What 200 jobseekers really think about virtual interviews

As the world of work keeps shifting, so does the way we hire. The modern job market has ushered in virtual interviews—once a novelty, now an essential part of recruitment.

Driven by AI-generated cover letters, resumes, and bots that can blitz hundreds of applications in seconds, virtual interviews have become a powerful answer to a brand-new hiring landscape.

But how do job seekers actually feel about this shift? We set out to find answers, speaking with 200 candidates to get their honest take on virtual interviews.

What’s working, what’s frustrating, and where is there room for improvement? Buckle up, because the results are eye-opening. Here’s what candidates had to say about the future of hiring.

What are virtual interviews?

Virtual interviews encompass any interview conducted remotely, typically over video or phone, allowing candidates and employers to connect without meeting in person.

There are two main types: synchronous, which are live and real-time (like video calls), and asynchronous interviews, where candidates record responses to preset questions on their own time.

Both forms have their unique strengths, and understanding the difference helps companies choose the right format for their needs.

The different types of virtual interviews

Virtual interviews come in different flavors, each with its own perks.

• Asynchronous interviews let candidates record answers on their own time, offering unmatched flexibility for both sides.
• Live video interviews (like Zoom or Teams) bring the feel of an in-person chat, with real-time back-and-forth that can help build rapport.
• Phone interviews keep it simple and accessible, a great option when internet speed or video tech might be an issue.

Each type serves a purpose: live video gives that immediate connection, phone interviews keep things accessible, and asynchronous interviews allow candidates and recruiters to move at their own pace.

The pros and cons of virtual interviews

Let’s take a look at why virtual interviews are gaining traction across industries.

The advantages of virtual interviews:

• Virtual interviews eliminate scheduling chaos by allowing candidates to participate from anywhere.
• They reduce costs by cutting travel, space, and logistical expenses.
• They’re accessible, reaching a diverse pool of candidates from various locations and backgrounds.
• Virtual interviews offer flexibility that keeps both recruiters and candidates happy.
• They help streamline the hiring process, reducing the time to hire.

Here are a few pros of virtual interviews:

1. No more scheduling headaches

‍Virtual interviews make the scheduling nightmare disappear. With just a few clicks, candidates can join interviews from wherever they are, whether they’re across town or on another continent. This kind of flexibility means you can assess talent without the typical time zone or commute issues.

2. Reach a wider, more diverse talent pool

‍When location is no longer a barrier, the candidate pool opens up. Virtual interviews let you engage with talented individuals from different backgrounds and geographies, fostering a hiring process that’s more inclusive and representative of a global workforce.

3. Big savings on travel and logistics

Virtual interviews help slash costs by removing the need for flights, accommodations, and on-site interview arrangements. No need for candidates to make the trek, no need for employers to arrange travel or venue space—just log in and get started.

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A whopping 84.85% of folks find asynchronous interviews super convenient. And when it comes to feeling at ease, about 85% say they're somewhere from very comfy to okay with the virtual interviews. It looks like this interview format clicks with our on-the-go lifestyle.

4. Faster time-to-hire

Without the need for in-person scheduling, virtual interviews often speed up hiring timelines. Roles are filled faster, meaning you can keep up with your hiring goals and secure top talent before the competition does.

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One key thing about any interview process is whether it lets candidates really show off what they can do. It looks like asynchronous interviews are hitting the mark here—nearly 80% of jobseekers feel pretty good about presenting their skills and experience in this format. 

76% of respondents felt that the time allotted to answer questions was just right, while nearly 18% reported that there wasn't enough time, and 6% found it to be too much.

The cons of virtual interviews

But virtual interviews aren’t perfect. Here are a few challenges that companies often face with virtual hiring.

The disadvantages of virtual interviews:

• Technical issues like poor internet connection or audio lags can disrupt the process.
• Without face-to-face interaction, it’s harder to read body language or establish rapport.
• Candidates may feel less connected or engaged through a screen.
• For roles that rely heavily on interpersonal skills, virtual formats can feel less effective.

Here are a few cons of virtual interviews:

1. Tech troubles can make things awkward

Nothing kills the momentum of an interview faster than a frozen screen or spotty audio. Tech issues are unpredictable, and they can be frustrating for both candidates and recruiters. A poor connection can misrepresent a candidate’s communication style, leading to unfair impressions.

2. Reading body language is tougher online

Virtual interviews make it harder to pick up on non-verbal cues, which can be essential for roles where interpersonal skills are key. If you’re hiring for a customer-facing role or looking for strong cultural alignment, virtual interviews may lack the depth needed to assess a candidate’s full potential.

Asynchronous interviews might help cut down on hiring biases, but not everyone's convinced. About 36% think it really helps, almost 25% aren't seeing it, and roughly 40% just can't decide. It really shows just how tricky bias in hiring can be, and why we need to keep digging and improving how we handle these things.

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3. Less personal connection

Without in-person interaction, building a natural rapport can be tricky. Candidates may feel like just another box on a screen rather than a valued potential team member. This can impact their enthusiasm and engagement with the process, especially for those who thrive on personal connection.

4. Not ideal for roles requiring high emotional intelligence

Some roles are best assessed face-to-face, especially those needing strong interpersonal skills, empathy, and real-time problem-solving. Virtual interviews may not reveal the nuances that in-person conversations can, making it hard to gauge how well a candidate’s personality aligns with team dynamics.

Virtual interview practices

Feedback on improving asynchronous interviews was varied, but really eye-opening. Here's what people said:

• Boost the tech: Lots of calls for crisper video and audio, which means stepping up the tech game is a must.
• Ask clear and broad interview questions: People want interviews that are snappier and to the point, with questions that really matter—no beating around the bush with stuff that's too personal or purely hypothetical.
• Crank up the personal touch: Even though the interviews are asynchronous, people are really looking for some personal connection afterwards. They want clear, direct feedback and a follow-up that makes the whole experience feel more human.

When it comes to how clear the instructions are, most people seem to get it—about 75.76% are happy with how things are laid out. But, there's still a noticeable chunk of folks who are left scratching their heads.

It’s important to make sure everyone knows exactly what's going on, how long they've got, and what we expect from them, crystal clear, no room for confusion.

Conclusion

Asynchronous interviews aren't going anywhere—they're flexible, fresh, and a smart way to go beyond the resume in the age of AI recruitment.

But like anything new, there's always some tweaking to do. The feedback from this survey is a good starting point. This way, asynchronous interviews can be more than just convenient—they can help better match candidates with companies based on skills and values.

By keeping up the improvements, we can make these interviews work well for everyone, making hiring smoother, fairer, and just plain better.