Video interviewing is one of the hottest HR technology trends of the past few years. It promises to reduce costs, standardize compliance issues, and increase productivity. Also, a video interview is sometimes necessary, just as a phone interview, if distances are an issue. This can be the case with remote workers, outsourcing, and branches with no trained supervisors for the interview. These are preferential to phone interviews because of the visual aspect which allows for a more personal interaction than voice alone. Although to a lesser degree than in-person interviews, body language, appearance, and behaviors can still be assessed to a extent through this interview process.

Just as in a phone interview, a video interview should take into account the differences in the method from an in-person interview and should adapt accordingly. Questions for the applicant can be very similar, even mostly the same, but should be tailored to require slightly more in-depth answers and discussion. This will help to overcome the amount of physical observation that cannot be taken as much into account. As with any interview, distractions should be removed as much as possible. Having extraneous movements and sounds through the video and audio on a screen can be even more distracting to an applicant than in person, because of the focus on the smaller area of the screen.

As is always the case, an interview done in person will provide the most complete picture of the applicant and their fit with the company. If video interviews are required on a regular basis for your company because of the nature of your business, it is highly recommended to establish an area designated for these interviews so as to be able to consistently be free of distractions.