Interview Types: Phone, Video, In-Person, and Panel Interviews

You’ve got a great candidate. Now what? Do you do a phone call? Video interview? Bring them into the office? Get the whole team together?

The problem: Most recruiters pick interview formats randomly. They don’t think about what each format is good for, so they waste time or miss important information.

The solution: Understand each interview type. Know when to use it, what it’s good for, and how to do it right. You’ll make better hiring decisions and save everyone time.

“The format of your interview should match what you’re trying to learn. Don’t use a sledgehammer to crack a nut, and don’t use a nutcracker to break concrete.” - Dr. John Sullivan, recruiting thought leader

Why Interview Types Matter

The reality: Different interview formats reveal different things. A phone screen won’t show you body language. An in-person interview won’t test remote work skills. A panel interview won’t let candidates open up.

The numbers:

• Phone interviews: 15-30 minutes, best for initial screening
• Video interviews: 30-60 minutes, good for remote assessment
• In-person interviews: 1-2 hours, best for final decisions
• Panel interviews: 1-3 hours, good for team fit assessment

Real example: You’re hiring a remote developer. You do an in-person interview. They seem great in person, but you never test if they can communicate over video or work independently. They start and struggle with remote work. You should have done a video interview to test those skills.

Phone Interviews: The First Filter

What it sounds like: A quick chat to see if someone’s qualified.

What it actually means: Your first real chance to assess candidates. It’s fast, cheap, and effective - if you do it right.

When to Use Phone Interviews

Phone interviews are your first real filter in the hiring process. They’re fast, efficient, and perfect for narrowing down a large pool of candidates. Here’s when they make the most sense:

Initial screening is the primary use case for phone interviews. When you have 20 or 30 candidates who look good on paper, you need a quick way to narrow them down to 5 or 6 serious contenders. Phone interviews let you do this efficiently - you can screen 4-6 candidates in the time it takes to do one full in-person interview. During these calls, you’re looking for red flags (poor communication, unrealistic expectations, obvious mismatches) and green flags (good communication, relevant experience, enthusiasm). You’re not trying to make a final decision - you’re trying to decide who’s worth investing more time in.

Quick qualification checks are perfect for phone interviews. Before you invest hours in a full interview process, you need to verify basic things: Do they meet the minimum requirements? What are their salary expectations? When can they start? Are they actually interested in this role, or are they just applying to everything? These are simple questions that don’t require seeing someone in person. A 15-minute phone call can answer all of these and save you from wasting time on candidates who aren’t a fit.

Remote-first roles can benefit from phone interviews as an initial screen. If the role is fully remote, you want to test their communication skills over the phone first. Can they articulate their thoughts clearly? Do they listen well? Can they build rapport without seeing you? These are all things you can assess over the phone. If they can’t communicate well over the phone, they’ll likely struggle in a remote role where most communication happens via chat, email, and video calls.

High-volume hiring situations almost require phone interviews. If you’re hiring for multiple positions or a role with high turnover (like customer service or sales), you need to screen many candidates quickly. Phone interviews let you process 10-15 candidates per day, which would be impossible with in-person interviews. You can do them back-to-back, take notes efficiently, and move quickly through your candidate pool.

When NOT to use phone interviews:

Final hiring decisions shouldn’t be made based solely on a phone interview. By the time you’re ready to make an offer, you need more information than a phone call can provide. You need to see how they interact with your team, assess their body language, and get a sense of their presence. Phone interviews are great for screening, but they’re not enough for final decisions.

Roles requiring presentation skills need more than a phone interview. If the job involves presenting to clients, leading meetings, or public speaking, you need to see how they present themselves. Body language, eye contact, and presence matter for these roles, and you can’t assess those over the phone. Save phone interviews for initial screening, then move to video or in-person for presentation assessment.

Team fit assessment is difficult over the phone. Chemistry, personality fit, and how someone interacts with a team are hard to gauge when you can’t see them. You might get a sense of their personality over the phone, but you won’t know how they’ll mesh with your team until you see them interact. Use phone interviews to screen, then use in-person or video interviews to assess team fit.

