A 2025 Deep Dive into What Applicants Really Think

AI video interviews have quickly shifted from a niche innovation to a mainstream hiring practice. Companies love them because they save time, scale effortlessly, and bring structure to candidate evaluation. But there’s one question recruiters, HR teams, and hiring managers keep asking:

Do candidates actually like AI video interviews?

With more than 30% of global organizations now using some form of AI-driven screening, candidate sentiment is no longer a footnote — it’s central to employer branding and hiring success. In a market where applicants have choices (and opinions), understanding how they feel about asynchronous video interviews is crucial.

This article breaks down what candidates appreciate, what frustrates them, and how companies can design AI interview experiences that feel human, fair, and empowering.

The Candidate Perspective Has Shifted — Big Time

A few years ago, video interviews felt unfamiliar and intimidating to many applicants. Today, candidates are far more open and even enthusiastic about them. Why?

Because the job market has changed.

Candidates now expect:

• Quick, flexible hiring processes
• Transparency about timelines
• Tools that allow them to present themselves fairly
• Reduced scheduling friction
• Faster decisions

And AI video interviews — done right — align perfectly with these needs.

In fact, candidate engagement data across leading platforms shows:

• 78–85% of candidates complete AI interviews within 48 hours
• Most candidates prefer asynchronous interviews over live phone screens
• Candidates value a structured, objective process over subjective calls

The perception is shifting from “This is weird” to “This is convenient and fair.”

Let’s break it down.

5 Things Candidates Like About AI Video Interviews

1. Flexibility: Interview on Their Own Time

One of the biggest frustrations in the hiring process is coordinating schedules — especially across time zones or for candidates who are:

• Already employed
  
• Studying
  
• Managing caregiving responsibilities
  
• Working part-time or gig roles

AI interviews let candidates record answers when they feel prepared and at their personal best.

This removes pressure and reduces the pre-interview anxiety that live calls often create.

2. A Fairer Chance to Be Heard

Traditional hiring relies heavily on resumes, which can unintentionally favor:

• Native English speakers
• People from certain schools
• Those with strong writing skills
• Candidates confident enough to “market” themselves

Candidates know this well  and many are relieved when they can speak instead of relying on a resume.

AI interviews:

• Ask all candidates the same questions
• Reduce interviewer bias
• Evaluate content, not charisma
• Give applicants equal time and structure to respond

For many candidates, it feels like the most equitable step in the entire hiring funnel.

3. They Can Show Personality Beyond a Resume

Video lets applicants express:

• Enthusiasm
• Tonality
• Confidence
• Communication skills
• Thought process

In industries like retail, customer service, sales, hospitality, or marketing, this is a huge advantage.

Candidates who don’t have traditional credentials finally get to showcase real potential — something a resume simply cannot measure.

4. It Speeds Up the Process, A Lot

Candidates dislike slow hiring cycles more than anything else.

AI interviews:

• Replace phone screens
• Trim down the back-and-forth scheduling
• Allow faster shortlisting
• Keep the hiring pipeline moving

A faster process = a better candidate experience.

Many companies now make decisions in 3–7 days, something candidates love.

5. Reduced Pressure Without a Live Interviewer

The fear of being judged in real time is real.

With AI interviews:

• Candidates can record in a quiet space
• They don’t have to worry about the interviewer’s reactions
• They can prepare their thoughts
• Re-record options (when enabled) reduce stress

For introverts or candidates interviewing in a second language, this removes a significant emotional barrier.

But Do Candidates Have Concerns? Absolutely.

Not everything is perfect — and acknowledging these concerns builds trust.

1. Fear of AI judgment

Some candidates worry AI will misinterpret tone, culture, or accent.

2. Lack of human connection

Candidates sometimes feel unsure if their story is being truly understood.

3. Technical issues

Poor WiFi, low laptop quality, unfamiliar tools — all can create friction.

4. Limited feedback

Candidates want to know why they didn’t move forward.

5. Feeling “talked at” instead of “talked to”

The absence of immediate interaction can feel unusual.

But — when companies explain the process clearly and design the experience well — candidate satisfaction skyrockets.

What Makes Candidates Love the AI Interview Experience?

Based on thousands of candidate experiences, these are the biggest success drivers:

✔ Clear instructions

Sample questions, test recordings, and transparent expectations reduce uncertainty.

✔ Mobile-friendly access

Over 70% of retail and service candidates prefer interviewing on mobile.

✔ Option to re-record

Candidates feel more confident when they can redo an answer once.

✔ Friendly, conversational prompts

Warm, well-designed questions make the interview feel more human.

✔ Fast response times

Candidates feel respected when decisions come quickly.

✔ Human follow-up

After AI screening, the next step must feel personal.

What Do Candidates Say Across Industries?

Across major sectors, candidate feedback shows clear patterns:

Retail & Hospitality

Love the flexibility — especially shift workers.

“I appreciated being able to interview after my shift instead of taking time off.”

Sales & Customer Support

Appreciate the chance to demonstrate communication skills early.

“I could showcase my personality instead of just submitting a resume.”

Healthcare

Like the structured questions but want fast follow-ups.

“The questions were clear and fair, but I wanted more updates.”

Tech & Digital Marketing

Expect modern hiring tools.

“This felt like a company that respects my time.”

Universities & Graduate Programs

Students report feeling more comfortable than with panels.

“Much less intimidating than being interviewed by 3–4 people.”

Overall:
Candidates don’t just accept AI interviews — they increasingly prefer them.

Conclusion: So… Do Candidates Actually Like AI Video Interviews?

Yes — when implemented thoughtfully, fairly, and transparently.

Candidates in 2025 value:

• Speed
  
• Flexibility
  
• Fairness
  
• Clear structure
  
• A human follow-up
  
• Modern, tech-enabled processes

AI video interviews check all these boxes and give candidates a meaningful opportunity to express who they are — not just what’s written on their resume.

The companies winning talent today aren’t just using AI to save time. They’re using AI to create a hiring experience candidates actually enjoy.

Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. We also work with universities to help them with admissions and coaching, helping them use technology to solve for talent and training. Our mission is to make hiring equitable, explainable, and efficient. to screen in advance and shortlist the candidates that meet the criteria set. 

Schedule a demo today to learn more about how AI interviews can help your hiring.

Gabrielle Martinsson is a Content Writer at Interviewer.AI. She’s a tech geek and loves optimizing business processes with the aid of tech tools. She also loves travelling and listening to music in her leisure.