AI for Candidate Interviewing: A Guide for Recruiters

Every day, more and more AI-powered tools are released, each of them supporting with different steps in the interviewing process, so it’s a great time to get familiar with the topic of AI interviewing as a recruiter.

This article will cover the AI-driven technology used in this step of the recruitment process, the interview methods most compatible with AI tools, and the benefits of AI-assisted interviewing for candidates and recruiters.

What is AI-assisted interviewing in recruitment?

Before we dive into the topic, let’s take a moment to define AI-assisted interviewing and see how it differs from AI interviewing.

AI-assisted interviewing refers to the use of artificial intelligence tools and technologies to support recruiters throughout the interview process. This can include everything from AI-driven candidate screening calls to scheduling interviews or analyzing interview responses to evaluate candidates' performance.

In contrast, AI interviewing typically implies that the AI conducts the interview itself, often in a pre-recorded format where candidates respond to questions posed by an AI system. One-way interviews used in high volume assessments, for example, are a form of AI interviewing.

Another example is using generative AI agents to conduct real-time interviews with candidates in the initial stages of screening. In this scenario, the AI can interact with candidates live, via both phone calls and text messaging, posing questions and analyzing responses on the fly.

This method helps recruiters quickly assess a candidate's suitability before moving on to more in-depth interviews with human interviewers.

While both methods leverage AI, AI-assisted interviewing keeps the recruiter in the loop, enhancing their decision-making without replacing the human touch.

When to use AI agents in the interviewing process?

As a recruiter, you can bring AI technology into every stage of the talent acquisition process to enhance the efficiency and improve the overall experience. Here are some practical applications of AI throughout different stages of the interviewing process.

• Interview preparation: Especially for beginner recruiters or those onboarding at a new company, AI can serve as a valuable ally during the interview preparation stage. It can support in analyzing intake calls and past interviews to help prepare questions or a meeting agenda.
• Interviewing skills evaluation: Also, AI can analyze previous interviews with successful candidates to share best practices, and can even help recruiters improve their interviewing skills by analyzing their practice interviews.
• Pre-interview screening and admin: AI can play an important role in automating initial candidate assessments so you can get through large numbers of applications without missing any good job candidates. AI can also help with pre-interview admin, like scheduling interviews and generating interview questions.
• AI-driven interviews or assessments: AI tools can conduct structured interviews, asking candidates a predefined set of questions and recording their responses. These AI systems analyze the candidates' answers in real time, assessing their qualifications, personality traits, and cultural fit. By providing immediate feedback and insights, AI can help recruiters identify standout candidates more efficiently.
• AI-assisted interviews: If you opt for human-driven interviews, AI tools can still assist you by listening in, taking notes in real-time, and transcribing the conversation afterwards. This lets recruiters focus on the conversation instead of worrying about taking notes or missing important details.

• Post-interview evaluation: Once the interview is over, AI can generate insights about candidates based on the interview transcript and job criteria - for example, the intake call with the hiring manager, or the job description. This helps recruiters make decisions faster, although AI should never be responsible for the final hiring decision.
• Feedback and follow-up: AI technology can help you provide personalized candidate feedback for every candidate and manage follow-up communications in seconds, shortening the response time.

So now that you’re aware of the possible use cases, let’s look at the types of AI software used in candidate interviews.

Types of AI technologies used in candidate interviews

Incorporating AI technology into your interview process can significantly streamline workflows and enhance decision-making.

However, the key to success lies in understanding the specific technologies available and how they can optimize different aspects of your interviewing process. Without a clear strategy, simply adding AI can complicate workflows and create confusion rather than clarity.

There are five main types of AI technology that are generally used in interviewing—here’s a breakdown of each and its capabilities.

Generative AI

Generative AI tools, like ChatGPT and Claude, leverage advanced algorithms to create content across various formats, including text, images, and video.

In the context of interviewing, generative AI can assist during most of the steps, from interview preparation to analysis and follow-ups. It can generate relevant interview questions tailored to a candidate’s resume and the specific job description.

Additionally, generative AI can quickly produce documentation such as candidate summaries and presentations based on data extracted from resumes or interview notes. This saves time and ensures consistency in how information is presented.

Note: Generative AI tools come in different flavors. Some are generic - like ChatGPT, and some are purpose-built for recruitment - like Carv. We’ve covered the topic of generic vs. specialized AI in a previous article, so make sure to check it if you’re not familiar with the differences.

