Online interview: pros and cons

The following are some of the advantages and disadvantages of online interviews.

Benefits of virtual interviews

• Speed: Virtual interviews are often shorter, and less downtime is necessary between them. As a result, they can make it possible for you to interview more candidates in one day to expedite the hiring process.
• Flexibility: When candidates don’t have to worry about traveling or commuting, finding childcare and other logistical concerns, they’re more likely to be available to interview sooner. Plus, your team may benefit from the flexibility, as they can participate in interviews from their workstations or home.
• Potential for a larger pool of candidates: Virtual interviews eliminate the need for out-of-town candidates to travel. Making note of the fact that you’re willing to conduct online interviews could encourage more quality candidates to apply for your positions.
• Opportunity for more internal feedback: Candidates aren’t the only ones who can be anywhere in the world during a virtual interview. Online interviews can make it possible for team members who work in different cities or even countries to sit in, giving you more feedback about potential candidates.

Drawbacks of virtual interviews

• Risk of tech issues: Virtual interviews put you at the mercy of networks and computer software. Connectivity problems and program glitches could disrupt or complicate interviews, putting affected candidates at a potential disadvantage.
• Lack of access: Some candidates may not have access to a computer or mobile device and struggle to gain access to the technology needed to participate in an interview online.
• Distractions: Your hiring team or candidates may become distracted by their surroundings. A candidate’s dog coming into the frame may break the ice, but they may find themselves thrown off by the disruption. If many members of your team sit in on the interview, there may be a temptation to stop focusing on the interview to read that important email or handle an issue in the office.

In-person interview: pros and cons

The following are some of the advantages and disadvantages of in-person interviews.

Benefits of in-person interviews

• Opportunity to observe visible demeanor: In-person interviews allow you to observe candidates’ behaviors that you might miss on a screen. Visible demeanor can sometimes provide as much information about candidates as their words, and face-to-face interviews make observing it easier.
• View of interpersonal skills: In-person interviews allow you to see what it’s like to be in the same room as your candidates. You can get a feel for their interpersonal skills. While it’s true that nervousness over the interview can impact the behavior of candidates, there will likely be times when they must interact with other people in uncomfortable or stressful situations on the job. Face-to-face interviews can give you a glimpse of how they respond in such scenarios.
• Potential for use of visual aids: Interviews aren’t only about candidates presenting themselves. They’re also a time for you to sell your company. In-person interviews give you the opportunity to share visual aids that can demonstrate the benefits of joining your team.
• Rapport building: Some people find it difficult to build rapport virtually. Face-to-face interviews may allow your hiring team the opportunity to connect with a candidate in a more meaningful way. Because of distance, online interviews may never get past that initial awkward feeling that may subside once an in-person conversation gets underway.

Drawbacks of in-person interviews

• Risk of bias: Individuals with disabilities and those from underrepresented groups may not perform as well during in-person interviews as they do in a virtual setting. Depending on the schedule for your in-person interviews, you may also inadvertently exclude single parents, low-income individuals and others who may find it difficult to travel even locally for interviews.
• Unexpected delays: Even though you don’t have to worry about tech glitches, unforeseen events can throw off the interview schedule. An accident on the freeway, a delayed flight or a personal emergency could cause candidates to be late or cancel their interviews at the last minute.
• Increased pressure: Face-to-face interviews may be more stressful for candidates. While they give you a chance to see how they perform under pressure, the conditions may rob you of the opportunity to get to know introverted candidates.

Which type of interview is right for your business?

When choosing which way to interview for an open position, consider:

• What stage of the process you’re in: Going virtual may make it easier for you to get through the early rounds of interviewing. Once you’ve narrowed down the pool of candidates, inviting candidates to interview in person can give them an opportunity to tour your offices and potentially allow you to get to know them in a different set of circumstances.
• Rate of turnover: For positions with high turnover, virtual interviews may be the better choice because they may reduce costs and expedite the hiring process. If your open position is more likely to stay filled for a longer period, in-person interviews may be the better fit.
• Job duties: If the open position involves telework or frequent video conferences with customers and other stakeholders, virtual interviews could help you gain valuable insight into candidates’ skills. In-person interviews may be more important for jobs that involve daily face-to-face interaction with co-workers and customers.
• Scope of recruiting: If you’re conducting a nationwide job search, virtual interviews may be more convenient for your company and candidates. In-person interviews may be preferable when you’ve focused your recruiting efforts on one geographic area.
• Software availability: If you don’t have video interviewing software or recently acquired it, you may wish to postpone virtual interviews until you have a program in place and your hiring team feels comfortable with it.
• Candidate preference: You can give candidates the option to interview in person versus online. More than half of all surveyed workers said they felt virtual interviews gave them a chance to show off their authentic selves. Letting candidates have input may reduce stress and allow you to truly get to know those you’re considering for your open position.

Remember, optimizing your recruitment strategy could involve mixing in-person and virtual interviews. Provided you ask all candidates the same sets of questions and follow best practices for virtual interviews like using a standardized rating system, you have the option to interview candidates both ways for the same position. You can also conduct virtual interviews for only some positions and opt for in-person meetings for others. Weighing the pros and cons of each type of interview on a case-by-case basis lets you choose the best format for the situation to benefit your hiring process.