How to Do Phone Interviews Right

Before the call:

1. Prepare your questions - Have 5-7 key questions ready
2. Review their resume - Know their background
3. Set expectations - Tell them how long it will take
4. Test your tech - Make sure your phone/headset works

During the call:

1. Start with rapport - “Thanks for taking the time. How’s your day going?”
2. Ask open-ended questions - “Tell me about your experience with…”
3. Listen more than you talk - 70% listening, 30% talking
4. Take notes - Write down key points immediately
5. End with next steps - “We’ll be in touch by Friday”

Common mistakes:

• Talking too much - You’re there to listen
• Asking yes/no questions - Get them talking
• Not taking notes - You’ll forget important details
• Going over time - Respect their schedule

Real example: You’re screening for a sales role. You ask: “Do you have sales experience?” They say yes. That tells you nothing.

Better question: “Tell me about your best sales month. What made it successful?” Now they’re telling you a story, and you can assess their skills.

Video Interviews: The Modern Standard

What it sounds like: A phone interview but with video.

What it actually means: The best of both worlds - you can see body language and test remote skills, but it’s still convenient and fast.

When to Use Video Interviews

Video interviews are perfect for certain situations. Let’s break down when they make the most sense and why:

Remote roles are one of the best use cases for video interviews. If you’re hiring someone who will work from home, you need to know they can communicate effectively through video. This isn’t just about whether they can use Zoom - it’s about whether they can build relationships, present ideas, and collaborate when they’re not in the same room. During a video interview, you can see if they maintain eye contact (by looking at the camera), if they’re comfortable with the technology, and if they can stay engaged without the energy of an in-person meeting. You’re essentially testing their remote work skills before they start. For example, if you notice their background is messy or they seem distracted during the video call, that might indicate they’ll struggle with remote work organization.

Second-round interviews are another great time to use video. By this point, you’ve already done a phone screen and know they’re qualified. Now you need to go deeper - but you might not be ready for the commitment of bringing them into the office. Video interviews give you more information than a phone call (you can see body language, how they present themselves) without the time and cost of an in-person interview. It’s the perfect middle ground. You can assess their communication style, see how they handle questions, and get a better sense of their personality - all without the logistics of scheduling an in-person meeting.

Geographic constraints make video interviews essential. If a candidate lives across the country or in another time zone, bringing them in for an interview might not be practical or cost-effective. Video interviews let you assess candidates regardless of location. This is especially important for remote-first companies or when you’re looking for specialized talent that might not be local. You can still get a good sense of the candidate’s fit without the expense and time of travel.

Presentation skills are much easier to assess over video than over the phone. If the role requires presenting to clients, leading meetings, or public speaking, you need to see how they present themselves. Video lets you see their body language, how they use their hands, their facial expressions, and their overall presence. You can’t assess these things over the phone, and you might not want to wait until an in-person interview to find out they’re not a strong presenter.

Team collaboration is another great reason to use video interviews. Multiple interviewers can join the same video call easily, without coordinating schedules or booking conference rooms. This is especially useful for panel interviews where you want several team members to meet the candidate. Everyone can see and interact with the candidate in real-time, and you can assess how they handle multiple people asking questions. It’s more efficient than trying to coordinate multiple in-person meetings.

When NOT to use video interviews:

Initial screening is usually better done over the phone. Phone interviews are faster, less formal, and perfect for basic qualification. You don’t need to see someone to ask if they meet the basic requirements, what their salary expectations are, or if they’re available to start. Save video interviews for when you need more depth and information.

Roles requiring physical presence should be tested in person. If the job requires being in an office, working with physical equipment, or interacting with customers face-to-face, you should test that in person. A video interview won’t tell you if someone can handle the physical demands of the role or if they’re comfortable in your actual work environment.

Candidates uncomfortable with technology might struggle with video interviews. Some people aren’t comfortable with video calls, have poor internet connections, or technical issues that make video interviews stressful. If you notice a candidate seems uncomfortable or has technical difficulties, consider switching to phone or in-person instead of forcing them through a video interview they’re struggling with.

How to Do Video Interviews Right

Technical setup:

1. Test your connection - Make sure your internet is stable
2. Use good lighting - Face a window or use a ring light
3. Check your background - Professional or blurred
4. Test audio/video - Do a test call with a colleague
5. Have a backup plan - Phone number ready if tech fails

During the interview:

1. Start with tech check - “Can you hear and see me okay?”
2. Make eye contact - Look at the camera, not the screen
3. Watch body language - Are they engaged? Nervous? Confident?
4. Test remote skills - “How do you stay organized when working from home?”
5. Share your screen - Show them the role, company, or team

Common mistakes:

• Poor tech setup - Bad audio/video ruins the experience
• Not testing remote skills - Missing the point of video interviews
• Ignoring body language - You can see it, so use it
• Technical difficulties - Always have a backup plan

Real example: You’re hiring a remote project manager. You do a video interview. They’re professional, answer questions well, but you notice their background is messy and they seem distracted. That’s valuable information - they might struggle with remote work organization.

