How To Best Use Video Interviewing In 2026
Video interviews are exceedingly popular right now in the HR ecosystem. They’re hardly a recent development, but the 2020 pandemic catalyzed their current popularity. While the world seems to have recovered from COVID-19 in many ways, video interviewing looks like it’s here to stay.
Whether two-way or asynchronous, video interviews make it remarkably easier for recruiters to connect with and assess candidates. There’s greater demand for access to global talent pools, and the majority of today’s job seekers prefer hassle-free interviewing methods. What’s more, multiple video interviewing software tools make virtual interviews a breeze; recruiters and candidates don’t need to jump through hoops to connect digitally.
This can only mean one thing: video interviewing is gradually becoming the standard, not just a convenient alternative. And it’s crucial for organizations keen on enhancing their hiring efficiency and candidate experience.
Contemplating getting on the video interviewing bandwagon? Looking to refine your video interviewing strategies? This post reveals best practices to elevate your video interviews from ‘meh’ to ‘wow’ in 2026.
Create the Right Environment
If it’s a two-way video interview, it’s important to make a strong positive impression. As an interviewer, you should be dressed professionally, as you would for an in-person interview. Keep your body language open and attentive. To effectively maintain eye contact, consider looking at the camera instead of the screen.
Your environment should be free of distractions. Eliminate sources of noise or use noise-cancelling headphones for noise beyond your control. Ensure your space is well-lit and that the environment is neutral and calm.
Embrace Vetted Technologies but Recognize Their Limitations
Consider leveraging innovative technologies, particularly AI-powered tools. But before using any tool, assess it to identify its strengths and weaknesses. Opt for only platforms that comply with relevant privacy laws and inform candidates of how long their data will be stored, how it will be used, and how it’s protected.
Confirm that the tool scores only relevant skills and weave in validated interview questions for the relevant role. Train your recruitment team on how to interpret AI-generated insights as well as ethical use guidelines.
Understand that such platforms can have biases and miss context; don’t rely on them for final hiring decisions. Human oversight is necessary for the appropriate interpretation of responses and nuances. Don’t configure the tool to evaluate irrelevant skills or provide insufficient time for candidate responses.
Come Prepared and Have A Structure
For live video interviews, test your technology. Confirm that your video interviewing software, camera, microphone, and internet connection are working perfectly. It’s ideal to have a backup plan in case of any technical slipups.
Leverage a structured interview guide to ensure consistent questioning. Your questions should be aligned with core competencies and job requirements. Ask identical core questions in the same order for all candidates. Stick to job-related topics and behavioral and situational interview questions. Or, use an AI tool like a structured interview guide to help develop the questions for you using your job description.
Prioritize Candidate Expectations
As video interviewing becomes more common, candidates have growing expectations of companies that adopt it as an interviewing method. They look forward to a fair and human experience.
They expect transparency about the process, so communicate why the video interview is being used. Inform them of whether the interview will be evaluated by humans, AI, or both. Ensure they’re aware of how their responses will be evaluated.
Provide clear, timely instructions. Details about the interview format and duration, technology requirements, platform links, what to expect, dress code, and environment setup will let the candidates prepare adequately for the interview.
Humanize the experience. Personalize communication by using the candidate’s name in invitations and follow-up messages. To boost employer brand, incorporate short culture clips like a brief video tour or a message from team members before or after the interview.
Importantly, keep equity at the forefront. Assure them that the process is fair across all demographics. Enable accessibility features such as captions, mobile-friendliness, and screen-readers. Also, accommodate connectivity issues.
Tie Things Up Just Right
After the interview, notify candidates of the next steps and expected timelines. Consider offering feedback where appropriate to enhance candidate experience.
In simple terms, video interviewing is the norm. As technology expands possibilities in hiring, these best practices will ensure that each candidate is treated right and the integrity of each hiring decision is protected.
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