Video job interviews can be a cost-effective way to overcome geographic limitations. You pick up nonverbal cues that might not be evident during a phone interview (e.g., ability to make eye contact, level of interest, energy, and overall poise). Here are some do's and don'ts for making the most of this option:

DO

• Be consistent. If you use video, use it with all candidates for a particular position.
  Compare apples to apples.
• Set up your camera and sound equipment in a quiet, well-lit space. Test them ahead of time.
• Practice. Video interviewing poses its own unique challenges. You may need to project a little more and learn how to handle the back and forth. Conduct dry runs to refine your approach.
• Project a professional image. Applicants will be drawing their own conclusions from their
  video experience. Dress appropriately and make sure your setting projects a professional image consistent with your company's culture. Don't conduct interviews from a broom closet just
  because it's quiet.
• Engage in more small talk than usual before launching into job-related questions.
  Many applicants will be new to video interviewing and may need time to get used to it. This also gives you time to make sure your connection is working properly and that the candidate can see and hear you.
• Look into the camera to maintain a sense of "eye contact" during the interview.
  Place it as closely as possible to the monitor so that you don't appear to be looking away
  whenever the candidate is speaking.

DON'T

• Don't give short shrift to interview questions. Video interviews should be just as thorough
  as in-person interviews. That means taking time to review the candidate's resume and application form in advance and having a list of individualized and core job-related questions.
• Don't ask impermissible questions. Whether conducted in person or by video, interviews should focus only on job-related information. Federal law protects job applicants from discrimination on the basis of race, color, religion, sex, national origin, pregnancy, age, citizenship status, disability, genetic information, and military status. Avoid questions that would directly or indirectly reveal a job candidate's membership in a protected class. Many states and local jurisdictions have additional protections.
• Don't abandon in-person interviews. It is still a best practice to conduct in-person interviews
  with individuals who make it past the video interview stage.

With adequate preparation and care, video interviews can expand your reach and be an effective part of your hiring process.