What Kinds of Questions Are Asked in Video Interviews?

Many companies are incorporating video interviewing into their recruitment practices. In the world of skills shortages and competition for talent, video interviewing allows employers to create an engaging candidate experience, shorten the time to hire and expand their search for talent through readily available technology.


When it comes to questions, video interviews are no different than in-person meetings. Hiring managers want to ask tough, probing questions to see if the candidate is as good in-person, or on video, as they are on paper. Employers get the opportunity through video to watch the candidate’s facial expressions and body language, giving additional insight into whether the candidate is the right fit for the job.


Here are seven video interview examples that you can include in your next round of video interviews.


1. Tell me about yourself.


This is a standard interview question, often used to get the conversation started. By asking this question, you’re giving the candidate the opportunity to self-select information to share with you, often providing insight into the candidate’s work ethic, interests, and goals.


2. What’s your greatest career accomplishment?


By asking about the prospective employee’s greatest accomplishment, you are probing into situational responses, giving you comprehension of the candidate’s successes above and beyond the resume. Candidates have an opportunity to show you their best in answer to this question, allowing themselves to shine. If you’re not impressed with the response, you may choose to move on to the next candidate.


3. Give an example of a situation when you had to work with someone who was difficult.


This situational question gives you the opportunity to discern the candidate’s collaboration skills, one of the most in-demand soft skills as reported by LinkedIn. If the candidate demonstrates that he or she handles difficult situations with emotional intelligence, you can always check these responses my talking to the candidate’s former employees or managers.


4. Tell me about a time when you needed to juggle multiple deadlines.


By asking about juggling multiple projects, you gain insight into the candidate’s ability to prioritize, another critical soft skill. If a candidate can’t organize his or her time or if projects fall by the wayside, your business can be negatively impacted—and fast. By exploring the candidate’s abilities to cope with multiple projects while deciding which tasks to handle first, you’ll be able to determine how effective and productive this candidate may ultimately be in your organization.


5. Why do you want this job?


This question gives the hiring manager awareness about the candidate’s career goals. Does the candidate want to clock out every day at 5 pm and collect a paycheck? Or does the candidate want to contribute to the company while growing and learning in your industry? Do they show a passion for what you do, or do they need to pay their bills?


This question also gives the candidate the opportunity to demonstrate his or her research on your company and industry. Does the candidate understand your company’s mission? Do they know about trends in the industry? Or did the candidate merely apply for a job, checking off another to-do box?


6. Tell me about a situation when you made a big mistake, and how you dealt with it?


Through this experiential question, the employer can ascertain how the candidate copes with making a mistake and the associated stress that accompanied it. Mistakes happen to the best of us. As a hiring manager, you want to determine not only how the candidate reacts to a mistake, but how they bounce back from it. This question not only demonstrates the candidate’s coping mechanisms, but it also shows how resilient they are.


7. Tell me about a time you were asked to perform a new task and how you reacted.


This question demonstrates the candidate’s adaptability, identified by 69% of hiring managers as the most critical soft skill as reported by LinkedIn. As technology continues to impact company roles, being able to adapt to company and market changes is critical to success. Did the candidate face the new task head-on, or did he or she shy away from it? You want a candidate who embraces challenges, not one who is timid to rise to the occasion.


Discover How eSkill Can Help


When creating video interview questions, develop a standard bank of subjects and associated questions, giving you insight into the candidate while remaining consistent and objective across all interviews. Video interviews allow the hiring process to be more interactive, engaging, and meaningful for both the employer and the candidate, improving the quality of the hire and the candidate’s experience. eSkill has developed a Voice and Video Interviewing platform that is customizable to fit your hiring needs and your business.

Through Voice and Video Interviewing, you can evaluate how candidate’s express themselves while analyzing the candidate’s capabilities through our skills and behavioral assessments, giving you more information to make the right hiring decision.


Request a demo and see how eSkill can help you transform and innovate your recruiting with video interviewing.

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