Video Interviews (HireVue, Sonru, Spark Hire)
Pre-recorded answers, no live interviewer — structure and delivery matter most.
What it is
Video interviews present 3–6 pre-recorded questions with 30–60 seconds of preparation time and a 2–3 minute answer window. There is no live interviewer. Responses are reviewed by AI-assisted scoring and human assessors, with the final decision typically made by humans at most top employers. 73% of major UK graduate employers now use video interviews at some stage.
Who uses it
- Goldman Sachs, KPMG, L'Oréal — HireVue platform
- Deloitte, EY — Sonru platform
- Numerous financial services, technology, and consumer goods employers
- Most large UK graduate schemes have introduced video interviews since 2021
What it tests
- Motivation and fit: why this company and role
- Competency evidence: past examples of skills (teamwork, resilience, problem-solving)
- Communication quality: structure, clarity, and conciseness
- Professional presence: eye contact with the camera, energy, and posture
Common mistakes
Looking at your face preview instead of the camera
Position the camera at eye level and look directly into the lens when speaking — not at your image on screen. This is what looks like eye contact to the viewer. Aim for around 70% eye contact with the lens.
Starting to speak before you have a structure
Use your preparation time to jot three bullet points in STARL order (Situation → Task → Action → Result → Lesson). Signal your structure aloud at the start — 'There are three things I want to cover...' — so the assessor follows you.
Filler words and rushed pacing
Take a 2-second pause before answering each question — sip water, collect your thoughts, then speak in framework order. A deliberate pause looks composed on camera; rushing sounds anxious.
Generic answers with no specifics
Name the company, product, or initiative you are referencing. 'I was drawn to your cloud-migration apprenticeship because...' outperforms 'I've always been passionate about technology.' Insert a firm-specific detail into every answer.
Running over time or cutting yourself off
Aim for 90–120 seconds per answer — comfortably within the window. Record yourself and play it back. Tighten any answer longer than two minutes.
Poor technical setup
Test your equipment the day before: camera at eye level, neutral background, light source in front of you (not behind), stable internet of at least 10 Mbps. For virtual assessment centres, also test your microphone and have a backup connection ready.
How to prepare
- 1Before recording anything, map your CV to skills: link each bullet point to one core competency or company value (teamwork, resilience, innovation, leadership). This makes picking the right story for each question automatic.
- 2Build a STARL library of five stories covering teamwork, a significant challenge, innovation, a failure you learned from, and leadership. These five themes cover the majority of competency questions across all employers.
- 3For 'Why this company?' questions, use the WHY-YOU/WHY-US structure: lead with why you are suited to the role, then connect it to a specific project, initiative, or value at this firm — not a generic reason any competitor could claim.
- 4Record practice answers on your phone and play them back — most people are surprised by filler words, poor pacing, or low energy they didn't notice while speaking. Tighten wording and trim filler nightly during the week before.
- 5Prepare a 60-second self-introduction: your name, study area or current role, and one signature project that connects directly to this employer. Assessors often build their first question on your hook.
- 6Close every 'Why us?' answer with a 15-second impact statement linking your top strength to the firm's mission — it leaves a clear final impression after the answer window closes.
- 7After each practice attempt, note what landed well and feed that into the next recording. Continuous improvement between rounds matters more than perfection on the first take.
