increased satisfaction with the interview process: Video interviews are much more convenient for the candidate than in-person interviews. To attend a face-to-face interview, most candidates have to take time off of work during the workday. Especially if it’s early in the interview process, many candidates will appreciate an initial video interview followed by an in-person interview. With this approach, both parties can decide if it’s a fit without investing the time in an in-person interview.
  3. Access to a greater talent pool: Video interviewing allows you to interview remote candidates and removes geographical barriers. If it’s not 100% necessary that your candidate live and work in a specific location, open up the search to include talent outside your typical cities and regions.

How to Deal with Technical Issues

As with any other video call, video interviews are not immune to technical difficulties. Trying to push through a video interview with persistent technical issues will be a frustrating experience for both you and the candidate. If you or the candidate is having technical issues, reschedule or change the interview to an audio-only call instead. Despite the potential technical snags, video interviews can be a great, or even necessary, addition to your hiring process whether you’re using them as a screening tool or as a way to interview remote candidates.

Sincron HR Software

Our ATS (recruitment module) allows users to schedule individual or panel interviews. Communicate to candidates the date, time, and video link (Zoom, Teams, WebEx, GoToMeeting, etc.) via email or SMS. During interviews, HR users and managers can notate responses to questions and assess skills in real-time.

  • The platform allows organizations to integrate their strategic planning objectives and KPIs into performance management
  • Sincron HR configures the platform to ensure organizations meet or exceed industry/accreditation standards
  • The new HR Essentials platform is now available for just $2/month per employee
  • Training and tech support (call, text, video library, etc.) is included

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