The 10 Most Effective Video Interview Questions

Online video interviews are becoming very popular, mainly because video interviews are:

  1. Very effective in saving time for both for candidates and interviewers
  2. More convenient for candidates and interviewers, especially since responses can be recorded anywhere, anytime
  3. Easier to share and get a second opinion with co-workers

The major challenge with online video interviews is that it’s a one-way broadcast. In other words, unlike a face-to-face interview, you can’t ask clarifying questions.

Given this difference, it’s important to ask the right questions that can reveal who the candidate is and what the candidate can offer, without the need for clarifying questions.

We have gathered a list of the 10 most effective video interview questions. Try these with your favorite video interview platform, and you’ll be glad that you didn’t settle for just a resume in your applicant process.

1. Tell me about yourself?

“Tell me about yourself” is common at the beginning of interviews as they ease both you and the interviewer into the interview. It allows the interviewer to hear a short, summed up version of your background and skills, and it gives them insight into what experience and qualifications you think are most relevant to the position you’re interviewing for.

Although this is a common interview question, it still has the tendency to agitate or confuse candidates. By answering this question well, you are setting the tone for the interview as someone who is confident, calm under pressure and attentive to the qualifications of the position.

Some interviewers might approach this question as an icebreaker by using your response to spark casual conversation to get to know you better, while others may move directly into other interview questions after you respond.

2. Why should we hire you?

This is one of the best video interview questions because it asks the candidate to describe what sets them apart from all the others. This question also gives the organization a clear picture of what the candidate feels their strongest qualities are in relation to this position.

Whether you choose to ask this question up front or save it for later, we recommend using it in every interview. It can be a great question to start with when you are sharing recorded candidate responses within your team.

3. From everything you’ve learned about our organization, tell me how you feel you’d make a contribution?

This is a great question because it immediately lets your team know three things:

  1. Has this person done their homework?
  2. Does he or she seem enthusiastic about the role?
  3. Is he or she ready to make an impact on day one?

The best candidates will shine in all three aspects of this question, giving you a good idea of who to focus on for the job.

4. Why are you interested in this position?

Interviewers are typically trying to get answers for four core questions when they ask “Why do you want this job?” including the following:

  • Do you understand the position you’re applying for?
  • Are you enthusiastic about the position?
  • Do your goals and experience align with the role?
  • Will you positively contribute to the company?

Many candidates address the first three questions, but it is easy to overlook the fourth. Remember that employers value candidates who aim to contribute to company goals while also advancing their own careers.

5. When I contact your last supervisor and ask which areas are your greatest strength and weaknesses, what will they say?

Getting to know your candidate’s strengths and weaknesses is an important part of the evaluation process. This is an effective method for getting to know your candidate’s strengths by having them explain their previous experience from the point of view of a coworker or boss.

Double checking with the candidate’s references is always a great idea for those that make it to the next round.

6. What do you know about our company?

Hiring managers often ask candidates the interview question, “What do you know about our company?”

When they do, they’re trying to find out two things:

  • Do you care enough about the job to do your research? They want to hire someone who wants this specific job, not just any job, and someone who feels a passion for the work and the employer.
  • Are you a good researcher? Even if the job they’re hiring for doesn’t specifically require research on the job, employers want to hire people who are curious, ask the right questions, and know how to find answers.

7. Tell me about what motivates you?

Simple and straight to the point, this is one of our top nine questions to ask because it gets to what is beyond the resume (CV) and lets the candidate share that with you directly.

READ ALSO: The relationship between poor financial health and physical well-being

8. What was the last thing you learned from working with others?

If you are looking for someone who can work well with your team, ask them what they have learned from others in their career. This question not only gives you an idea of their teamwork abilities, but also can also lead to revealing insights into their personality.

9. Describe a time when you had a disagreement with a coworker, how did the issue get resolved?

Asking this question is important to see how candidates deal with conflict-resolution in the workplace. Not only is the fit to team culture important, but also how all your candidates deal with problems when they arise.

10. Where do you see yourself in five years?

Finally, what long term goals is your candidate focused on? Does the candidate have a plan for the next few years? This is important because it can tell your team whether your candidate’s goals are aligned with what he or she will be asked to do in the new position.

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