Natural Language Processing (NLP)

A subset of generative AI, Natural Language Processing (NLP) focuses on understanding and interpreting human language. This technology is particularly useful in AI-driven interviews, as it enables the accurate transcription of audio or video interviews into text.

Moreover, NLP can analyze a candidate’s emotional state and engagement levels during the interview, providing deeper insights into their responses beyond just the words they use. By understanding nuances in language, recruiters can gauge a candidate's fit more effectively.

Computer vision

Computer vision technology empowers AI to analyze visual data, such as facial expressions and body language, during interviews. By tracking a candidate's non-verbal cues, AI can assess their emotional responses and engagement levels.

This technology provides additional insights into communication styles and confidence, helping recruiters evaluate how well candidates might fit within the company culture.

Machine learning

Machine learning algorithms enhance the objectivity of the interview process by scoring candidate responses based on predefined criteria. These algorithms assess a candidate’s answers against historical data to identify patterns that correlate with successful hires.

By utilizing vast amounts of data, machine learning can predict candidate success, highlight potential red flags, and minimize bias by ensuring consistent evaluations across candidates. This data-driven approach helps recruiters make more informed decisions.

Chatbots

AI-powered chatbots can significantly improve initial candidate screenings by conducting automated interviews through website widgets or messaging platforms like WhatsApp and Facebook Messenger.

These chatbots gather basic information, ask qualifying questions, and assess candidates before they engage in face-to-face interviews with recruiters. By automating this initial interaction, recruiters can save time and focus on more complex evaluations.

Each type of AI offers unique advantages that, when implemented thoughtfully, can enhance the overall interview experience for both recruiters and candidates alike.

By strategically integrating these technologies into your workflows, you can create a more efficient, insightful, and equitable recruitment process.

AI interviewing methods to try today

Job interviews come in all different shapes and sizes because every role and hiring process naturally has different requirements.

But there are a few core ways that AI interviewing tools can be brought into your recruitment process. Here’s an overview of what each core method is, what it’s best suited for and what the potential pros and cons are of using them.

1. AI-assisted interviews

Best for: candidate pre-screening calls, live interviews (face-to-face, video, and audio interviews).

AI-assisted interviews - where you augment the interview experience by having a virtual AI assistant join you during candidate interviews - is the most common way recruiters are using the technology right now.

Here’s what’s involved: An AI assistant joins the interview, listens in and records everything that’s said, taking notes along the way. Once the interview is over, the AI workmate provides the recruiter with a transcript, action points and follow-up questions.

When integrated with other AI hiring tools, such as an Applicant Tracking System (ATS), the AI assistant gains access to all relevant candidate information, including resumes, job application forms, assessment documents, and more.

Armed with this data, the AI assistant can generate a candidate summary that objectively assesses how suitable the interviewee is for the role. It does this by analyzing insights gathered during the interview in conjunction with the pre-existing data, offering a holistic view of the candidate's qualifications.

AI-assisted interviews are super versatile too. Tools like Carv can be used with all the major video interviewing platforms, as well as for in-person interviews and phone screens. For face-to-face interviews, you just have to bring the technology into the room with you, recording as you go.

Pros:

• Versatile and easy to use.
• Low barrier to entry. This approach provides an easy way to start experimenting with AI recruiting without a major process or tech overhaul.
• AI assistants used in interviews can easily integrate with various recruitment tools, including ATS, enhancing the overall efficiency of the hiring process.
• AI assistants can support in generating post-interview documentation, from candidate write-ups to action points and follow-up emails.

Cons:

• Candidates might be reluctant to having an AI assistant in the call to record the meeting.
• Potential for miscommunication. While AI can capture a lot of information, it may miss subtle nuances in conversation or fail to interpret context correctly.

2. Pre-recorded video interviews with AI analysis

Best for: Initial screenings, especially for high-volume roles where live interviews are impractical.

Pre-recorded video interviews - also known as ‘asynchronous’ or ‘one-way’ interviews - involve candidates recording responses to predetermined questions in their own time through a video interviewing platform.

One-way video interviews are a really popular way to handle initial candidate screening, and it’s a method that’s been used for years. But nowadays, cutting-edge technology has emerged that means we can use AI to handle the entire candidate screening process.

As well as assessing candidates based on responses to screening questions, the technology can analyze the tone of voice and word choice to assess candidate fit.

