Virtual Interviewing: How Employers & Job Seekers Can Prepare

As a former recruiter and human resources practitioner and owner of a consultancy, I have seen quite the evolution of the interview and hiring process.  Fast forward to Spring 2020, we as a nation are in the grips of a national pandemic called COVID-19. The concept of working from home or remote employees is not new. What IS new is corporations large and small are now being forced to reevaluate their entire human capital normal. The job market is still robust, and hiring is ongoing.  The interviewing process as we knew it, has changed forever.  

With the technology of today allowing so many communication platforms to choose from, I believe virtual interviewing is going to take a seat at the table. Skype, Go-to Meeting, ZOOM, and Facetime are a few of the most widely used applications. Most of these services are free, allowing users to communicate in real-time.

Virtual Interviewing

The definition of Virtual Interviewing or digital interviewing enables employers to conduct one-way interviews online.  These are conducted via a website or internet-embedded devices such as desktop, tablets, or mobile phones. 

Why are employers using virtual interviews?

A few reasons. It allows employers to gain a better sense of subjective attributes that you can not get with a telephone interview. Cost-effectiveness, rather than fly a candidate into a prospective employer’s office. Time savings. Hiring managers can review the applicants’ recorded interviews on their own schedule. Employers are in the driver’s seat here. They can expedite the hiring process by quickly narrowing the decision. 

Are there common myths about virtual interviews?

With any modern technology, there is always room for inaccurate facts. For one, some believe that virtual interviews will replace face to face interviewing. Not true. Most employers use it to narrow down a pool of candidates. Then the final candidates are scheduled for an in-person interview.

Another myth is that technology is awkward or uncomfortable for candidates.  The opposite is true.  Most job seekers prefer video to phone interviews.

What are the benefits to job seekers?

Compared to a phone interview, candidates have an opportunity to shine a light on their best qualifications. Interviewing in “neutral ground” eases nerves. An Interview Is a two-way conversation, so candidates must remember to “interview back”.  Applicants must be prepared with a list of questions and be ready to get to know the employer. 

How to prepare for a Virtual Job Interview?

Preparation is key! Here are my recommendations on how to ace the Video interview.

  1. 1. Establish a quiet, well-lit location free of distractions. Resetting your home modem and router is always a good idea. 
  2. 2. Test your internet connection, audio, and computer webcam. Close all unnecessary browsers, tabs, and websites. 
  3. 3. Dress PROFESSIONALLY! WEAR CLOTHES! And PANTS! As our grandparents used to say, “the Buick is out of the garage” Dress as you would if you were going to an in-person interview. 
  4. 4. Silence all mobile devices to mute or do not disturb setting. 
  5. 5. Speak clearly, Relax, be yourself. GET THAT DREAM JOB! 


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Shennee Rutt

Shennee Rutt

Shennee Rutt is a Resume Writing Specialist and Expert Career Development Coach with a passion for guiding job seekers to finding their dream job and writing high-impact resumes.  She is Owner/President of Laurel Virtual Solutions LLC.  With over 15 years of experience in the human resources and talent acquisition space, she has a proven track record. Shennee is an influencer in the social media and human resources community. Connect with her here:  717-873-8155

Reader Interactions


  1. AvatarAyushi says

    Yes so true, this COVID pandemic has changed the traditional way of interviewing, but it’s beneficial for the candidates as mentioned, it will save much of their time and is also cost-effective. Useful article.

  2. AvatarJessica Calaogan says

    good analysis…apart from virtual interviewing COMPANIES will also need to focus on virtual assessments to make sure the they build a talent pool inline with the culture and values of the organization.

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