The most effective video interview questions for employers are competency-based behavioural questions — 'Tell me about a time when...' — tied to the specific traits the role requires. Each question should map to one competency, have a defined scoring rubric written before any candidate reviews, and allow 90 seconds to 3 minutes for a structured, evidenced response.
Behavioural questions outperform all alternatives
Behavioural questions — 'Tell me about a specific time when you...' — are consistently the strongest question format for video interviews. They require candidates to provide concrete examples from their own experience rather than abstract claims or hypothetical intentions. A candidate who cannot provide a specific, evidenced example for a core competency is providing useful signal — absence of evidence is evidence.
Each question should map to one specific trait or competency. Questions that try to assess multiple things simultaneously produce responses that are difficult to score consistently. Assign one question per competency, write the scoring criteria for that competency before any responses are reviewed, and keep questions focused.
How many questions to include
Three to five questions is the optimal range for most video interviews. Fewer than three produces insufficient evidence across the role's key competencies. More than five sees meaningful candidate drop-off and diminishing returns — the additional evidence gained from a sixth or seventh question rarely changes shortlisting decisions that would have been clear after five.
Set time limits of 90 seconds to three minutes per response. Short limits for focused knowledge questions; longer for complex behavioural questions where candidates need time to structure a complete example. Give candidates a practice question first so technical setup issues do not disadvantage early responses.
Define scoring criteria before you write questions
The order matters. Before writing each question, define what a strong answer looks like, what an adequate answer looks like, and what a weak answer looks like for the specific competency being assessed. This forces clarity about what you are actually measuring — and frequently reveals that a question you thought was clear is ambiguous or assessing the wrong thing.
Scoring criteria written after reviewing responses are inevitably shaped by the responses already seen. Pre-defined criteria produce more consistent, defensible evaluation and prevent inadvertent tailoring of the standard to a preferred candidate.
How Palantrix structures question design
Palantrix maps every video interview question to a specific trait in your Team DNA Profile. Questions are built around the competencies that your high-performing team demonstrates most consistently — so responses provide direct evidence on the traits that matter most for your organisation. The scoring criteria are defined in the platform before any candidate completes the interview.
See AI Video Interviews →Frequently Asked Questions
Should I tell candidates what the questions will cover in advance?
Briefing candidates on the broad topic areas — not the specific questions — is advisable. It reduces anxiety, produces better-structured responses, and does not meaningfully advantage candidates who prepare over those who do not. For competency-based questions, preparation helps candidates recall and structure relevant examples, which is appropriate — the ability to reflect on and articulate past experience is itself a competency.
Can I use the same questions for all roles?
The same question format, yes. The same specific questions, no. Questions should be calibrated to the specific competencies each role requires — a customer-facing role needs questions about communication and client management; a technical role needs questions about problem-solving and precision. Generic questions produce generic answers that are difficult to evaluate for role fit.
How do I know if my questions are working?
Good questions produce responses that are specific, varied across candidates, and clearly differentiate between stronger and weaker candidates. If all candidates are producing similar high-quality responses to a question, the question is either too easy or not discriminating on the relevant competency. If responses are universally vague, the question likely needs redesigning to be more specific.