This can potentially save you hours of time scrolling through video content to decide which candidates you’d like to speak to - you just let the AI do the hard work to produce a candidate shortlist for the next round. And if you’re screening candidates for high-volume roles, this kind of technology is game-changing.

Pros:

• Scalability - allows hiring teams to assess candidates at scale.
• Convenient for both candidates and recruiters as they can do it in their own time.
• Using video screening in this way supports the consistent evaluation of every candidate.

Cons:

• May feel impersonal to candidates.
• There are concerns over accuracy and potential bias in AI analysis.

3. Hybrid human-AI interviews

Best for: Roles that require detailed assessment, where real-time human oversight is needed.

Like AI-assisted interviews, hybrid human-AI interviews are conducted using AI interviewing tools during the interview process.

But as the name suggests, hybrid human-AI interviews involve delegating more responsibility to the technology. While the recruiter still runs the interview, they rely heavily on the technology in real-time, making the process a lot more symbiotic in a live interview.

In AI-assisted interviews, the technology records and gathers information that the recruiter can use post-interview when making decisions about candidates.

With hybrid interviews, the information is gathered and used in real-time. AI assistants contribute during live video interviews, offering real-time transcription, analysis and feedback to recruiters that they can use immediately during the conversation.

The AI can then prompt follow-up questions based on candidate responses or flag potential issues that you can talk through during the interview instead of waiting till afterwards.

Pros:

• Real-time insights.
• Ability to adjust the interview process on the fly.

Cons:

• May introduce a layer of complexity during the interview that recruiters need to get used to.
  

4. Chatbot-led interviews

Best for: Initial screenings and positions with a high number of applicants.

If you’re expecting a high number of job seekers to apply to your roles, you’ll be needing a robust initial screening round to do some top-level disqualification for you. But we all know that just adding a few initial screening questions doesn’t cut it, or even necessarily reduce workload.

AI chatbot technology is totally transforming the initial screening process. Unlike standard screening, the chatbots can conduct full text- or voice-based interviews, asking questions and assessing responses using natural language processing (NLP) without any involvement from a recruiter.

Chatbot technology is getting more sophisticated all the time, but it can already assess qualifications, fit, and even predict candidate success based on previous interactions.

AI chatbots can be integrated into your careers site as a widget, or accessed through messaging platforms like WhatsApp and Facebook Messenger.

Pros:

• Highly scalable and available 24/7, so you can screen candidates round the clock and across time zones.
• Quick candidate filtering.
• Accessible on messaging platforms that candidates already use.

Cons:

• Chatbot-led interviews lack the depth and nuance of human-led discussions, potentially missing important insights.
• Candidates may find interactions with chatbots less engaging compared to face-to-face conversations with human recruiters.
• While AI technology is improving, it may struggle with edge cases unless it has been specifically programmed to handle various scenarios.

5. AI-enhanced written assessments

Best for: Roles where communication skills are critical (e.g. content creation or customer service).

Ever hired for roles where you need to assess written communication skills during the interview process? Then you’ll know that it’s not the easiest thing to manage — especially if written communication isn’t your strong point (and that’s ok - you’re a recruiter, not a writer!).

If this sounds familiar, you’ll understand just how useful AI can be for these types of assessments. Imagine a hiring process where you didn’t have to get involved in assessing a candidate’s communication skills whatsoever, and you could be confident that handing the responsibility to AI meant candidates would get a better and fairer assessment.

There are a few tools already on the market that can host online communication assessments and job simulations, analyzing not just the written content itself but also looking for linguistic patterns, tone, and content relevance too. The technology then uses AI-powered scoring to give you an objective evaluation of the candidate’s performance.

These AI tools can evaluate candidate answers against pre-defined success criteria to provide scores or flags for further review. And it can do it in seconds.

Pros:

• Objective assessment of written communication skills.
• Scalable for large candidate pools.

Cons:

• Limited to roles where written communication is a key component.
• May miss out on non-verbal cues.

6. AI for interview scheduling and coordination

Best for: Large-scale recruitment drives that require coordinating multiple interviews.

Scheduling interviews is one of these time-consuming admin tasks that can cause stress, confusion and lead to a whole lot of unnecessary back-and-forth to get it right.

