With the rise of remote and hybrid work, video interviewing has become increasingly popular in recent years. Companies across various industries are embracing video interview software to optimize their hiring processes and expedite recruitment overall.
Beyond simply conducting faster interviews, video interview software can streamline the entire candidate screening process and help you make better hires. In this guide, we’ll explain how these platforms can improve your hiring and highlight some of the best ones for your next recruitment process.
How video interview software works
A video interview software is a digital platform that allows employers and recruiters to conduct remote video interviews. It helps streamline the hiring process by eliminating the need for in-person meetings, saving time and resources.
Generally, video interview software helps recruiters reduce the time it takes to hire, provide new insights about a potential candidate, and broaden their candidate base to include remote applicants. Due to these benefits, numerous companies today have adopted video interview software as part of their recruitment process.
A 2020 Gartner survey reported that a whopping 86% of hiring managers used virtual interviews to hire candidates during the pandemic. This set the ball rolling for video interviews to take center stage in recruitment, which remains a key aspect of the process even today.
Now, many video interview software combine advanced technology and Artificial intelligence to optimize interviews. As a result, they handle interview processes like scheduling, data collection, and performance analysis, allowing you to focus on more attention-demanding parts of your screening.
Types of video interview software
There are two main types of video interview software, designed to assess candidates in different ways and according to varying recruitment needs. Here’s a quick rundown of how both of them work:
1. Live video interview software: This group includes platforms like Skype, Google Hangouts, or other platforms that allow the interviewer to chat with a candidate face-to-face via webcam. The process typically starts with scheduling a mutually convenient time. The candidate receives a secure link to join the interview, which they access using a device with a camera and microphone. At the scheduled time, both parties log in and proceed with the interview as they would in person.
Live video interview platforms are particularly useful for initial screenings, panel interviews, or situations where in-person meetings aren’t feasible, providing flexibility without sacrificing personal connection.
2. One-way video software or pre-recorded video interview software: With these tools, the candidate records a video response to interview questions on their own time for the recruiter or hiring manager to review later. Examples of tools that fall under this group include Vervoe, SparkHire, HireVue, and Jobvite.
Recruiters typically create a list of questions using these video interview software programs and set parameters such as time limits or deadlines. Following this, candidates access the interview, record their answers using a webcam or smartphone, and submit them for review. One-way video interviewing lets hiring teams evaluate responses on their own schedule, compare candidates more efficiently, and screen a larger volume of applicants early in the hiring process.
Why are video interview software important in recruitment?
Video interview software programs have become an essential tool in modern recruitment, streamlining the hiring process and offering flexibility for both employers and candidates. Here are four key reasons why they are so important:
1. They save time and speed up hiring
One of the biggest advantages of using video interview software is the time it saves. Traditional hiring often involves multiple rounds of scheduling, travel arrangements, and in-person meetings, which can stretch out the recruitment process. With video interview software, recruiters can screen candidates faster, evaluate responses on their own schedule, especially in one-way formats, and move qualified applicants through the pipeline more efficiently.
This speed is especially valuable when hiring at scale or for time-sensitive openings. Companies can respond faster to strong candidates and reduce the risk of losing talent to faster-moving competitors. It also enables HR teams to focus more time on high-value tasks like personalised follow-ups and strategic decision-making.
2. They expand access to talent
Video interviews break geographic barriers by allowing employers to connect with candidates anywhere in the world. Instead of limiting the talent pool to those who can attend in-person interviews, recruiters can now consider remote applicants or international talent who might not otherwise be available.
This broader access helps companies access more talent, offering opportunities to people from different backgrounds, locations, and circumstances. It’s also a huge benefit for global organisations or remote-first companies that want to maintain consistent hiring practices across different regions.
3. They improve consistency and fairness
Using video interview software helps create a standardized process where each candidate answers the same set of questions under similar conditions. This structure makes it easier to compare applicants fairly, reducing unconscious bias and subjectivity in the early screening phase.
Moreover, recorded interviews allow multiple members of the interview team to review and assess candidates independently, which adds another layer of fairness and objectivity. This promotes transparency in decision-making and helps hiring teams stay aligned on what they’re looking for, especially when hiring collaboratively.
4. They enhance candidate experience
Contrary to what some may expect, video interviews can improve the candidate experience when done right. One-way interviews let candidates record responses at a time that suits them, reducing stress and scheduling conflicts. Live interviews can feel more personal and flexible than formal in-person meetings, especially for remote roles.
Additionally, video interview platforms offer intuitive interfaces, clear instructions, and mobile access, making it easier for candidates to participate.
