Video Interview Checklist

Confirm which platform will be used and test the meeting link at least one hour before the interview. Ensure the link does not require a password or waiting room approval that could delay the start.

Run a test call to check audio clarity, video quality, and connection stability. Have a backup plan such as a phone dial-in number in case of technical failure.

Position yourself facing a light source so your face is clearly visible. Use a clean, uncluttered background or a professional virtual background if your physical space is distracting.

Disable notifications, close browser tabs, and quit applications that might cause pop-ups, sounds, or bandwidth issues during the video call.

Email the candidate instructions for joining the call, recommended browser or app version, and a troubleshooting contact number. This reduces last-minute technical issues.

Include the video link, dial-in number, time zone, expected duration, interviewer names, and any materials the candidate should prepare. Confirm receipt.

Tell the candidate whether there will be a presentation, coding exercise, or portfolio review so they can prepare accordingly. Specify if screen sharing will be required.

Send a brief reminder email one day before the interview reiterating the time, platform, and link. This reduces no-show rates and gives candidates a chance to flag conflicts.

Provide a phone number or email that the candidate can reach if they cannot connect. Ensure someone is monitoring that channel during the scheduled interview window.

Join the meeting at least five minutes early to handle any last-minute setup. Admit the candidate as soon as they appear in the waiting room to show respect for their time.

Train yourself to look at the camera rather than the candidate's video feed on screen. This creates the impression of direct eye contact and builds rapport.

Video calls often have slight delays. Speak at a measured pace and leave brief pauses after asking questions to ensure the candidate has finished before you respond.

If the interview includes a case study, coding problem, or design critique, share your screen or ask the candidate to share theirs. Narrate what you see to confirm you are looking at the same content.

If the candidate freezes, cuts out, or seems unable to hear you, pause the interview and troubleshoot. Offer to restart the call or switch to a phone backup without penalizing them.

Apply identical rating rubrics regardless of interview format. Do not penalize video candidates for minor technical issues or the natural awkwardness of virtual communication.

Ask candidates in advance if they need captions, a sign language interpreter, extended time, or other accommodations. Ensure the platform supports these features before the call.

If your process requires recording, inform the candidate at the start and obtain verbal or written consent. Comply with local laws regarding recording conversations.

Assess how well the candidate communicates in a virtual setting, as remote and hybrid roles require this skill. Note their ability to articulate ideas clearly despite the digital barrier.

Complete your scorecard and narrative feedback within two hours of the interview while details are fresh. Flag any technical disruptions that may have affected the candidate's performance.

If the interview was recorded, upload it to a secure platform with restricted access. Delete the recording after the hiring decision per your data retention policy.

Send a thank-you email within one business day outlining the timeline for the next stage. Prompt follow-up reflects well on your employer brand and keeps candidates engaged.

Document any technical difficulties encountered during the session and report them to your IT or recruiting operations team. Track trends to identify when a platform switch may be needed.