Which is why it’s such a game-changer that this process can now be delegated entirely to automation technology. This AI technology works by gathering time slot data and using machine learning to coordinate between candidates and hiring teams in order to schedule interviews, even on a large scale.

The system can handle time zone differences, rescheduling, and sending interview reminders without any human intervention whatsoever.

Pros:

• Saves time and reduces administrative burden on recruiters.
• Minimizes scheduling conflicts.

Cons:

• Limited direct interaction with candidates during the scheduling phase.
• Potential issues if the system encounters errors.

Benefits of using AI interviewing tools

The benefits of using AI interviewing tools become evident when you differentiate between the advantages for recruiters and those for candidates. While the pros vary for each group, anything that enhances the candidate experience ultimately benefits recruiters too.

Benefits for recruiters

As a recruiter, you'll notice the advantages of AI interviewing technology right from the start.

One of the most significant impacts is on your time-to-hire metrics; AI tools make the interview process more efficient, helping you fill positions faster. These tools streamline every step of the interview process, saving you time, reducing administrative tasks, and lowering costs.

AI also alleviates the stress of multitasking during interviews. With an AI tool handling the details—like taking notes and analyzing responses—you can focus entirely on the candidate in front of you.

This not only improves your interviewing skills but also enhances the overall experience for candidates. When you engage more fully, it fosters a more positive interaction, making candidates feel valued and respected.

Benefits for candidates

AI interviewing isn’t just about making life easier for recruiters; it also significantly enhances the candidate experience.

While some candidates may still be adjusting to the idea of chatbots conducting initial screenings, the convenience and flexibility these tools offer quickly outweigh any initial discomfort. Candidates appreciate the ability to engage with the hiring process on their terms, whether it’s through chatbots or AI-driven interviews.

Moreover, AI can make recruitment processes fairer and more objective. AI-powered scoring systems help minimize human bias during evaluations, ensuring that all candidates are assessed equally based on their qualifications rather than subjective factors.

While candidates may not always be aware of the behind-the-scenes benefits of AI in creating fairer recruitment processes, this awareness will grow as these tools become more commonplace.

Choosing the right AI interviewing tool

Now that you understand the potential of AI technology to streamline your interview process, the next step is selecting the right AI interviewing tool that aligns with your specific needs.

Here are key considerations to keep in mind as you evaluate your options:

• Features: Look for tools that offer features that align with your recruitment goals. Consider functionalities like real-time transcription, candidate scoring, interview scheduling, and integrations with existing platforms. Some tools may also provide analytics to help you track performance metrics and refine your interviewing process over time.
• Pricing: Evaluate the cost structure of each tool. Pricing models can vary significantly, from one-time fees to subscription-based pricing. Consider your budget and weigh the tool’s cost against the value it brings. Sometimes, a higher upfront investment can lead to greater long-term savings through efficiency gains.
• Ease of use: The tool should be intuitive and user-friendly for both recruiters and candidates. A complicated interface can hinder adoption and make the recruitment process cumbersome. Look for platforms that offer a seamless experience, minimizing the learning curve for your team and ensuring candidates can navigate the process smoothly.
• Integration capabilities: Check how well the AI interviewing tool integrates with your existing technology stack, including your Applicant Tracking System (ATS) and other recruitment tools. Seamless integration can enhance efficiency and help maintain data consistency across platforms. The easier it is to connect the new tool with what you already use, the more streamlined your recruitment process will be.
• Compliance and security: Data security and compliance with relevant regulations (like GDPR or CCPA) are critical when handling candidate information. Ensure that the tool you choose has robust security measures in place to protect sensitive data. Additionally, look for features that support compliance, such as audit trails and data retention policies, to help you stay within legal guidelines.
• Ease of adoption: Consider how easy it will be for your team to adopt the new tool. Evaluate whether the vendor provides a clear onboarding process and whether they offer any change management resources. Tools that facilitate easy adoption can help mitigate resistance from your team and lead to a smoother transition.
• Training and support: Adequate training and ongoing support are crucial for maximizing the value of your AI interviewing tool. Look for vendors that provide comprehensive training resources, such as tutorials, documentation, and webinars. Additionally, assess the availability of customer support—quick and helpful responses to inquiries can make a significant difference in your experience with the tool.

A well-chosen AI interviewing tool can not only streamline your processes but also enhance the overall experience for both your recruitment team and candidates.

If you'd like to see how you can get started with AI-assisted interviewing today, book a demo below.