Video interviews benefit employers by cutting travel and scheduling time, letting hiring teams screen candidates from anywhere, and making multi-stage processes faster. Live (two-way) interviews replace early in-person rounds, while one-way recorded interviews let candidates answer set questions on their own time. The trade-offs are technical problems, weaker candidate impressions in some research, and legal rules when AI analyzes the videos.
Key Takeaways
- Video interviews save travel time for both sides and make it easier to involve several interviewers in one session.
- There are two formats: live two-way video calls and one-way (asynchronous) recorded interviews.
- Research summarized on Wikipedia found that applicants tend to score lower and see technology-based interviews as less fair than face-to-face ones, so video works best as a screening stage.
- Illinois (since January 1, 2020) and Maryland (since October 1, 2020) have laws on AI analysis and facial recognition in interviews; New York City has regulated automated hiring tools since July 5, 2023.
- A consistent structure, the same questions for every candidate and a tested setup make video interviews fairer.
Video Conferencing is a tool that has huge versatility and can be applied in a number of instances in order to improve efficiency. For recruiters and employers, using video conferencing solutions when interviewing job applicants can provide a host of benefits compared to the more traditional interview approaches.
The Benefits of Video Interviews
- You will save an interviewer and applicant time when you have a long interview process with multiple stages. Video conferencing may allow you to cut out stages for the convenience of both the employer and candidates – for instance, you can host an interview in real life while other team members are watching via video to save the time that it would have taken for them to travel and participate in person.
- It provides a simple solution to scheduling issues. Employed candidates often find it hard to find time for an interview without requesting time off work. A one-way interview allows them to complete your interview on their own time outside of work hours, while a live interview can still be beneficial as it eliminates travel time and provides them with the option to complete it during their lunch break.
- It allows applicants who may live in a remote location to participate with little stress and money wasted on their behalf. It may also encourage potential employees to apply because of the reduced hassle. You may still want to meet the applicant in person at a later stage, but using video first to filter out candidates who are not a good fit can save a great deal of time.
- It can reduce the pressure and stress put on some applicants. Often, the face-to-face interview process can be daunting and wouldn’t necessarily show the applicant when they’re at their most optimal level of confidence and performance due to anxiety etc. A video call would allow the applicant to be interviewed from a familiar environment where they feel comfortable and therefore will give the interviewer a better understanding of how the individual behaves when comfortable and settled.
- Using Cloud Video Conferencing. This video conferencing technology allows users to connect from any device, anywhere in the world whether from a phone, tablet, desktop or video room. This makes arranging and running a video interview simpler and more straightforward.
Things to consider when using Video Conferencing for Interviews
- Poor internet connection. Video interviews are heavily dependent on internet speed and reliability. Frequent disconnects and low sound/video quality may remove that candidate from the running, regardless of their suitability. Technical issues wouldn’t affect a person’s chances to impress during a face-to-face interview.
- It requires access to a computer and the internet: it is easy to assume that everyone has a computer and a reliable connection, but not all jobs require them, and some candidates may lack the equipment or IT confidence. However, if you’re interviewing candidates that are abroad, you could invest in booking a video room for your applicants to attend for the interview.
If you do decide to use video interviews then here are some tips of best practice advice:
- Use a reliable and high quality software: Ensure that you are using a reliable software to host a video interview, you want high quality video and when doing live interviews, test your camera, microphone, and Internet connection ahead of time.
- Build a consistent framework for each interview: Make sure you are ensuring an even playing field for each candidate; they are asked the same questions and are held to the same expectations. It’s also important that you give them information about the next steps available and when you will be in contact about whether they were successful.
In conclusion, video interviewing can be hugely beneficial to not just employers but to candidates as well. Consider cost implications, time management of your staff and whether you want to see your applicant when they’re performing at their optimal level.
What Is a Video Interview?
A video interview is a job interview held over video conferencing software instead of in the same room. According to Wikipedia’s article on job interviews, interviews have been held through video conferencing software such as Skype since 2003, and companies use them because of their low cost, time savings and ease of use, and because the technology lets them recruit applicants from further away.
Live vs. One-Way Video Interviews
| Feature | Live (two-way) video interview | One-way (recorded) video interview |
|---|---|---|
| How it works | Interviewer and candidate talk in real time on a video call | Candidate records answers to preset questions; the team reviews them later |
| Scheduling | Needs a shared time slot | Candidate chooses when to record |
| Follow-up questions | Possible | Not possible during the recording |
| Best stage | Screening and later rounds, panel interviews | Early screening of large applicant pools |
| Main risk | Connection problems during the call | Feels impersonal; may trigger AI-analysis rules if software scores the videos |
What Does the Research Say About Video Interviews?
