9 Techniques for Conducting Impactful Virtual Interviews


In the contemporary job market, virtual interviews have become a prevalent practice among job seekers. Businesses assert that these virtual interactions surpass traditional onsite interviews in terms of being less stressful and more cost-effective.

Utilizing presentation videos created with a video presentation maker can revolutionize the way you introduce yourself and your work to potential clients. Not only is it convenient to share these videos via email, but they also provide a more engaging and accessible alternative to traditional slide decks. Research indicates that incorporating video interviews into your screening and interviewing processes can result in approximately 50% time savings. This move towards virtual interviews, facilitated by AI technology, is not merely a fleeting trend but a transformative shift in professional practices.

Companies now find themselves under increasing pressure to excel in this realm, and for a good reason: in the competitive talent landscape, a streamlined hiring process is the key to attracting and retaining the best candidates.

In this blog, we outline 9 effective techniques for mastering virtual interviews. Let’s dive in!

9 Effective Strategies for Conducting Impactful Virtual Interviews

Below are 9 effective strategies you can follow to conduct successful virtual interviews and leave a lasting impression:

1. Investigate Potential Candidates

It is customary to conduct candidate research before virtual interviews. There are options for mentioning individual websites, portfolios, and LinkedIn profiles in many online applications. Make sure you review candidates and profiles well in advance of the interview so you are prepared.

Connecting with candidates on professional platforms like LinkedIn is another smart move. You can do this by asking them to join your page or by including them as a connection.

Creating a continuous online connection with the applicant will help you cover your pipeline for future hires, even if you decide not to hire them for the open position.

Above all, make sure your application documents and resume are up-to-date before the call begins. Having the resume ready will demonstrate that you’ve accomplished the necessary research as well as make the interview proceed more effortlessly.

Most importantly, ensure that the candidate is fit for your company’s culture. If you’re a hybrid or a remote company, finding a remote culture-fit employee is of utmost priority.

2. Plan Standardized Interview Questions and Evaluation Systems

Certain talent acquisition companies have created standardized questionnaires that interviewers ask every candidate as a way to assist hiring teams in finding candidates fairly and efficiently. 

During the interview, take notes or, if the candidate agrees, record the conversation. You can accomplish this on the majority of platforms with ease. (keeping track of the interview will help you to ensure that everything has been precisely recorded and to pass it on to the rest of the team for their feedback on every candidate.) 

You can rate the interviewees and prospective employees with greater accuracy over time by using an interview scorecard.

For instance, you can use a scoring system that records the following:

  • Interviewers’ ratings of candidates on a scale of 1 to 5
  • Interviewers’ yes/no responses regarding whether they would hire the candidate
  • The set of questions stated (so that your team can figure out if certain questions are effective in locating the most promising talent)
  • An evaluation of the candidate’s strengths and weaknesses

This way, you can track and measure various aspects of the interview process systematically.

You can also track your virtual interview by using a CRM, if you need some inspiration, these sales pipeline templates will help you.

3. Select the Appropriate Web Platform

The level of functionality of the interview platform itself is associated with how stable your online presence is.

Successful virtual interviews require appropriate tools. It will be used by both current and potential employees, so you should search for user-friendly platforms that work with your current business techniques. Moreover, one of the best concepts for virtual recruitment events is to provide guests with a unique experience by taking them on a tour of your office. This is easily accomplished by utilizing VR technology, and this realistic method allows them to explore different sections, environments, and work cultures.

To project a professional image during interviews and company conferences, search for video interview platforms that offer HD audio capacity and noise suppression. Additionally, be mindful of your WiFi bandwidth. You are unlikely to find yourself needing to disable video while on an interview to avoid experiencing connectivity problems. 

4. Provide Candidates with Thorough Instructions

Once you are done settling up the technical aspects of the interview, create a set of detailed guidelines that your candidates should adhere to during the interview. You want candidates to be fully aware of their responsibilities and whereabouts.

Provide precise directions and incorporate the following information:

  • When is the virtual interview taking place?
  • The name and title of each individual they will be meeting
  • The tool or platform name for video conferences (for example, Zoom)
  • Specifics of the meeting space, such as whether a password is required
  • Connection to the online conference space (if available)
  • Number to reach the interviewer by phone
  • Any other useful advice (for example, Chrome is the recommended browser)

Apart from this, make sure you promptly communicate the duration of the virtual interview and any additional materials or documents candidates should have prepared. Clear instructions contribute to a smoother interview experience, reduce potential stress for candidates, and ensure a more focused and productive session.

5. Introduce Yourself and Ensure the Candidate is at Ease

Allocate a few minutes at the start of the interview to make sure the candidate has the necessary tools installed and set up, as well as that their connection is operational.

Candidates must be at ease so they can effectively highlight their background, abilities, and expertise. As you present yourself, discuss your position within the organization and go through the schedule for the interview. This can lessen the anxiety that comes with being unsure of what to anticipate from the interviewer or who they will be facing.

