Recruitment is evolving fast — and video interviews have become more than just a stopgap during the pandemic. For in-house teams, agencies, and RPOs alike, they’re proving to be both cost-effective and more engaging for candidates.
But don’t just take our word for it — recent research from across the industry backs this up.
In 2025, an HR Tech Insights survey found that 78% of recruiters reported improved efficiency through virtual interviews, with many citing a 20% reduction in hiring costs when video was introduced at the screening or first-interview stage.
HR Tech Insights, 2025
Similarly, in 2024, Adobe’s research revealed that 79% of employers view video applications as the most effective way for candidates to secure roles — a clear shift in perception around how early-stage interviews are conducted.
HRReview, 2024
And it’s not just about costs — it’s about doing more with the time you’ve got. RPOs and agencies handling high volume campaigns have found that asynchronous video interviewing lets them shortlist faster and more fairly, without sacrificing quality.
We often focus on the recruiter benefits, but what about the candidate?
When done right, video interviews can significantly improve the candidate experience.
First off — convenience. Not everyone can drop everything for a last-minute interview. Video lets candidates respond when it works for them — after a shift, before the school run, or even during a lunch break. This flexibility helps level the playing field for people with real-life responsibilities.
They can also feel less intimidating. Sitting in a familiar environment, with time to prepare, often leads to more authentic answers and better outcomes — for both sides.
And there’s growing evidence to support that. According to the 2024 State of Job Hunting Report by Greenhouse, 61% of job seekers reported being ghosted after a job interview, a nine percentage point increase since April 2024. Timely, automated stages — like video introductions — help keep people engaged and informed.
Greenhouse, 2024
Then there’s the question of fairness. Everyone gets asked the same questions in the same way. That’s not just good practice — it helps reduce bias. For neurodiverse or anxious applicants, it can be a game changer.
Financial Times, 2024
And finally, accessibility. Candidates in rural areas or without the funds for repeated travel now have a fairer shot. If you’ve got a device and an internet connection, you’ve got a chance.
Of course, it’s not about replacing human connection — it’s about enhancing it. The best hiring journeys use video as one tool among many, balancing structure and empathy.
Video interviews aren’t a silver bullet. But for many organisations, they’re a smart, scalable solution that benefits recruiters and candidates alike — helping make hiring faster, fairer, and more flexible.
And really, isn’t that what we all want?
