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Read more articles in: Amanda Hyam, Blog, Employment Law
12 August 2026
It has become very common for interviews to be held virtually via programmes like Zoom or Teams. These platforms are widely accessible, allowing people to join from a setting that suits them.
This shift not only saves time and travel costs for both employers and candidates but also makes the recruitment process faster and more accessible.
As technology continues to shape modern workplaces, virtual interviews have become an essential part of the hiring process.
However, the practice has recently come under fire from our new Prime Minister.
The new Prime Minister, Andy Burnham, has called out the practice of virtual interviews on a recent careers podcast.
He said: “One thing I really don’t like is this culture now of interviewing via Zoom or Teams. That just doesn’t seem right to me. I know it’s convenient for the organisations that do it, but how does a young person shine in that situation?”
His comments have raised some important questions about how interviews fit into the overall employment conversation, with many employers pondering whether remote interviews make the process more accessible, or if it can disadvantage some interviewees.
In light of Burnham’s comments, employers need to consider that there are many positives for holding an interview online.
The first being that video interviews can make recruitment more accessible for candidates with disabilities.
By taking away the need to attend an employer’s premises, it can reduce physical barriers. Many platforms may also have features such as live captions or keyboard controls, making the process more accessible depending on individual circumstances.
Video interviews may also be less stressful for candidates. A candidate can choose a place to complete the interview where they feel the most comfortable, as opposed to in an unfamiliar space.
This can, in turn, lead to better outcomes for a candidate, allowing them to have more authentic conversations and could even facilitate better performance.
There is also the cost consideration. Conducting an interview via video reduces any expense that is associated with an in-person interview for the candidate.
Employers save on travel costs for themselves and candidates benefit financially as they do not need to spend money on travel or even take time off work to attend an interview.
Despite the positives, Burnham may have a point. There are some negatives to interviewing via video.
A video interview could limit accessibility, despite technical advances. Candidates with hearing, visual or speech impairments may face difficulties with captions or the demands of communicating through a screen.
It is also possible that some neurodivergent candidates may find the format distracting, especially if there are multiple people on the call.
While this may not be a conscious decision, some employers may have an unconscious bias based on the area of the candidate’s home that is seen on the call that would otherwise not be apparent in an office setting.
It is possible that these subconscious judgements could unfairly influence assessments, even when they are unrelated to job performance.
The final consideration should be data protection. When interviewers record, it creates an additional record of the candidate’s personal information, therefore engaging data protection law.
Interviewees should be informed in advance about why the interview will be recorded, how the recording will be used, who will have access to it, how long it will be stored and any right to object.
Employers should consider the individual needs of every candidate who is applying for a position with the company.
The needs of access are paramount in decisions when figuring out how interviews should be held.
Employers should always offer reasonable adjustments during the hiring process to ensure that their company remains in line with the law.
Are you beginning the hiring process and are unsure of what platforms to use?
Our employment law team can advise you on best practices for policies and procedures during the hiring process.
For support, get in touch with our talented team today!