6. Utilize Well-Appointed Backgrounds and Framing

You may need to look into virtual backgrounds for your interview if you are unable to locate a visually appealing backdrop. You can employ formal-looking backgrounds from Zoom and Microsoft Teams.

Additionally, it’s an ideal plan to test out your preferred backdrop before attending the interview, particularly if you haven’t used these simulated backgrounds previously. Verify that the WiFi signal is robust, the visibility is adequate, and your physique and face do not disappear into the background.

Remember that professional style is greatly influenced by how you frame things. The other person will probably become disoriented if your frame is overly high (i.e., a portion of your face is “eliminated away”), too low (it appears that you are “trapped in a container”), or placed at the incorrect angle (the other person is gazing up your nose). This may force the candidate to leave with a negative impression.

Hence, take good care of the frame and background while conducting virtual interviews.

7. Pay Attention to Emotional Intelligence

Hiring decisions are usually based on an applicant’s expertise and intelligence, or how intelligent we think they are. However, emotional intelligence, or EQ, is frequently more important for professional achievement.

A person’s capacity to connect to others, glide with the blows, handle challenging circumstances with compassion, and “read the room” is determined by their EQ.

It is possible to neglect the EQ component of a virtual interview since it appears to be a trait that can be evaluated most effectively in person. But this might cause you to make bad choices. Focus on what each interview question might reveal about a candidate’s emotional intelligence (EQ) as you craft them.

Here are a few top picks:

  • What would the core values of your company be if you were to launch it next week?
  • Tell me about a dispute you had at work, either with coworkers or with another employee. How did you handle that disagreement, and were you able to reach a solution?
  • How did you learn about the preferences of each manager and balance competing priorities if you have ever had to report to more than one manager at once?
  • Tell me about a moment when you weren’t pleased with the efficiency criticism that you got. How did you respond to the circumstances?
  • What motivates you?

These questions will not only assess a candidate’s technical skills but also provide valuable insights into their emotional intelligence.

8. Maintain Proper Body Language Throughout the Interview

We’ve all grown used to casual video calls, Zoom conversations, and FaceTime get-togethers, but when executing a virtual interview, it’s crucial to never lose sight of your body language and act professionally.

Online interviews should be treated with the same professionalism as in-person interviews, even though they may feel more informal.

Your face and shoulders are the main areas of body language that are limited in virtual interviews. It’s important to keep in mind that your normal gestures and body language will probably be off-camera and could be disruptive when restricted to a small screen.

Keep eye contact, maintain a straight body posture, avoid slouching, stare right away into the camera without leaning too close, and smile genuinely!

9. Deal with Patience with Unexpected Interruptions

There are differences in the expected levels of professionalism for virtual and in-person interviews. Candidates must dress formally and display expertise, trustworthiness, and an upbeat mentality in both environments. Nevertheless, interviewees may sometimes be unable to command every element of their surroundings in virtual interviews.

Rather than using the applicant’s unsatisfactory interview circumstances as leverage, be understanding and find an approach to make the meeting work despite the unfavorable conditions.

This method will lighten the mood and humanize the interviewee while also calming their anxieties and earning you key brownie points for being an efficient company.

Typical Errors to Steer Clear of During a Job Interview

Conducting a successful job interview requires avoiding common mistakes, which can be tricky to navigate. Here are a few mistakes to avoid:

  • Hurrying the conversation during the interview: Give yourself enough time to evaluate the candidate in-depth. A rushed interview could cause you to forget something crucial.
  • Lack of Standardized Evaluation: Insufficient preparation can result in poorly crafted questions and an unsatisfactory evaluation of the applicant’s fit for the position.
  • Allowing Prejudices to Overshadow Your Judgment: To guarantee an equitable hiring process, be impartial in your evaluation.
  • Lack of Proper Plan: Highly qualified applicants may be turned off by a hostile or disorganized interview process, which can also harm your employer’s brand name.
  • Ignoring Soft Skills: Hiring a candidate who may have difficulty in a team-based environment can occur from failing to assess an applicant’s interaction, collaboration, and problem-solving abilities.


While there are certain special difficulties with virtual interviews, the positive aspect is that these can be easily overcome with execution and preparation—that is if your company has a good interviewing procedure in place, to begin with.

Although many of us desire the opportunity to meet applicants in person before hiring them, video interviews offer organizations a wealth of advantages. 

For instance, you can find candidates from any location by using virtual interviews, which saves on travel expenses. This significantly widens the talent pool and lets you choose from a more varied pool of applicants.

Because there is an unparalleled supply of exceptional talent available, companies have no room to make mistakes during virtual interviews.

Businesses that master this and provide their hiring managers with the tools they need to efficiently conduct virtual interviews while guaranteeing a favorable applicant experience will have a recruiting advantage over others.

Article by:
Tech Investor, Founding team @ InVideo
Tech Investor, Founding team @ InVideo
mail icon
Subscribe to our monthly updates
We have more articles you'd love