To conduct a video interview, choose the format first: live for two-way conversation or asynchronous for scale. Prepare a consistent set of role-relevant questions and a scoring rubric, then send candidates clear instructions and a tech check. During the session, minimize distractions, take structured notes, and let candidates finish before follow-ups. Afterward, score each answer against the rubric to stay fair.
Start by matching the format to the stage and the role. Asynchronous one-way interviews suit early screening and high-volume hiring, because candidates record on their own time and you review many quickly. Live video interviews suit later rounds and senior roles, where a real conversation lets you probe and build rapport. Many teams use both in sequence — asynchronous to shortlist, live for finalists. Deciding this first shapes everything else, from how you write questions to how much scheduling effort the process requires.
Preparation is where a fair, useful interview is won. Define the specific competencies the role needs, then write a consistent set of questions that test them, and build a scoring rubric so every reviewer rates the same things. Review the candidate's application beforehand so the conversation is informed. On the logistics side, confirm the software, share joining or recording instructions, and prompt candidates to test their camera and connection. Preparing a shared question set and rubric in advance is what keeps candidates comparable and decisions defensible.
A candidate who is comfortable gives you a truer read of their ability, so reduce avoidable friction. Send clear instructions covering the format, the number and type of questions, any time limits, and whether re-takes are allowed. Encourage a tech check in advance and offer a point of contact for problems. For asynchronous interviews, a short practice question helps them settle in. Treating candidates well here is not just courtesy — it protects the quality of your signal and reflects on your employer brand.
Join early to confirm your own audio and video, and start by putting the candidate at ease before diving in. Look at the camera to simulate eye contact, ask your prepared questions in a consistent order, and then genuinely listen — let the candidate finish before you follow up, since video has slight delays that make interrupting worse. Take structured notes tied to your rubric rather than free-form impressions. Leave time at the end for the candidate's questions, which reveals their priorities and reflects well on you.
For one-way interviews, the design happens up front. Keep the question set short and focused, phrase each prompt clearly, and set reasonable time limits so answers stay comparable. Send a warm, well-written invitation that explains the process and sets expectations, and give a firm but fair deadline. Once responses come in, review them in batches against your rubric, ideally with more than one reviewer scoring independently. Platforms like Pitch N Hire's Intuvos handle the invitations, recording, and structured scoring so the workflow stays organized as volume grows.
Score each candidate against the same rubric as soon as possible after watching, while the answers are fresh, and resist ranking people from memory. Rate specific competencies rather than a single overall gut feeling, and note concrete evidence for each score. Where multiple interviewers are involved, have them score independently before discussing, so no one anchors the group. Comparing candidates on identical criteria — not on who was most charming on camera — is what turns a set of interviews into a fair, defensible hiring decision.
The frequent pitfalls are avoidable with a little discipline. Do not improvise different questions for each candidate, which destroys comparability. Do not skip the tech check, since a preventable glitch can sink a strong applicant or waste everyone's time. Avoid judging candidates on background, appearance, or camera quality rather than substance. Do not let recordings pile up unreviewed or feedback go silent, because slow processes lose good people. And do not treat asynchronous interviews as fully impersonal — a human follow-up for those who advance keeps the experience respectful.
Get a personalized walkthrough of Pitch N Hire on your own roles and workflow. No slides, no obligation.
Prefer to talk? Book a demo · View pricing
Free 1-user plan · No credit card · Talk to a real hiring expert
See how Pitch N Hire automates sourcing, screening and AI interviews on your real roles. Start with your work email — no credit card.
★ Free 1-user plan · No spam · Talk to a real hiring expert
