Sometimes, the thought of a telephone or video/virtual interview can make people more nervous than in-person interviews. Try not to worry, they serve the same purpose as in-person interviews - it's an opportunity for the employer to assess your suitability for a role.
Telephone and virtual interviews can be used by employers in different ways. They may take place at the early stages of an assessment process or the whole interview process may be conducted by telephone and/or virtually.
As far as possible you should treat them as you would any other interview. They may be “live” interviews with an interviewer – for example on Zoom/Teams or by telephone. – Or they may be pre-recorded questions that you answer on video for review by the firm at a later time. The most important fact to remember is that the employer wants to find out the same information as they would face-to-face and the questions that you will be asked will be similar to those in a standard interview. As such, your preparation needs to be just as thorough.
Use of AI tools during the interview process
Please read our general guidance on the use of AI in the application and assessment process. Many organisations are now publishing their own guidance for applicants on their websites, if they have done so... please follow it! The view on AI use varies greatly between employers and if you can't find their policy, ask yourself the following questions:
- Would I use AI if this was an in-person interview?
- If the employer asked you whether you used AI tools, would you be comfortable telling them how and where you used them in your interview process?”
N.B. Some employers may also use tools and methods to detect candidate AI use in the assessment process. Remember that recruitment teams want you to be honest and authentic in your interviews and if you are found to have used AI in an unethical manner, this may have consequences at a later date eg: removal from the assessment process or termination of employment.
