What are virtual and in-person interviews?

An in-person interview takes place at your workplace, giving you and the candidate the chance to meet face-to-face. A virtual interview, by contrast, happens remotely through a video platform such as Zoom or Indeed Interview.

The term “virtual interview” can also cover phone screenings, prerecorded one-way sessions, or multi-person panel calls. In this article, we’re focusing on live video interviews so you can understand how they compare directly with in-person meetings.

If you’d like to explore other approaches beyond live video, check out our guide to the different types of interviews employers use.

Pros and cons of virtual interviews

Virtual interviews can make it easier to meet candidates wherever they are, but they also bring specific considerations. Understanding the advantages and potential challenges of virtual interviews can help you decide how this format fits in your hiring process.

Advantages

The benefits of virtual interviews may include:

• Simpler scheduling. No travel is required, which can make it easier to find a time that works for everyone.
• Flexibility for candidates and hiring teams. Participants can join from a location that suits them.
• A broader candidate pool. Meeting remotely can help you connect with candidates in different cities or time zones and support hiring with neurodiversity in mind.
• More internal feedback. Team members in different offices or even different countries can join and share their perspectives.

Challenges

You may also want to consider:

• Technology issues. Even well-planned sessions can be interrupted by connectivity problems or software glitches.
• Access and fairness. Not every candidate has reliable equipment or a quiet space, which can affect how fair the experience feels.
• Candidate stress. Some people find video calls less personal and more stressful than in-person meetings.

Beyond the pros and cons, it can help to review the tools and features that support a successful virtual interview.

Tech tips and tools to support virtual hiring

Technology can shape the experience for both you and your candidates. Before scheduling virtual interviews, you might first choose or prepare tools such as:

• Video conferencing software (for example, Zoom, Google Meet, Microsoft Teams, Indeed Interview)
• Scheduling or calendar integrations for automated invites
• Note-taking or shared whiteboard apps for interviewer collaboration
• Reliable cameras, microphones and lighting equipment

Next, consider virtual interview best practices and whether your platform offers:

• Secure video connections and strong privacy settings
• Integration with your applicant tracking system (ATS)
• Accessibility options such as live captions

Some employers are also exploring AI or robot-moderated interviews, which can ask standardized questions and may help reduce interviewer bias. But early research shows mixed perceptions of fairness, so you may want to evaluate how these tools affect candidate experience and legal compliance before adding them to your process.

Benefits and drawbacks of in-person interviews

While the right technology supports virtual hiring, in-person interviews bring a different set of benefits and considerations. Meeting candidates in person can provide insights that a video call may not capture, but it also requires more planning and resources.

Here are some advantages and challenges to think about when considering this format.

Advantages

In-person interviews can offer:

• A clearer demonstration of demeanor and interpersonal skills. Meeting in person can provide a more comprehensive view of a candidate’s communication and interpersonal style than a video call.
• Opportunities for stronger rapport. Interviewers and candidates may find it easier to establish a natural connection when speaking face-to-face.
• An on-site experience. Candidates can tour the workplace and meet potential colleagues, which may help them gain a better understanding of your culture and daily environment.

Challenges

Potential considerations include:

• Scheduling and cost. Travel and coordination can take additional time and resources.
• Risk of bias or accessibility barriers. In-person settings may introduce unconscious bias or create difficulties for some candidates.
• Increased pressure for candidates. The formal setting may feel more stressful to some individuals.

Key factors when choosing virtual vs. in-person interviews

According to Indeed’s 2024 Workforce Insights Report, 28% of job seekers say a company’s interview process influences their decision to apply, and 17% cite interview difficulties as a barrier. This shows why it’s worth thinking carefully about which interview format fits each role or hiring stage.

The following considerations can help frame that decision:

• Hiring stage. Early screening often works well virtually, while finalist conversations may benefit from in-person interaction.
• Turnover and cost control. You may fill high-volume roles more efficiently through video interviews.
• Job duties. Remote or hybrid positions may align naturally with video interviewing, while customer-facing jobs may call for in-person assessment.
• Recruiting scope. If you’re sourcing candidates nationwide, virtual interviews can reduce travel needs.
• Technology readiness. Make sure your team tests your tech for a video interview and that your platform is secure and user-friendly.
• Candidate preference. Offering options may help create a more inclusive experience.

Thinking through these elements can help you decide when to use video vs. in-person interviews for each hiring need.

The hybrid interview approach

Some employers blend formats, for example, starting with virtual interviews and inviting finalists on-site for a hybrid interview process. This option can balance convenience with personal connection.

Whether you choose virtual, in-person or a hybrid process, these best practices can support fairness and consistency:

• Ask the same core questions in every format to support fairness.
• Use a standardized rating system to keep assessments consistent.
• Share video interview tips and other guidance in advance to help candidates prepare and reduce stress.
• Provide directions for how to arrive at the interview site, plus a what to expect schedule in advance for candidates attending in-person interviews.

The best interview format depends on the role, your resources and each candidate’s needs. Thoughtful practices can help you choose the method that fits each stage of your hiring process and increase your chances of conducting an effective interview.