Video interviews have become a standard part of the hiring process, offering a convenient and efficient way to evaluate candidates remotely. However, the effectiveness of a video interview largely depends on the quality of the questions asked. Crafting the right questions can make the difference between identifying the perfect candidate and missing out on top talent. 

When crafting video interview questions, it’s vital to focus on both the clarity and depth of your inquiries. Start with open-ended questions that encourage candidates to share their thought processes, allowing for a richer understanding of their experiences. For instance, instead of asking, “Do you have leadership experience?” consider rephrasing it to “Can you describe a time when you led a team through a challenging project?” This approach not only reveals the candidate’s capabilities but also showcases their problem-solving skills in real-life situations.

Moreover, incorporating situational and behavioral questions can offer deeper insights into how candidates might react in workplace scenarios. Questions that require them to reflect on past challenges or hypothetical situations provide context for their interpersonal skills and decision-making abilities. Additionally, developing segment-specific questions tailored to the role—like technical challenges for IT positions or customer interaction strategies for sales roles—ensures that the conversation stays relevant and engaging. Remember, the aim is not simply to assess qualifications but also to foster an authentic dialogue that reflects company culture while revealing each candidate’s unique attributes.

In this blog, we’ll explore best practices for developing video interview questions that lead to insightful, productive conversations and successful hiring decisions.

1. Understand the Role and Its Requirements

Before you can ask the right questions, you need to have a thorough understanding of the role you’re hiring for. This includes not just the technical skills required but also the soft skills, cultural fit, and potential for growth within the company. Start by reviewing the job description and consulting with the hiring team to identify the key competencies and attributes you’re looking for in a candidate.

Best Practice:

– Tailor Questions to the Role: Customize your questions to address the specific skills and experiences necessary for the position. For example, if you’re hiring for a project manager role, ask about the candidate’s experience with managing cross-functional teams and handling project deadlines.

2. Focus on Open-Ended Questions

Open-ended questions are crucial in video interviews because they encourage candidates to elaborate on their experiences, thought processes, and problem-solving abilities. Unlike yes/no questions, open-ended questions give candidates the opportunity to demonstrate their qualifications and personality.

Best Practice:

– Ask “How” and “Why” Questions: Instead of asking, “Have you managed a team before?” ask, “How did you manage your team to achieve success in your last role?” or “Why did you choose that particular approach to team management?”

3. Incorporate Behavioral Interview Questions

Behavioral interview questions are designed to assess how a candidate has handled situations in the past, which can be a strong indicator of future performance. These questions are particularly useful for evaluating soft skills, such as leadership, teamwork, and problem-solving.

Best Practice:

– Use the STAR Method: Frame your questions to elicit responses that follow the STAR method—Situation, Task, Action, Result. For instance, you could ask, “Can you describe a situation where you had to overcome a significant challenge? What actions did you take, and what was the outcome?”

4. Consider Hypothetical or Scenario-Based Questions

Hypothetical or scenario-based questions are effective for assessing how a candidate might handle future challenges or opportunities. These questions allow you to gauge a candidate’s critical thinking, creativity, and decision-making skills.

Best Practice:

– Pose Realistic Scenarios: Create scenarios that are relevant to the role and your industry. For example, if you’re hiring for a customer service position, you might ask, “How would you handle a situation where a long-term client is unhappy with the service they’ve received?”

5. Evaluate Cultural Fit with Targeted Questions

Cultural fit is a critical factor in long-term employee satisfaction and retention. Questions that explore a candidate’s values, work style, and expectations can help you determine whether they will thrive in your organization’s culture.

Best Practice:

– Ask About Work Environment Preferences: Questions like “What type of work environment do you feel most productive in?” or “How do you handle feedback in a team setting?” can provide insights into whether the candidate will align with your company’s culture.

6. Incorporate Technical Skills Assessments

For roles that require specific technical skills, it’s important to ask questions that directly assess these abilities. While technical skills can sometimes be evaluated through tests or assignments, video interviews provide an opportunity to explore the depth of the candidate’s knowledge and experience.

Best Practice:

– Ask About Specific Tools or Techniques: For example, if you’re hiring a software developer, you might ask, “Can you walk me through your experience with [specific programming language] and how you used it in your last project?”

7. Ensure Consistency Across Candidates

To make fair comparisons between candidates, it’s important to ask a consistent set of core questions in every interview. While follow-up questions may vary depending on the candidate’s responses, having a standard set of questions ensures that you’re evaluating everyone on the same criteria.

Best Practice:

– Create a Question Template: Develop a template with your core questions and use it for every interview. This approach helps maintain consistency and objectivity in your evaluation process.

8. Encourage Candidates to Ask Questions

The best interviews are two-way conversations. Giving candidates the opportunity to ask questions allows them to clarify their understanding of the role and your company, and it can also provide you with insights into what matters most to them.

Best Practice:

– Allot Time for Candidate Questions: Towards the end of the interview, ask the candidate, “Do you have any questions for me?” This not only shows that you value their input but also gives you a chance to gauge their level of interest and engagement.

9. Be Mindful of the Candidate’s Experience

The candidate’s experience during the interview process can significantly impact their perception of your company. Ensure that your questions are clear, relevant, and respectful of the candidate’s time.

Best Practice:

– Provide Clear Instructions and Expectations: Before the interview, let candidates know what to expect, including the topics you’ll cover and how much time they should allocate. During the interview, be concise with your questions and avoid asking anything that could be perceived as invasive or inappropriate.

10. Review and Iterate on Your Questions

As with any process, it’s important to regularly review and refine your interview questions. Over time, you may find that certain questions consistently yield valuable insights, while others may need to be adjusted or replaced.

Best Practice:

– Gather Feedback: After each round of interviews, collect feedback from the hiring team and, if possible, from candidates. Use this feedback to identify which questions worked well and where improvements could be made.

 Conclusion

Crafting the right video interview questions is a critical step in building an effective and efficient hiring process. By focusing on open-ended, behavioral, and scenario-based questions, you can gain a deeper understanding of each candidate’s qualifications and potential fit for your organization. Consistency in questioning, attention to cultural fit, and the inclusion of technical assessments ensure that you are making informed and fair hiring decisions.

Remember, the quality of your interview questions directly impacts the quality of your hires. By following these best practices, you can create a video interview process that not only identifies the best candidates but also provides a positive experience that reflects well on your company. In the competitive world of talent acquisition, the right questions can make all the difference.

Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. We also work with universities to help them with admissions and coaching, helping them use technology to solve for talent and training. Our mission is to make hiring equitable, explainable, and efficient. to screen in advance and shortlist the candidates that meet the criteria set. 

Schedule a demo today to learn more about how AI interviews can help your hiring.

Gabrielle Martinsson is a Content Writer at Interviewer.AI. She’s a tech geek and loves optimizing business processes with the aid of tech tools. She also loves travelling and listening to music in her leisure.