Video Interviewing in the era of social distancing and why it is better than face to face interviews

Modern day technology has changed the way we do even the littlest of things. For e.g. reading a book always meant being able to flip through pages of paper and ink. Today we can left-swipe the pages on our phones or tablets to read the same book in its new digital avatar. Similarly, HR technology has automated most of our hiring processes at each stage of recruitment. From automated role-based assessments to AI-powered video interviewing, everything can now be done virtually. The sceptics, however, still doubt the efficacy of video interviewing tools and continue to lean towards face-to-face interviews.

We understand that most of the scepticism arises because there is insufficient information available on the right kind of video interviewing tools in the market and the ways recruiters can use them to their advantage. To dispel all doubts and questions that get asked about why hiring managers worldwide must adopt the latest video interviewing technology, we bring you 10 of the biggest reasons why video interviewing technology is far superior, creates greater value and is far more efficient than face to face interviews for screening candidates:

1.      Ease of scheduling/ rescheduling:

Virtual Interview (VI) tools can complete the cumbersome, repetitive task of scheduling and rescheduling interviews within just a few taps on the keypad. As the interview panellists are already identified in the recruitment workflow, it becomes very easy to send emails to the interviewers as well as the candidates and seek a quick lock-in on a convenient date to fix an interview. Gone are the days when hiring managers had to run around the office trying to follow up with multiple interviewers or arranging travel logistics, which further delayed the hiring process. With video interviewing technology, the entire interview process flow moves completely online.

2.      Widens your candidate pool:

Face to face interviews require candidates to be physically present, which means they all must either need to live close by or be willing to travel to attend the meeting. This severely restricts your talent catchment area and stretches your time-to-hire. Video interviewing tools dispense with the need to travel at all. As the world moves towards a tech-savvy economy, video interviewing platforms ‘shrink’ the world for you, bringing high-quality talent from all over the planet within reach.

3.      Better employer branding and superior candidate experience:

Face to face interviews are extremely small windows of time where candidates get very limited information about the job, the organizational culture, its people etc. Video interviewing tools can offer so much more even before the candidate appears for an interview; – you can share your organization’s photos, videos and a realistic job preview that helps to provide a glimpse into your culture and life at work etc.

4.      Artificial Intelligence-led candidate evaluation:

Evaluation of a candidate through a resume provides a very cursory understanding of skillsets and expertise. Video interviewing provides much more information than resumes or phone screens. VI platforms like Aspiring Minds’ Autoview provide an AI-powered score of a candidate’s social and workplace skills and functional knowledge that is accurate, reliable and legally defensible. Good VI tools also support custom AI-models that can be built according to customer's specific needs. The machine learning architecture of these AI-powered platforms self evolves, making scoring consistently accurate and dependable.

5.      Scientific, Objective Candidate Scoring:

In traditional face-to-face interviews, many factors colour the way a candidate’s performance is perceived by the interviewer; an interviewer may have preconceived notions because of a candidate’s regional accent or s/he may inadvertently influence the candidate by his/her own opinions. Video interviewing tools level the assessment field by removing human bias and predilections. Using pre-defined evaluation parameters, recruiters can objectively review candidates using a comprehensive scorecard with a score for the overall interview as well as for each question. Recruiters have the option of defining their own evaluation parameters at question level and aggregate level for manual evaluation. They can also compare scorecards and identify most qualified candidates.

6.      Access to pre-defined question bank in multiple languages:

In traditional interviews, more often than not interviewers hastily put together questions to ask the candidates or rely on old existing question lists that may not even be relevant. Such situations result in a deficient candidate evaluation because interviewers were unable to assess all requisite skills. One of the biggest benefits of video interviewing is the virtual question bank that comes with top-notch VI tools. Featuring hundreds of job related and skill related questions tagged to multiple competencies and mapped against most commonly hired positions, video interviews make it possible for the interview process to be extremely standardized and homogenous as each candidate for a particular role is asked the same set of questions.

7.      A collaborative interviewing environment:

Anyone who has ever given an interview will remember how formal and daunting a face-to-face interview can be. Video interviews, on the contrary, let candidates have multiple tools at their disposal during the interview to make it as engaging and fun for them as possible. They can use a white board to virtually write or draw, choose video or audio as response options, use colours to highlight different equations etc. Similarly, interviewers can also ask any question and choose either video, audio or written answer as the response format.

8.      Reduces the scope of small talk, saves time and effort:

Socially and culturally, humans are predisposed to easing into a business conversation by making small talk rather than abruptly getting down to business. Similarly, during face-to-face interviews, hiring managers invariably spend the initial few minutes on small talk with candidates to break the ice and to make them feel comfortable, which ticks all the ‘politeness’ protocols, but takes up precious time. Video interviewing tools for top of the funnel screening can rapidly sift out all irrelevant candidates based on their initial video recording, saving you precious time and effort. The VI tool automates this task so that you engage with only qualified candidates.

9.      Replay the interview or assign multiple evaluators for informed decision-making:

With face-to-face interviews, documenting feedback after an interview needs to be done immediately as the process is prone to data perishability and you cannot refer to the actual interview later. Video interviewing is better than face-to-face interviewing as it supports multiple types of interviews ranging from one-to-one, many-to-one (panel) or one-to-many interviews (group discussion). VI tools let you make a full interview recording that can be reviewed later or shared with other evaluators to seek their inputs and then take informed hiring decisions.

10.      Saves time and resources:

By allowing for remote interviewing of candidates, video-interviewing tools save precious man-hours and resources that otherwise would have been spent in managing face-to-face interviews and logistics. They also increase team productivity and free up significant time for the hiring team to pursue more strategic initiatives.


Owing to these many advantages, we have seen video interviewing bring tangible, measurable benefits to hundreds of organizations.  It is almost a godsend for any talent acquisition team that struggles to find the time and resources to identify the best talent. VI tools not only upgrade your hiring process, they make it far more streamlined and efficient. Video interviewing is the technology of the future that needs to be integrated into your organization’s talent acquisition policies today to make sure you will always have a competitive edge to attract the best talent.

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