Video interviews now cover everything from a first round screen to a final round conversation with a distributed team, so the same call can carry very different weight depending on where it sits in your process. The following video interview questions, tips, and red flags will help you run that call well and decide who moves forward with confidence.

What Does a Video Interview Involve?

Video is one of the most useful tools a hiring manager or recruiter has, especially in the early stages of recruitment. A video interview lets you schedule conversations with distributed teams, reach candidates in remote locations, test verbal communication skills, confirm resume details, and screen for early deal breakers like availability and salary expectations, all without either side needing to travel.

For a first round call, start by introducing yourself and the role to set the stage, then share basic details such as responsibilities and work schedule so the candidate has enough context to engage. Use this call to decide whether the candidate should move to the next round.

For distributed teams, video also carries second and third round interviews, where it functions much more like an in person, one to one conversation. At that stage, lean on situational and behavioral questions rather than logistics questions, since you already know the candidate wants the job and now need to know how they actually work.

Video Interview Questions to Ask Candidates

Opening and Motivation Questions

• Why did you choose this career path?
• What did you find attractive about this job? What made you apply for this role?
• Have you heard of our company before? What made you want to work with us?
• How do you define a healthy work environment?

Logistics and Fit Questions

• Share your salary expectations for this role.
• How soon would you be able to join our team?
• What does your current notice period or availability look like?

Communication and Culture Fit Questions

• Walk me through how you would explain your current role to someone outside your field.
• What kind of feedback or communication style helps you do your best work?
• Describe a recent project you are proud of and what your role in it was.

What to listen for: clear, specific motivation rather than a rehearsed answer, comfort discussing logistics directly instead of dodging the question, and communication that stays clear and structured even without being in the same room.

Tips to Conduct an Effective Video Interview

• Send a video interview invitation that states the date, time, and time zone if you and the candidate are in different zones, along with the estimated duration and the interviewer’s details.
• If you plan to record the call, tell the candidate in advance and get their consent in writing, both to be transparent and to avoid legal issues later.
• Test your equipment for clear audio and video before the interview, and choose a quiet space so distractions do not interrupt the conversation.
• Prepare a questionnaire ahead of time, but stay ready to ask follow up questions so both sides leave the call with what they need to know.
• Look at the camera rather than the screen to maintain something close to eye contact, and keep notes short so you are engaged with the candidate rather than reading.

Red Flags to Watch For

• Being late or not answering the call: if a candidate does not log in on time or misses the scheduled call entirely, that is a signal about reliability, not just a scheduling accident.
• Poor signal or heavy background noise: candidates should prepare for the call the same way an interviewer does, so recurring technical issues or a chaotic environment are worth noting, though a one time issue is worth allowing them to reschedule.
• Unprofessional dress or setting: a video interview simulates an in person one, so casual clothing or sitting on a bed rather than at a desk suggests the candidate is not treating the process seriously.
• Uncomfortable body language: mild nerves early in a call are normal, but sustained poor communication or visible discomfort is worth noting, especially for roles that involve regular social interaction.
• A casual approach to the conversation: phrases like “hey” or “say again?” used repeatedly signal that a candidate is not treating the interview with the seriousness the role deserves.

Frequently Asked Questions

What questions should I ask in a video interview?
Cover motivation (why this role and company), logistics (availability and compensation expectations), and communication or culture fit (how the candidate explains their work and receives feedback), adjusting the mix based on whether it is an early or later stage interview.

How is a video interview different from a phone screen?
A video interview adds visual cues like body language, dress, and setting on top of what a phone screen captures, which makes it useful for gauging professionalism and communication style in addition to basic qualification.

What are common red flags in a video interview?
Watch for candidates who are late or unreachable, show up in an unprofessional setting, treat the conversation too casually, or struggle to communicate clearly even accounting for normal interview nerves.

How do you make a video interview feel less awkward for candidates?
Send clear logistics ahead of time, start with an introduction and context about the role, look at the camera rather than the screen, and give the candidate room to ask questions before wrapping up.

Should later round interviews still happen over video?
Yes, especially for distributed teams. Later round video interviews should be treated like an in person, one to one conversation, with more emphasis on situational and behavioral questions than logistics.

How Glider AI Can Help You Screen Candidates With Confidence

Video interviews only work if you can trust what happened on the call. Glider AI’s AI interview software helps recruiters run structured, consistent video interviews at scale, while Glider’s skill assessment platform lets you validate a candidate’s actual abilities before they ever reach this stage, so the questions above are confirming fit rather than doing the screening from scratch.