In-Person Interviews: The Full Experience

What it sounds like: The traditional interview where you meet face-to-face.

What it actually means: Your best chance to assess culture fit, see how they interact with your team, and make a final decision.

When to Use In-Person Interviews

In-person interviews are the most comprehensive way to assess candidates, but they’re also the most time-consuming and expensive. Here’s when they’re worth the investment:

Final hiring decisions are the primary reason for in-person interviews. By the time you’re ready to make an offer, you need as much information as possible. In-person interviews let you see how candidates carry themselves, how they interact with your team, and how they handle the pressure of being in your actual office. You can assess body language, presence, and chemistry in ways that phone and video interviews can’t capture. This is your last chance to make sure they’re the right fit before extending an offer, so it’s worth the time and cost.

Culture fit assessment is much easier in person. You can see how candidates interact with your team, how they navigate your office space, and how they respond to your company culture. Do they seem comfortable? Do they ask good questions? Do they connect with your team members? These are things you can sense in person that are harder to assess over video or phone. You can also give them a tour, introduce them to potential colleagues, and let them experience your workplace firsthand.

Office-based roles should be tested in person. If the job requires being in an office every day, you need to know if candidates are comfortable in that environment. Can they handle the commute? Do they seem energized by the office atmosphere, or drained by it? Do they interact well with people in person? These are all things you can assess during an in-person interview. You’re essentially testing if they can work in your actual environment before they start.

Senior positions warrant the investment of in-person interviews. When you’re hiring for a leadership role or a high-stakes position, you need to be thorough. The cost and time of an in-person interview are worth it when the role is critical to your organization. You want to see how they present themselves, how they handle pressure, and how they interact with your leadership team. These are all easier to assess in person.

Team collaboration is best assessed in person. If the role requires working closely with a team, you want to see how candidates interact with your actual team members. You can have them meet potential colleagues, see how they handle group dynamics, and assess if they’ll fit well with your team’s working style. This is especially important for roles where team chemistry matters more than individual skills.

When NOT to use in-person interviews:

Initial screening is too expensive and time-consuming for in-person interviews. When you’re narrowing down 20 candidates to 5, you can’t afford to bring everyone in. Use phone or video interviews for initial screening, then save in-person interviews for your final candidates.

Remote-only roles don’t require in-person interviews. If the job is fully remote and the candidate will never come into the office, an in-person interview isn’t relevant. You’re testing skills they won’t use (like navigating your office) and missing skills they will use (like remote communication). Video interviews are more appropriate for remote roles.

High-volume hiring makes in-person interviews impractical. If you’re hiring for multiple positions or a role with high turnover, you need to process many candidates quickly. In-person interviews are too slow and expensive for this. Use phone or video interviews to screen, then only bring in your top candidates.

Candidates far away make in-person interviews expensive and impractical. If a candidate lives across the country, bringing them in for an interview means paying for travel, hotels, and time. Video interviews are more practical and still give you most of the information you need. Only do in-person interviews for local candidates or when you’re ready to make an offer to someone far away.

How to Do In-Person Interviews Right

Before the interview:

1. Prepare the space - Clean, professional, comfortable
2. Inform your team - Let them know someone’s coming
3. Plan the schedule - Multiple interviews, office tour, meet the team
4. Prepare questions - Different from phone/video - go deeper
5. Have materials ready - Portfolio review, skills test, company info

During the interview:

1. Start with a tour - Show them the office, introduce them to people
2. Watch body language - How do they carry themselves? Are they comfortable?
3. Test culture fit - “How do you handle conflict?” “What’s your ideal work environment?”
4. Assess team chemistry - Have them meet potential colleagues
5. Give them time to ask questions - They’re evaluating you too

Common mistakes:

• Not preparing the space - Messy office sends the wrong message
• Rushing through it - Take your time, this is important
• Not involving the team - They’ll work together, so they should meet
• Ignoring red flags - If something feels off, pay attention

Real example: You’re hiring a customer success manager. You do an in-person interview. They’re great on paper and in video, but in person, they seem uncomfortable talking to people. They avoid eye contact, seem nervous. That’s a red flag for a customer-facing role.

Panel Interviews: The Team Assessment

What it sounds like: Multiple people interviewing one candidate at once.

