How to Choose the Right Video Interview Software [Decision Rubric]

Written by
Hamish Livingston
Last updated:
June 15, 2023

With over 40 video interview software platforms available, it can be difficult to choose the right one. 

If you’re considering video interviews and want a platform that helps manage the whole process (versus just having a video call on Zoom or Microsoft Teams), these questions will help you sort out precisely what you need so you can make a decision on software.

PS - Not sure what platforms are out there? Check out Willo’s guide to the top free video interview platforms.

Step 1: Recruiting goals

Different platforms are made for different purposes. Here are some questions to ask.

  • Do you have high-volume recruiting needs (>15 candidates per role OR >25 roles to fill)?
  • Do you want an automated or high-touch candidate experience?
  • If you have low volume now, do you plan to scale up recruiting in the future (meaning you need a platform that can scale with you)? 
  • If you have high volume now, do you plan to keep it that way for the foreseeable future (meaning you need a platform that can keep up)? 

Step 2: Recruiting process

How you recruit (and how you want to recruit in the future) will impact which platform best suits your needs.

  • How many steps are in your recruiting process? 
  • What step(s) in your process take up the most time and effort?
  • Do you want to build a new process around video interviewing, or have video interviewing make your current process more efficient?
  • Do you want live video interviewing capabilities, asynchronous (pre-recorded) capabilities, or both? 

Step 3: Platform capability

It’s critical to find a platform that can deliver what you need.

  • Integrations: What other software platforms do you use in your recruiting process that a new video interview tool would need to integrate with?
  • Stakeholders: Does the platform need to empower securely sharing video answers with relevant stakeholders?
  • Support: What level of support would you expect from the team behind the platform (DIY resources? Email? Chat? Phone calls? Implementation consulting?)
  • Scalability: What’s your budget right now and what could your budget grow to if your recruiting needs grow? 

Video interview platform rubric

Here’s a shorthand document you can print out or keep a screenshot of. When you check out different platforms or book demos, you’ll be able to refer back to this document easily. 

Making a decision

When you have all the answers in your decision rubric, use it to research and grade different different platforms. 

Here are a few you can start your search with:

Standalone video interview tools with integrations

Full-featured talent acquisition platforms with video interview features

Pricing models also differ between platforms, so that becomes a key concern when balancing budget with scale needs.

Videos are a powerful tool in your arsenal

In the end, there is no objectively “right” platform. Instead, it’s about what’s right for your business now and into the future. 

As you make a decision though, make sure developing a great candidate experience is a conscious part of the process. You may want the benefits of video interviews like time saving and administrative ease, but also be sure you’re creating genuine connections with candidates. Either you hire the person (and you want them to feel welcome) or you decline the candidate but want them to still feel valued - both of these outcomes are possible if you focus on the whole candidate experience.

Hamish Livingston
VP of Product
LinkedIn profile

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