In Person vs Virtual Interviewing: What Really Matters in Today’s Hiring

The Interview Landscape Is Not One Size Fits All.

Hiring has changed more in the last five years than in the previous twenty. Companies now face an ongoing debate about whether interviews should be in person, virtual, or a thoughtful combination of both.

The truth is that each format creates a different experience for both candidates and hiring teams. Understanding those differences helps companies make choices that are both efficient and human centered.

What Virtual Interviews Do Well

Virtual interviews exploded out of necessity, but they stayed because they work. They reduce scheduling friction, speed up early screening, and remove geographic barriers. For many candidates, virtual interviews reduce anxiety by giving them control over their space. They are also more accessible for individuals with disabilities, caregiving responsibilities, or limited transportation.

From an organizational standpoint, virtual formats help teams meet quickly, make decisions faster, and reduce the cost associated with early stage interviews. When used well, virtual interviews create an efficient and equitable foundation for the hiring process.

The Value of Being In Person

In person interviews reveal something no camera can fully capture. The energy in a room, the micro interactions, the way people move through a space, and the natural flow of conversation are more vivid face to face. For roles that depend on relationship building, leadership presence, customer interaction, or hands-on work, in person interviews provide insight that virtual formats simply cannot replace.

Being in person also sends a strong cultural signal. It shows candidates what the environment feels like, how people interact, and how the team works together. Those impressions can shape a candidate’s decision as much as compensation.

The Future Is Hybrid

The best hiring processes are not choosing between virtual and in person. They are choosing the right format for the right stage. Virtual interviews work well for early screens and structured evaluations. In person interviews shine when assessing collaboration, culture fit, and interpersonal dynamics.

A thoughtful structure might look like:

• Virtual or asynchronous skills assessment
• Virtual first round to evaluate core qualifications
• In person final round focused on culture, teamwork, and leadership behaviors

This hybrid approach respects candidate time while still giving teams rich insight.

The Bottom Line

The question is not which format is better. It is which format brings out the best in people at each stage of hiring.

Work should help people feel welcome from the very first conversation. Connect with us to design interview experiences that are efficient, thoughtful, and human centered.