What it actually means: A way to get multiple perspectives, test how candidates handle pressure, and assess team fit - but it can be intimidating if not done well.

When to Use Panel Interviews

Panel interviews involve multiple interviewers assessing one candidate at the same time. They’re more intense than one-on-one interviews, but they can provide valuable perspectives. Here’s when they make sense:

Team-based roles are perfect for panel interviews. If the candidate will work closely with multiple people on a daily basis, you want to see how they interact with different personalities and perspectives. A panel interview lets you assess how they handle multiple people asking questions, how they respond to different communication styles, and how they navigate group dynamics. This is especially valuable for roles where collaboration is critical - you’re essentially testing their ability to work with a team before they start.

Senior positions often require panel interviews because multiple stakeholders need to approve the hire. When you’re hiring for a leadership role or a position that will impact multiple departments, you need buy-in from different parts of the organization. A panel interview lets you get input from the hiring manager, department heads, and other key stakeholders all at once. This ensures everyone is aligned before you make an offer, and it saves time compared to scheduling multiple separate interviews.

Culture fit assessment benefits from multiple perspectives. Different interviewers will notice different things - one might focus on technical skills, another on communication style, another on personality fit. A panel interview gives you a more complete picture of how the candidate fits with your culture. You can see how they respond to different personalities, how they handle being the center of attention, and how they interact with people who have different communication styles.

High-stakes hires warrant the investment of panel interviews. When you’re hiring for a critical role that will significantly impact your organization, you want consensus from your team. A panel interview ensures everyone has a chance to assess the candidate and provide input. This reduces the risk of making a bad hire because you missed something that one person noticed but others didn’t.

Testing pressure handling is easier with panel interviews. Some roles require candidates to perform under pressure, handle multiple stakeholders, or present to groups. A panel interview simulates this pressure - the candidate has to answer questions from multiple people, think on their feet, and maintain composure. If they can’t handle the pressure of a panel interview, they might struggle in a role that requires similar skills.

When NOT to use panel interviews:

Initial screening is too intense for panel interviews. When you’re just trying to narrow down candidates, a panel interview is overkill. It requires coordinating multiple people’s schedules, which is time-consuming and expensive. Save panel interviews for when you’re serious about a candidate and need multiple perspectives.

Junior roles usually don’t need panel interviews. For entry-level or junior positions, a panel interview is often overkill. One or two interviewers is usually enough to assess a junior candidate. Panel interviews are better reserved for roles where multiple stakeholders need to be involved or where the hire is high-stakes.

Remote-only roles make panel interviews harder to coordinate. While you can do panel interviews over video, they’re easier to coordinate in person. If the role is fully remote and you’re doing video interviews anyway, a panel interview adds complexity without necessarily adding value. Consider whether you really need multiple people on the call, or if sequential one-on-one interviews would work better.

Candidates who are clearly not a fit shouldn’t go through panel interviews. If you’ve already determined through phone or video interviews that a candidate isn’t qualified, don’t waste everyone’s time with a panel interview. Panel interviews are expensive (multiple people’s time) and should be reserved for candidates you’re seriously considering.

How to Do Panel Interviews Right

Before the interview:

1. Choose the right panel - 3-5 people, mix of roles and perspectives
2. Assign roles - Who asks what questions? Who takes notes?
3. Prepare questions together - Avoid repetition, cover different areas
4. Set expectations - Tell candidates who they’ll meet and why
5. Test the space - Make sure everyone fits comfortably

During the interview:

1. Start with introductions - Everyone says their name and role
2. Assign a moderator - One person leads, others ask follow-ups
3. Give everyone a chance - Don’t let one person dominate
4. Watch group dynamics - How does the candidate handle multiple people?
5. End with candidate questions - Let them ask the panel

After the interview:

1. Debrief immediately - While it’s fresh in everyone’s mind
2. Get everyone’s input - Each person shares their perspective
3. Look for consensus - Do you all agree? If not, why?
4. Document feedback - Write it down for future reference

Common mistakes:

• Too many people - More than 5 is overwhelming
• No structure - Chaos helps no one
• Not preparing together - Wastes time with repeated questions
• Intimidating the candidate - Make it collaborative, not an interrogation
• No debrief - Miss the value of multiple perspectives

Real example: You’re hiring a product manager. You do a panel interview with the engineering lead, design lead, and marketing manager. The candidate handles questions from each person well, shows they understand different perspectives, and asks thoughtful questions back. That’s a good sign - they can work with cross-functional teams.

