In an in-person interview, answering typical questions like "what are your strengths," or "where do you see yourself in the next five years" doesn't allow a candidate to express themselves uniquely.  If the candidate believes there is a right or wrong answer to these questions, this will be reflected in their body language or eye contact. 

Video interviews can be more effective than in-person interviews, as they can allow candidates to show their skills, not just talk about them. Video interviews can be considerably more interactive and engaging, making the candidate feel more comfortable expressing themself.  If you are hiring a chef, ask them to make their signature dish.  If you are hiring a graphic designer, have them create a new business logo.  The questions asked in a video interview should be aimed at getting the best out of the candidate by showing and telling their qualifications. In reality, video interviews likely allow candidates to express themselves more than the typical in-person interview would.

Video Interviews are a tool meant to assist with candidate screening.  The process is to rule out candidates who are perfect on paper but may not have a personality that is the right fit for its company culture.  With the increased amount of applicants, this technology can be invaluable.  AI can analyze body language, eye contact and qualify the candidate quickly.  Hiring managers can view responses to gain insight on personality type, emotional intelligence, and soft skills.  The candidate screening process is maximized, reducing the time it takes to hire someone. In the end, recruitment costs are saved. In a time where in-person interviews aren't always an option, video interviews are necessary for both those looking to hire and those trying to find work.

How the Video Interview is communicated to the candidate is key to how the candidate responds to it.  Clear direction is crucial; many recruitment teams send an introductory video, a set of instructions, and tips and tricks for successfully filming their video interview.  Hiring managers can adjust the recruiting software to choose how long the candidate has to answer each question and whether or not they have the ability to re-record their video interview.  

Video interviews give the candidate the upper hand in how they present themselves.  If they do not like their body language or how they answered a question, they can re-record as the software allows it. This lets the candidate submit the best version of themselves.  A positive candidate experience is therefore achieved.