Hiring the right person is high stakes, and how you choose to interview them—whether in-person or over video—can make a big impact on your hiring process and how confident your team feels making the final decision.
It’s a tricky balance. You want to respect candidates’ time, make the hiring process efficient, and still get a clear picture of who they are. But which interview format helps you do all of that best?
In this post, I’ll walk you through when it makes sense to use video interviews, when in-person is the better call, and how to blend the two without sacrificing candidate trust or your team’s time.
You’ll get answers to questions like:
- When should I use a video interview vs. an in-person interview?
- What are the pros and cons of each format?
- What do candidates actually prefer?
- Can I use both formats in the same hiring process?
- Are phone interviews still a thing?
When Should You Use a Video Interview?
Video interviews happen remotely, using a platform like Zoom, Teams, or Google Meet. They’re an efficient first step when you’re hiring at scale, screening for general fit, or managing tight schedules.
Some good scenarios for using video:
- First-round screens to narrow down a large pool of applicants
- Remote roles where on-site work isn’t required
- Geographically dispersed candidates or hiring teams
- Early-stage interviews that don’t require full commitment or travel
Pros and Cons of Video Interviews
| Video Interview Pros | Video Interview Cons |
|---|---|
| Easier to schedule | Tech glitches can distract or frustrate |
| Faster to conduct | Harder to ready body language and nonverbal cues |
| Saves travel time and costs (typically for the candidate) | May feel impersonal to candidates or hiring team |
| Records can be reviewed or shared (with consent) | Risk of bias based on lighting, background, or internet speed |
| Makes remote roles more accessible |
When Is It Better to Interview Candidates in Person?
In-person interviews happen face-to-face, usually at the hiring company’s office. Even in the post-pandemic world, they still hold weight, especially when culture, collaboration, or environment play a big role in the hire.
Good reasons to bring candidates on site:
- Final interviews where the hiring team needs full alignment
- Culture-heavy roles like leadership, customer-facing, or cross-functional positions
- Jobs that require on-site presence
- Candidate preference (some people perform better in person)
Pros and Cons of In-person Interviews
| In-person Interview Pros | In-person Interview Cons |
|---|---|
| Easier to build trust and rapport | More time-consuming to coordinate |
| More natural interaction and conversation | Limits your candidate pool to those within driving distance |
| Gives candidates a real sense of your environment | Can feel high-pressure for the candidate |
| Helpful for assessing culture fit and team dynamics | Adds cost if travel reimbursement or meals are involved |
How Do Candidates Feel About Video vs. In-person Interviews?
Candidate preference varies, but data from platforms like LinkedIn and Indeed show a growing comfort with video, especially in the early stages.
That said, candidates still value face-to-face when the stakes are high. Especially for leadership roles or job offers, many candidates want to meet the team in person before committing. After all, they’re interviewing YOU, too!
The key is communication and consistency. Let candidates know what to expect, when, and why you’re using a particular format.
Common Mistakes in Each Interview Format
Whether it’s Zoom or the conference room, some patterns come up again and again.
Video Interview Mistakes:
- Poor internet connection or distracting background
- Not making eye contact (looking at yourself instead of the camera)
- Interviewers multitasking or sounding disengaged (remember, body language is harder to read on video, so this makes all the difference)
- Not giving the candidate time to reset if tech goes wrong
In-person Interview Mistakes:
- Making candidates wait too long in the lobby
- Overloading the schedule with too many back-to-back interviews, or meetings in general
- Not offering breaks, water, or a restroom stop
- Letting one dominant interviewer take over the conversation
To get more interview dos and don’ts, check out this blog.
Can You Use Both Video and In-person Interviews in the Same Hiring Process?
Absolutely! Many companies do.
A hybrid interview process might look like:
- Video or phone call for the first-round screen
- Video call with the hiring manager
- On-site interview(s) for final candidates
This approach works especially well if you’re hiring for hybrid roles or want to be respectful of candidates’ time until you know they’re a strong fit.
The key is to stay consistent with each candidate. If one candidate gets a 2-hour on-site and another gets a 30-minute Zoom, it raises fairness questions.
What About Phone Interviews?
Phone interviews still have a place, especially for quick, early-stage conversations.
They’re great when you just need to confirm interest, availability, and specific details. Most companies use them for an initial recruiter screening before passing them along to a hiring manager.
But be cautious; without body language or facial cues, it’s easy to miss tone and intent—from both sides. If you’re relying on phone calls, make sure your questions are clear and confirm understanding throughout.
Build a Thoughtful Interview Experience That Moves the Right Candidates Forward
Whether you lean heavily on video or keep things in person, the format isn’t the only thing—or even the biggest thing—that matters. Consistency, clarity, and candidate care do.
Your interview approach is a reflection of your culture. A thoughtful, well-communicated process says: We respect your time, we care about fit, and we’re serious about hiring well.
If you want help streamlining your interview process or creating a candidate experience you’re proud of, get in touch. Our talent consultants immerse themselves in YOUR company culture to fully understand your needs and find candidates that align with them.