When to use video interview software
Video interview software programs are most effective when used deliberately at the right stages of the recruitment cycle and tailored to the type of role being filled. While it can technically be used across the entire hiring process, its real value lies in how strategically you apply it based on the situation and the job at hand. Here’s a breakdown of how you can apply these tools at different stages of your recruitment:
Early-stage screening for high-volume roles
One-way video interviews are particularly useful during the initial screening phase, especially for entry-level, graduate, or high-volume positions like customer service reps, retail staff, or sales trainees.
Instead of manually scheduling dozens of phone screens, recruiters can send a standardized set of questions that candidates respond to on their own time. This saves hours of back-and-forth and allows recruiters to review responses quickly, often spotting top performers faster than through resumes alone.
This method also makes it easier to compare candidates side-by-side, since everyone answers the same questions under the same conditions. It’s an efficient way to filter for communication skills, culture add, and baseline qualifications without committing to a live call for every applicant.
Mid to late-stage interviews for specialised or senior roles
For more specialized or senior roles, such as engineers, product managers, or team leads, live video interviews are better suited during the mid to late stages of hiring. These conversations allow for real-time interaction, enabling you to dig deeper into technical skills, problem-solving ability, and cultural alignment. You can also invite multiple stakeholders to join the call, replicating a panel interview format.
In these cases, the focus shifts from filtering candidates to deciding on the best fit for the role. Live video tools enable hiring managers to build rapport with candidates, ask follow-up questions based on live responses, and create a more personalised interview experience, which is important for roles that require strong collaboration or leadership qualities.
Remote hiring
Anytime you’re hiring for remote roles or expanding across geographic regions, video interviews become essential. They eliminate the need for travel and make it easier to include candidates who may not be able to attend an in-person interview due to location, time zone, or cost.
For example, when hiring a remote software developer or a freelance content marketer, a combination of one-way and live interviews can provide a clear, time-efficient assessment of skills and communication ability.
This flexibility is especially valuable for global teams or companies embracing hybrid work models. It ensures a consistent, scalable interview process that still feels human and thorough, regardless of where the candidate is based.
How to set up and run a video interview
There are many video interview tools out there, and the process for setting up a video interview will look slightly different depending on the platform you choose. However, expect certain things when starting to integrate a video component into your hiring process.
The following are the steps to set up and run a video interview successfully:
Step 1. Define your interviewing needs
Before choosing a platform or sending out invites, take time to clarify your hiring goals. Ask questions like “Are you screening for communication skills, technical ability, or cultural fit?”: Is this a high-volume hiring process, or a senior-level role with fewer candidates?” The answers will help you determine whether you need a one-way interview for fast screening, a live interview for real-time interaction, or a blend of both.
This step is crucial because it shapes every other decision, including what kind of video tool to use, how many questions to ask, what format to follow, and how much time to invest at each stage.
Step 2. Choose a video interview platform
Once you’ve set your goals, select a tool that aligns with them. This could be a live tool like Zoom or Microsoft Teams for real-time interviews, or a one-way interviewing platform like Vervoe. When making the choice, be sure to consider how well each tool’s features can optimize your recruitment process. For example, if you’re conducting a high-volume hiring process, be sure to use a scalable tool.
Ideally, each tool offers different features, and some support collaboration and panel screening. In contrast, others are designed for one-on-one video interviewing between individual parties. Understanding what suits your process best is crucial for a smooth experience on both ends.
Step 3. Communicate clearly with the candidate
After choosing your platform, let the candidate know that the interview will be conducted via video and whether it will be recorded. This is important not only for legal and compliance reasons but also for giving candidates time to prepare and feel more at ease. If the interview is one-way and pre-recorded, explain what the format involves so there are no surprises.
While sending a message to the candidates, clearly outline the steps and technical requirements. Inform candidates if they need to download specific software, whether they’ll receive the questions in advance, how much time they’ll have to answer, and whether they can re-record responses in a one-way interview scenario.
Step 4. Prepare for technical accessibility
Before the interview, ensure candidates can easily access and navigate the video platform. To do this, provide clear instructions, test links, or guides to help them prepare, and confirm the platform works smoothly across different devices and operating systems beforehand. This preparation reduces technical confusion and helps candidates focus on the interview itself.
During the interviews, you should also be ready to offer support or flexibility if issues arise. A smooth, accessible process not only reduces candidate stress but also ensures you’re evaluating their skills fairly, without technical mishaps getting in the way.
Step 5. Set the interview questions and structure
Next, design your interview script and decide on the type and number of questions you want to ask. For one-way interviews, two to three well-crafted questions are usually enough to assess key skills without overwhelming the candidate. If the video interview replaces a live session, you might include more questions, but remain mindful of the candidate’s time.
At this stage, it’s also important to determine who will conduct or review the interview. Assigning the right interviewer(s) ensures consistency and helps coordinate feedback efficiently. Once that’s done, establish a structure for the interview if you’re using a live video interview, starting with an introduction, followed by the questions, and a conclusion.