Choosing the Right Interview Type

The decision framework:

1. What stage are you at?
   • Initial screening → Phone
   • Second round → Video
   • Final decision → In-person
   • Team assessment → Panel
2. What are you trying to learn?
   • Basic qualifications → Phone
   • Remote work skills → Video
   • Culture fit → In-person
   • Team collaboration → Panel
3. What’s the role?
   • Remote role → Video or phone
   • Office role → In-person
   • Team-based role → Panel
   • Individual contributor → Phone or video
4. What’s your budget?
   • Low budget → Phone
   • Medium budget → Video
   • High budget → In-person or panel

Real example: You’re hiring a remote software engineer. You do:

• Phone screen: Basic qualifications, salary expectations
• Video interview: Technical skills, remote work experience
• Video panel: Team fit with engineering team
• No in-person needed - they’re remote

Common Interview Type Mistakes

Mistake 1: Using the wrong format

• Problem: Using in-person for initial screening
• Solution: Start with phone, move to video, end with in-person

Mistake 2: Not preparing candidates

• Problem: Surprising them with a panel interview
• Solution: Tell them what to expect, who they’ll meet, how long it will take

Mistake 3: Ignoring the format’s strengths

• Problem: Not testing remote skills in video interviews
• Solution: Use each format for what it’s good at

Mistake 4: Rushing through formats

• Problem: Doing phone, video, and in-person all in one week
• Solution: Space them out, give candidates time to prepare

Mistake 5: Not debriefing after panel interviews

• Problem: Everyone has different opinions, no consensus
• Solution: Debrief immediately, get everyone’s input, find consensus

Best Practices for All Interview Types

Universal rules:

1. Prepare thoroughly - Know what you’re looking for
2. Set expectations - Tell candidates what to expect
3. Be consistent - Ask similar questions to compare candidates
4. Take notes - Document everything immediately
5. Follow up - Let candidates know next steps
6. Respect their time - Start on time, end on time
7. Test relevant skills - Match the interview to the job
8. Involve the team - Get multiple perspectives when possible

Real example: You’re consistent across all interview types. You ask similar questions, take notes the same way, and follow up within 24 hours. Candidates appreciate the professionalism, and you make better hiring decisions because you can compare candidates fairly.

Resources and Tools

Phone interview tools:

• Calendly - Schedule calls easily
• Zoom Phone - Professional phone system
• Google Voice - Free phone number for recruiting

Video interview tools:

• Zoom - Most popular, reliable
• Microsoft Teams - Good for enterprise
• Google Meet - Simple, free option
• HireVue - Video interview platform with AI

In-person interview resources:

• Office space booking - Reserve rooms in advance
• Interview guides - Prepare questions and structure
• Team calendars - Coordinate multiple interviews

Panel interview tools:

• Shared notes - Google Docs or Notion
• Video conferencing - For remote panel members
• Interview scorecards - Standardize evaluation

Learning resources:

• SHRM Interview Guide - Best practices from SHRM
• LinkedIn Learning - Interview skills courses
• Recruiting blogs - Stay updated on trends

Next Steps

For recruiters:

1. Audit your current process - What interview types are you using? Are they right?
2. Create interview guides - Standardize questions for each type
3. Train your team - Make sure everyone knows how to conduct each type
4. Track results - Which types lead to better hires?
5. Iterate and improve - Adjust based on what works

For hiring managers:

1. Understand each type - Know when to use what
2. Prepare your questions - Different types need different questions
3. Involve your team - Get their input on interview types
4. Give feedback - Help recruiters improve the process

For candidates:

1. Ask what to expect - Know what type of interview you’re having
2. Prepare accordingly - Phone vs video vs in-person need different prep
3. Test your tech - For video interviews, test everything
4. Practice - Do mock interviews for each type

Conclusion

Interview types aren’t just different ways to talk to candidates - they’re tools for learning different things. Use phone interviews to screen quickly. Use video interviews to test remote skills. Use in-person interviews to assess culture fit. Use panel interviews to get team consensus.

The key is matching the interview type to what you’re trying to learn. Don’t use a sledgehammer to crack a nut, and don’t use a nutcracker to break concrete. Use the right tool for the job.

Remember:

• Phone interviews are for screening
• Video interviews are for remote assessment
• In-person interviews are for final decisions
• Panel interviews are for team fit

Choose wisely, prepare thoroughly, and you’ll make better hiring decisions.

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