Top 10 questions HR & recruitment professionals ask about video interviewing

In an interest to always improve our products and solutions, we ask clients and market leaders what their main questions and challenges are regarding hiring and employee development. 

Here is the top 10 questions we are asked and our answers. If you would like more in-depth responses, please do not hesitate to contact us.

1. What are the benefits of video interviewing?

The three key benefits for video interviewing are:

  • Reducing the time-to-hire
  • Reducing the cost-to-hire
  • Improving business processes  

However, these can be expanded upon to be more granular:

  • Introducing collaborative recruiting: include hiring managers more in the process and share video interviews with them.
  • Building the employer brand: create your own customized virtual interviewing space and show candidates you are an innovative brand.
  • Improving the quality of hire: see more candidates and pre-screen on more than just the CV.
  • Convenient for the candidate: no need to worry about time difference or taking time off from work. Candidates can take the interview whenever and wherever.
  • Consistent interview process: every candidate has the same amount of time to answer the same questions.
  • Competitive advantage: speed up your process and move forward with talent faster
  • Convenient for the recruiter: recruiters can view all the interviews when the time is best for them and do not need to adapt to candidates’ sometimes inconvenient schedules.
  • No geographical restrictions or barriers: it’s all digital and available on desktop and mobile.
  • Increase diversity: the video is a perfect way to let candidates express themselves beyond their CVs thus minimizing the "cloning" effect.


2. What are the benefits of using video interviewing for overseas/international recruitment?

Video interviews allow you to speed up the candidate selection by eliminating pre-screening phone calls in the early stages of the recruitment process. This is critical for international recruitment due to the limited window of opportunity because of time zone differences and working hours. It also greatly speeds up the recruitment process by eliminating the need to travel across different time zones. Travel is one of the major cost drivers for international hiring. Furthermore, it can be inconvenient and complex for the candidate and the recruiter. The challenge of collaborating with a hiring manager in another country can be simplified through the use of scoring and collaboration features within the platform. 

Video interviewing has transformed recruitment for many companies, and it has revolutionized the way companies hire internationally. 

Read more: How Chalhoub Group embraced digital transformation to attract talent from around the world

3. Does video interviewing impact HR efficiency or quality of hire?

Without a doubt, one of the key benefits of video interviewing is the ability to improve the quality of hire. Video interviewing provides the recruiter with the ability to interview all of the candidates that apply for the role – and then quickly and efficiently identify the best candidates, not just from their CV but their personality and how they come across in the video. Beyond improving the quality of hire, video interviewing delivers numerous efficiencies to HR and recruitment processes. These range from reducing the time-to-hire, reducing the cost-to-hire and streamlining processes which provide the recruiting team additional capacity. To provide some context, video interviewing reduces the time-to-hire by 50%-80% compared to telephone screening.

Read more: How Kyocera reduced their screening time by 56%


4. How is video interviewing used in recruitment?

Different companies have different approaches. Pre-recorded video interviewing is an innovative pre-screening tool and live video interviewing is often deployed later in the recruitment process as a screening tool. Most employers implement a traditional recruitment process. The candidates apply online, submit their CVs, the employer produces a long list of screened candidates and then invite these to complete a video interview. This approach will replace the telephone or first round interviews – it is easy to implement and requires minimal changes to the existing process.  

Other employers take an alternative approach and introduce video interviewing at the first stage of the recruitment process. This approach has numerous advantages which some employers, but not all, will prefer. Making all candidates apply through completing a video interview as the first stage of the recruitment process will reduce the number of possible applicants. That said, those candidates who complete the first stage through a video interview are less likely to be only speculatively applying for a new job.

5. How to make video interviewing successful?

  1. Choosing the video interviewing software vendor who can ensure you are executing best practice throughout the process
  2. Engaging with the necessary stakeholders throughout the process 
  3. Integrating video interviewing appropriately within the recruitment process to deliver maximum value
  4. Sharing best practices internally and success stories of how it has achieved the desired goals
  5. Focus on delivering a world class candidate experience

Read more: 4 tips for a more engaging career website

6. How much value could be added to our current process for high volume, lower level roles?

The key value driver of video interviewing with high volume and lower level roles is managing the considerable volume of unsuitable candidates. The resources necessary to manage this process are significant because many of the applications are more speculative and from less committed applicants. The ratio of applying to shortlist is much higher compared to higher level roles, therefore the time saving is much greater.


7. How do you reduce the time to hire with video interviewing? 

The recruitment process can take in excess of a month, however, for many companies, the average is 45 days. Using video interviewing reduces the time by 50% compared to telephone interviewing. That means you gain a competitive advantage over your competitors by offering candidates the role before they do.

8. How do you get the best completion rate?

The completion rate is the percentage of candidates who complete the video interview. The main goal is to ensure the process is candidate-centric. Here are some tips:

  • Easy to use and intuitive
  • Respect the candidates' time – 15 minutes is considered best practice for many roles
  • Explain the process and context
  • Personalize invitations and the candidate experience
  • Ensure there is candidate support in terms of helping them with any technical issues and providing reminders for completion

9. Does using video interviews remove the need for a face-to-face interview?

Not unnecessarily, it depends, video interviewing is very versatile. If there are challenges for the candidate in getting to the office/assessment center due to disabilities or geographical challenges, then live video interviewing could be used as an interim stage. You can use video interviews in any way which works for you and the candidate. 

10. Building the business case for video interviewing?

Like with any business case, it is critical to define the business need. The definition of the business need then drives the business case.

When it comes to the return on investment for video interviewing, it is often focused on three drivers: time, cost, and process improvement.

  • Time – As a rule of thumb, video interviewing will reduce the time attributed to pre-screening by 50%-80%.
  • Cost – As a rule of thumb, video interviewing will reduce the cost-to-hire by 30-60%. You can assess the costs saved by allocating an hourly rate for the staff involved in the recruitment process, the recruitment agency costs, the reduction of travelling costs, and reducing the number of bad hires and their associated costs.
  • Process improvement – Adding structure and consistency in approach across the company improves diversity and reduces the volume but increases conversion rates. 

To make a strong business case, we recommend the following process:

  1. Define the business need for the idea
  2. Align your business case with strategic goals
  3. Build the right team and test the initiative
  4. Calculate the Return On Investment
  5. Analyze risks and opportunities
  6. Present your case to the stakeholder


If you are at the stage of considering different video interviewing software providers, we hope the above points are helpful. Our team would be delighted to speak with you and share some of the best practices we have shared with over 300 companies across the globe. 

Interest in learning more about video interviewing and how it could help you reach you hiring goals? Request a demo today!

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Published by Mathilde Brygier
on 15 May 2020

Video interviewing , Article , HR tips

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