First came the telephone interview, whereby employers are able to prescreen candidates without an actual face-to-face meeting. Employers ask questions over the phone to determine whether they wish to commit the time and resources to bring in the applicant for an on-site interview.

Now comes the virtual interview. Using computers, the Internet, and digital video, employers can conduct pre-screening interviews where the applicant can actually be seen. Job seekers are provided a structured interview through questions prompted by the computer, and responses are captured on digital video for viewing by employers at their convenience. Candidates are invited for a face-to-face meeting only if they pass the initial virtual interview.

Advantages to the employer are many, including lower costs and less time required to complete the hiring process. But there can be disadvantages to job seekers. For example, interviewing can be stressful enough, but being on camera may make candidates more nervous than they would be normally; they may not interact with a computer the same way they would with a person. Also, traditional interviews involve two-way communication between people: both the employer and the applicant are able to ask and answer questions. In a virtual interview, the computer presents scripted questions without deviation, and the applicant has no opportunity to ask for information or clarification. Finally, the potential exists that someone could be rejected based on their appearance.