Virtual vs in-person interviews: weighing the pros and cons

In today’s digital age, conducting an interview online has become extremely common. But that doesn’t mean face-to-face interviews have gone extinct. While both interview styles offer some major advantages, there are still some things to take into consideration. So how do you decide when you should use virtual vs in-person interviewing? Sit tight. In this article, we’ll dive into the pros and cons of both methods, helping you decide which approach is best for your business.

Online interviews

Let’s take a look at some of the advantages of online interviews:

• Convenience: virtual interviews offer unmatched flexibility for both hiring managers and candidates. They can be conducted from just about anywhere –whether you’re at home, in the office, or even having a coffee at your favourite cafe.
• Time efficiency: let’s face it, scheduling in-person meetings can be a logistical nightmare. Online interviews streamline the process, making it easier and faster to coordinate schedules. This means you can speed up the interview process fill roles quicker, and keep your hiring pipeline moving smoothly.
• Reduced anxiety: many candidates find online settings less intimidating. Without the stress of navigating an unfamiliar office or dealing with a nerve-wracking commute, applicants can relax and present themselves more authentically. This low-pressure environment often leads to more genuine conversations.

While online interviews can be great, they also have their downfalls:

• Technical challenges: technology is fantastic –until it isn’t. Malfunctioning cameras, unreliable internet connections, or software glitches can disrupt the flow of an interview. These tech issues can be frustrating for both parties and might mean rescheduling, which can delay the hiring process.
• Company culture: another drawback is that candidates miss out on experiencing the company’s culture firsthand. For many applicants, getting a feel for the workplace vibe is crucial. It’s hard to replicate that same sense of environment through a screen.
• Accessibility issues: not everyone has access to the latest technology or an ideal setting for an online interview – like parents with kids running around in the back or an applicant who doesn’t have a quiet office space. This could mean some qualified candidates are excluded simply because they don’t have the necessary resources, or they join the meeting flustered and unprepared.

In-person interviews

While online interviews are great when flexibility is what you’re after, there are some advantages of in-person interviews that can’t be replicated in a virtual setting:

• Body language observation: there’s something irreplaceable about face-to-face interactions. Seeing a candidate’s body language, style, and overall demeanour in person provides a more nuanced assessment. These subtle cues can offer insights that might be missed online.
• Showcasing company culture: an in-person interview provides a tangible sense of the workplace environment. Candidates can see the office setup, meet potential colleagues, and get a real feel for the company’s culture. For potential hires, this experience can be an important part of considering the offer.
• Building rapport: direct communication fosters stronger connections. In-person interactions facilitate trust and allow for more in-depth conversations. This can enhance your understanding of the candidate’s personality, motivations, and skills, making it easier to determine if they’re the right fit.

Of course, there are some disadvantages when it comes to in-person interviews:

• Geographical limitations: in-person interviews can limit your candidate pool to those within commuting distance. This geographical constraint might mean missing out on top talent who are located further away.
• Time-consuming: coordinating and conducting in-person interviews often requires more time. From scheduling to the actual meeting, the process can be more drawn out compared to virtual interviews.
• Limited flexibility: in-person interviews often require candidates and interviewers to adhere to specific schedules, which can be challenging for those with other commitments or varying time zones. This may lead to missed opportunities for both parties.

So what’s better?

When it comes to virtual vs in-person interviews, we recommend a blended approach of both. This considers the needs of the recruitment team and the applicant. At the end of the day, the goal is to attract and select the best talent while maintaining efficiency and cost-effectiveness, so whatever blend you feel is best for your business is the way to go. Happy interviewing!

Citation HR’s software can make onboarding smoother

Having an industry-leading HRIS system behind you, like Citation HR Software, will make onboarding seamless and stress-free. The software allows you to easily manage each stage of the employee lifecycle, from recruitment and onboarding to retirement or termination of employees, contractors, and volunteers. Additionally, Citation HR Software allows you to assign essential training to new hires and ensures they have reviewed and acknowledged all company policies, allowing for fast and easy integration into the team and best-practice recordkeeping. To discover how Citation HR and all of our services including a 24/7 HR Advice Line can help streamline your company’s HR processes, contact us today.

About our author

Georgia Theocharous is the Communications Coordinator for Citation Group. She is responsible for crafting content across multiple channels such as blogs, social media, landing pages and email campaigns. In her spare time, you can find her jamming to her favourite music or in the dojo practising her martial arts skills.