Pro tip: For live interviews, remember to give the candidates time to ask questions, as this plays a big role in shaping the candidate experience.
Step 6: Administer the interview
Once everything is set up, it’s time to administer the interview. For live interviews, ensure both the interviewer and candidate have the agreed-upon time, the correct link or platform access, and any necessary instructions. For one-way interviews, send candidates the invitation with clear deadlines and guidelines on how to record and submit their responses. Throughout the process, maintain open communication in case they need assistance or encounter technical issues.
During the interview, monitor the process as much as possible to ensure everything runs smoothly. For live sessions, the interviewer should be prepared to guide the candidate and create a comfortable environment throughout the process. For one-way interviews, check that submissions are received on time and meet your quality standards. Administering the interview with attention and support helps create a positive experience and ensures you get the best insight into each candidate’s abilities.
Tips for conducting a video interview
Conducting a video interview with the right tool is one thing. However, making sure the process goes seamlessly requires you to adopt some best practices for each step of the interview process. To help you make the most of it, here are practical tips to improve how you conduct and evaluate your video interviews:
1. Prepare the candidate ahead of time
Clear communication before the interview sets everyone up for success, including the candidates. As such, before the interviews, you should:
- Send key information in advance: Share platform details, relevant links, and resources they might need to prepare, especially if it’s a one-way interview. You should also be upfront about the length of the interview. For pre-recorded sessions, specify how long they’ll have to answer each question and the final submission deadline.
- Set tech requirements ahead: Let candidates know the ideal internet speed and whether the interview platform works better on certain devices or browsers.
- Conduct panel introductions: If multiple interviewers will be present during the conversation, tell the candidate in advance to prevent them from being caught off guard. This lets them prepare to present themselves properly.
2. Ask the right questions
The best video interview questions are clear, specific, and focused on job-relevant skills. Whether you’re conducting a live video interview or sending out a one-way pre-recorded prompt, the goal is to get candidates to stay on topic and reveal meaningful insights. Here are some sample questions you can use:
- Tell me about a time you had to deal with a frustrated customer. How did you handle the situation, and what was the outcome?
- You’re speaking with a potential client who says they’re already happy with a competitor. What would you say to keep the conversation going?
- Describe how you’d manage a project with a tight deadline, multiple stakeholders, and changing priorities. What tools would you use?
- Can you explain a complex technical problem you’ve solved in a previous role?
These types of questions help assess both soft and hard skills, and you can tailor them to suit any role.
3. Prevent (and detect) cheating
With virtual interviews, especially one-way video interviews, candidates can be tempted to script or overly prepare their responses, which could affect how well you assess them. Fortunately, there are several ways to ensure integrity during video interviews, including the following:
- Set time limits for reading and recording responses.
- Restrict the number of re-record attempts with one-way video interviews.
- Randomize interview questions for candidates.
- Watch for signs of reading from a script, like patterned eye and body movements.
- Supplement interviews with skill tests or live follow-ups.
4. Combine video interviews with skills testing
Video interviews are great for assessing a candidate’s communication skills, confidence, and overall fit, but they don’t always show whether the candidate can actually perform the job. That’s why it’s important to combine video interviews with skills testing. This approach enables you to assess both soft skills through video responses and practical abilities through job-related tasks, providing a more comprehensive picture of the candidate’s job fit.
For example, you can ask a customer service candidate to respond to a video scenario on a skill test and then complete a live video interview to make your decision. On the other hand, a content writer could explain their writing process in a one-way video interview and then submit a writing sample afterward.
The best part about skill testing is that you don’t have to rely solely on manual effort for it. In fact, platforms like Vervoe streamline the process by combining advanced features with AI to simplify your screening process.
With Vervoe, you can directly integrate video interviews with AI-powered skills testing to assess candidates on a deeper level. Our platform offers a library of over 300 pre-designed tests for virtually any role, loaded with validated questions to evaluate the skills required for the job. Vervoe also offers an AI Assessment Builder that lets you design your own tests from scratch by simply uploading a job description to start.
Additionally, our platform features tools for intelligent AI scoring and candidate ranking, enabling you to identify top performers quickly. Vervoe lets you assess technical and interpersonal skills simultaneously, making the hiring process more objective and efficient, especially useful when screening large numbers of candidates.
Streamline your hiring with Vervoe’s all-in-one platform
Conducting a video interview only works when you use the right software and apply the best strategies. Fortunately, with Vervoe’s features, you get all the benefits of effective virtual interviews via one-way video screenings combined with the perks of skills testing.
With tools for designing custom and pre-made assessments, Vervoe lets you evaluate your candidates’ skills, even at scale. You can also design job simulations for the role you’re hiring and conduct your one-way video interviews on the same platform. This makes screening candidates effective and provides you with all the necessary information to make an informed decision.
Ready to step up your screening game? Get a free demo with Vervoe to begin!