Video interviews are not a perfect substitute for meeting in person. Wikipedia’s summary of the research, based on media richness theory, reports that applicants’ interview scores and hiring ratings have been found to be worse in phone and video interviews than face-to-face, and that applicants tend to see technology-based interviews as less fair and less job-related.
The same summary notes that applicants were seen as less likable in video interviews and were more likely to accept a job after a face-to-face interview than after a phone or video one. For employers, the practical lesson is to use video for screening and convenience, and to keep at least one in-person or high-touch stage before an offer for roles where acceptance rates matter.
Laws Employers Should Know Before Using AI Video Interviews
Several US jurisdictions regulate interviews when software, rather than a person, analyzes the recording. This is a summary, not legal advice; check the current text of the law where the job is based.
Illinois Artificial Intelligence Video Interview Act
The Illinois Artificial Intelligence Video Interview Act (820 ILCS 42), effective January 1, 2020, applies to employers that ask applicants for Illinois-based positions to record video interviews and use artificial intelligence to analyze them. Before the interview, the employer must:
- Notify each applicant that AI may be used to analyze the video and assess fitness for the position.
- Explain how the AI works and what general types of characteristics it uses to evaluate applicants.
- Obtain the applicant’s consent; the Act bars using AI to evaluate applicants who have not consented.
The Act also limits sharing of applicant videos to people whose expertise or technology is needed to evaluate the applicant, and requires employers to delete an applicant’s interviews within 30 days of the applicant’s request, including copies held by others and backups. Since January 1, 2022, an employer that relies solely on AI analysis to decide who gets an in-person interview must report applicants’ race and ethnicity data to the Illinois Department of Commerce and Economic Opportunity each year by December 31.
Maryland Facial Recognition Law
Maryland House Bill 1202 (2020), enacted as Chapter 446 and effective October 1, 2020, prohibits employers from using certain facial recognition services during job interviews unless the applicant consents by signing a waiver. The waiver must include the applicant’s name, the date of the interview, a statement of consent and a signature showing it was read and understood.
New York City Local Law 144
New York City’s Local Law 144 of 2021 covers automated employment decision tools. According to the city’s Department of Consumer and Worker Protection (DCWP), employers using such a tool must have a bias audit done within one year of the use of the tool, publish the audit results, and notify candidates and employees at least 10 business days before using the tool. DCWP began enforcement on July 5, 2023.
How to Run a Video Interview: Step by Step
- Choose the format. Use one-way recordings for high-volume screening and live calls when you need follow-up questions.
- Check the legal rules. If software will score or analyze the video, confirm notice and consent duties for the job’s location, such as the Illinois and New York City rules above.
- Send clear instructions. Tell candidates the platform, the time, the expected length, who will attend and what to do if the connection drops.
- Test the setup. Check camera, microphone and connection on the interviewer side, and offer candidates a test link.
- Use a structured question set. Ask every candidate the same questions and score answers against the same criteria.
- Plan for problems. Agree on a phone backup number so a dropped call does not count against the candidate.
- Explain next steps. End by saying when and how the candidate will hear back.
Common Mistakes to Avoid
- Judging the setup instead of the answers: a candidate’s home background or camera quality says little about job skills.
- Skipping consent: recording or AI-scoring a video without notice can break the Illinois or Maryland rules described above.
- Using video for every stage: the research above suggests in-person contact still matters for impressions and offer acceptance.
- Keeping recordings indefinitely: set a retention period and honor deletion requests; Illinois requires deletion within 30 days of a request when AI analysis is used.
For more on building a fair process, see these guides on ways to improve your recruitment process, designing a better candidate journey, how recruitment automation tools are used and how an applicant tracking system supports hiring.
Frequently Asked Questions
What are the main benefits of video interviews for employers?
The main benefits of video interviews for employers are time and cost savings, easier scheduling, access to candidates in other locations, and the ability to involve several interviewers without travel. One-way recorded interviews also let teams review many candidates quickly.
What is a one-way video interview?
A one-way video interview is a recorded interview in which the candidate answers preset questions on camera at a time of their choosing, and the hiring team reviews the recordings later. There is no live interviewer, so follow-up questions are not possible during the recording.
Are video interviews as reliable as in-person interviews?
Video interviews are not always as reliable as in-person interviews. Research summarized on Wikipedia found lower interview scores and hiring ratings in phone and video interviews than face-to-face, so many employers use video for screening and keep an in-person stage later.
Do employers need consent to use AI on video interviews?
In Illinois, yes: under the Artificial Intelligence Video Interview Act, effective January 1, 2020, employers must notify applicants, explain the AI and obtain consent before AI analyzes a recorded interview for an Illinois-based role. Maryland requires a signed waiver for facial recognition in interviews.
How long can employers keep video interview recordings?
Retention rules depend on the location. Under the Illinois Act, an employer that uses AI analysis must delete an applicant’s video interviews within 30 days of the applicant’s request, and must tell anyone it shared them with to delete them too.
