Virtual vs. In-Person Interviews: What’s Actually Working for Healthcare Hiring in 2025?

Hiring in healthcare has always been high-stakes, but in 2025 it feels like every decision, from sourcing to scheduling, carries more weight. One question still divides recruiters and hiring managers: should interviews be virtual, in-person, or a mix of both?

The answer is not as simple as picking a side. The most successful hiring teams know how and when to use each format to get the best results.

The Case for Virtual Interviews

Virtual interviews are no longer a pandemic workaround. They’ve become a standard part of the hiring process. 

The biggest strength of virtual interviews is speed as it’s easier to coordinate schedules and move candidates through the pipeline quickly. Virtual formats also allow you to connect with out-of-market talent early on, avoiding costly travel until you know a candidate is a serious contender. By eliminating upfront expenses for flights, hotels, and meals, you can reserve those resources for the finalists who are most likely to receive an offer.

That said, virtual interviews have limits. It can be harder to read body language or build genuine rapport through a screen. Technical glitches still happen, and even in 2025, a frozen screen or bad audio can derail an otherwise promising conversation. There’s also the risk of only getting a surface-level view of a candidate, without seeing how they interact with a team or adapt to your workplace environment.

The Case for In-Person Interviews

In-person interviews give candidates a chance to fully experience your facility, meet your team, and picture themselves in the role. 

Face-to-face meetings often spark deeper connections and help both sides gauge chemistry in a way that’s hard to replicate virtually. These visits also give you a chance to showcase your culture—candidates can see patient interactions, observe team dynamics, and get a sense of your values in action. And when someone takes the time to travel for an interview, it’s a strong signal they’re genuinely interested in the role.

The drawbacks are mostly logistical. Coordinating travel can slow down the hiring process, especially if you’re trying to bring in multiple candidates. Costs for flights, hotels, and meals can add up quickly. Plus, some candidates may back out before committing to travel, particularly if they have other opportunities that are keeping the process virtual.

What is Actually Working in 2025

Most healthcare organizations are finding a hybrid approach delivers the best balance.

1. Start Virtual, Finish In-Person
   Use video interviews for initial screenings and early-stage conversations. This filters out candidates who are not a fit before investing in travel.
   
   
2. Make the Onsite Visit an Experience
   When candidates come in person, treat it as more than just a formal interview. Arrange facility tours, shadowing opportunities, and informal meetings with peers. Show them the community, not just the job.
   
   
3. Leverage Virtual for Follow-Ups
   If a candidate needs one more conversation with a decision-maker, keep it virtual to maintain momentum.
   
   
4. Support Out-of-Market Candidates
   For healthcare roles, especially physicians, relocation can be a major barrier. Covering travel costs for interviews and providing relocation assistance can help turn a great interview into a signed offer.