One big decision stands out for both companies and candidates: “Should the interview happen online or in person?” With remote work becoming more common and digital tools improving, the online interview has quickly become a standard part of the interview process. But does it truly replace the value of face-to-face interviews?
In this blog, we compare virtual vs. in-person interviews, looking at the pros and cons of each and helping hiring managers and candidates decide what works best depending on the stage of the hiring process.
What Is a Virtual Interview?
A virtual interview is a type of job interview conducted through video conferencing platforms like Zoom, Microsoft Teams, or Google Meet. Instead of meeting in person, both the interviewer and the candidate connect online, often from the comfort of their own homes.
These interviews are typically used during the early rounds of the hiring process, especially when many candidates are being screened. With the rise of remote work and distributed teams, video interviews have quickly become a standard part of the recruiting toolkit.
Pros and Cons of Virtual Interviews
Pros:
- Convenient scheduling: Coordinating with hiring managers and candidates across time zones is much easier.
- Wider candidate pool: You can interview people from anywhere, which increases access to more candidates.
- Saves time and money: No need to worry about travel costs, parking, or commute stress.
- Less pressure for candidates: Many people feel more comfortable interviewing from home.
Cons:
- Tech issues: Technical issues like lag, poor connection, or frozen screens can disrupt the interview process.
- Harder to read body language: Nonverbal cues are sometimes lost in a video interview, affecting how you interpret interpersonal skills.
- Weaker personal connection: Building rapport in a virtual setting can be more challenging, especially when you cannot shake hands or see the workplace environment.
When to Choose Virtual Interviews
Virtual interviews are great when:
- You’re in the early stages of the hiring process.
- You’re considering a wider pool of candidates from different locations.
- You want to reduce travel costs and make scheduling easier.
- You’re hiring for remote roles or work-from-home positions.
- Your team is spread across different cities or countries.
They’re also helpful when you want to interview online to connect with someone for a short screening quickly.
What Is an In-Person Interview?
An in-person interview happens at a company’s office, where the interviewer and candidate meet face to face. These meetings often involve multiple team members and give candidates a better sense of the company culture and workplace environment.
Pros and Cons of In-Person Interviews
Pros
- Stronger personal connection: It’s easier to communicate naturally, observe body language, and build rapport.
- Better cultural fit evaluation: You can see how the candidate interacts with employees and fits into the office environment.
- Fewer tech concerns: No need to stress about tech issues, internet connections, or logging into platforms.
Cons
- Less flexible: Scheduling is harder, especially when multiple managers need to be present.
- Travel requirements: Candidates might have to fly in or drive long distances, which increases stress and costs.
- Smaller candidate pool: You might miss out on more candidates who live elsewhere but are a great fit.
When to Choose In-Person Interviews
Choose in-person interviews when:
- You’re in the final stages of the hiring process.
- You want to assess how someone fits with your team in a real office setting.
- The job requires strong interpersonal skills or client-facing communication.
- You’re hiring for roles where company culture and in-person collaboration are key.
They also make sense when the role is on-site, and you want the candidate to feel comfortable in the workplace environment.
Virtual vs. In-Person Interviews: A Side-by-Side Comparison
Choosing the right interview format can depend on many moving parts, such as timing, location, the role itself, and your goals as a hiring team. To help you weigh your options clearly, here’s a side-by-side comparison that breaks down the key differences between virtual and in-person interviews.
| Feature | Virtual Interviews | In-Person Interviews |
| Convenience | High – easier to schedule and attend | Lower – needs more planning |
| Cost | Lower – saves on travel costs | Higher – includes travel and logistical expenses |
| Candidate Pool | Broader – access to more candidates | Narrower – often local or those who can travel |
| Technology Dependence | High – may run into tech issues | Low – no reliance on internet or platforms |
| Personal Connection | Weaker – limited interpersonal connection | Stronger – better for building rapport |
| Company Insight | Limited – candidates can’t see the office | Full – provides a sense of company culture |
| Interview Stress | Lower – familiar surroundings can reduce stress | Higher – new environments may increase anxiety |
Conclusion
When it comes to virtual vs. in-person interviews, there’s no one-size-fits-all answer. The better choice depends on the stage of the interview process, the nature of the role, and the goals of the hiring managers.
A smart approach is often a mix of both, starting with video interviews to screen a wider pool and moving to face-to-face interviews for deeper evaluation.
As with any part of the hiring process, the focus should be creating a smooth, respectful, and thoughtful experience for all participants. Whether you’re talking to candidates through a screen or shaking hands in the office, it’s about finding the right person for the job and making sure they feel comfortable showing up as themselves.
