Video interviews (Zoom, Teams, WebEx) are now standard for hiring in law firms. As a hiring manager, you must manage technical, environmental, and interpersonal factors to evaluate candidates fairly and efficiently. Follow these best practices to run professional, effective video interviews.

Before the interview

• Verify technology: Confirm camera, microphone, and internet reliability. Update the meeting app and restart your device. Have a backup phone number or alternative meeting link ready in case of failures.
• Prepare the environment: Choose a quiet, well-lit room with a neutral, uncluttered background. Position the camera at eye level and use front-facing lighting. Eliminate interruptions and mute notifications.
• Dress and set expectations: Model professional attire and set the tone. Share the interview format, agenda, time allotment, and any assessments ahead of time.
• Share materials and roles: Distribute resumes, writing samples, and evaluation criteria to panel members. Assign roles (lead interviewer, technical backup, note-taker) so the interview runs smoothly.
• Schedule buffer time: Allow extra time for tech troubleshooting and transitions between candidates to avoid delays and rushed assessments.

During the interview

• Open with housekeeping: Confirm audio/video quality, introduce participants, explain the agenda, and state the expected duration and next steps.
• Create camera presence: Look at the camera when speaking to simulate eye contact. Use candidates’ names and greet warmly to build rapport.
• Ask structured, consistent questions: Use the same core behavior-based and practice-specific questions for each candidate to reduce bias. Include hypotheticals to evaluate legal reasoning, ethics, and client counseling.
• Observe communication and judgment: Focus on clarity, composure, reasoning, and how candidates manage ambiguity. Note nonverbal cues, tone, and response structure.
• Be transparent about note-taking and recording: Tell candidates you’ll take notes and whether the session is being recorded. If typing, explain briefly to reduce perceived distraction.
• Accommodate accessibility: Offer captioning, extra time, or alternative formats when requested.

After the interview

• Debrief quickly and objectively: Panelists should compare notes while impressions are fresh, using predefined criteria and scoring rubrics.
• Communicate timelines: Provide prompt updates to candidates about next steps and decisions.
• Secure and dispose of data: Store recordings and materials securely and follow your retention policy for deletion.

With clear processes and disciplined execution, video interviews will let you assess legal talent reliably while delivering a professional candidate experience.

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Founded in 2013, Monzingo Legal is a national recruiting agency dedicated to advancing the careers of legal professionals and supporting law firms with their hiring strategies. We provide direct-hire placement services for a wide array of legal positions, including partners, attorneys, paralegals, office managers, firm administrators, HR leaders, legal marketing personnel, professional development directors, executive directors, HR recruiters, and C-suite executives (COO, CMO and similar), among others. Contact us at info@monzingolegal.com.