Video interviews have quickly become a standard part of modern hiring. What began as a convenience-driven alternative to phone screens has evolved into a primary way candidates and employers connect—often before any human interaction takes place. From asynchronous video responses to live, AI-assisted interviews, candidates today are engaging with video interviews in new and nuanced ways.

 

Understanding how candidates experience and engage with video interviews is critical for organizations that want to attract top talent, reduce drop-offs, and build trust early in the hiring process. This article explores what video interviews look like from the candidate’s perspective, how engagement has changed, what candidates appreciate, and where organizations need to be thoughtful.

 

 

 

The Rise of Video Interviews from a Candidate Perspective

 

For candidates, video interviews are no longer novel, they’re expected. Remote and hybrid work, global talent pools, and faster hiring cycles have made video interviewing a practical necessity. Many candidates now encounter a video interview before ever speaking to a recruiter.

 

Common formats candidates engage with include:

• Asynchronous video interviews, where candidates record answers to pre-set questions
• Live video interviews, conducted over platforms like Zoom or Teams
• AI-assisted interviews, where software guides questions, timing, or feedback
• Hybrid formats, combining recorded responses with later live conversations

Each format shapes engagement differently, but together they’ve redefined how candidates prepare, perform, and evaluate potential employers.

 

 

 

 

 

First Impressions Matter More Than Ever

 

For candidates, a video interview is often the first real interaction with an employer. Unlike resumes or application forms, video introduces a human element—voice, expression, storytelling.

 

This first impression cuts both ways:

• Candidates form opinions about the company’s culture, professionalism, and values
• Employers assess communication skills, clarity of thought, and role alignment

When the experience feels clear, respectful, and well-designed, candidates are more likely to engage fully. When it feels confusing or impersonal, engagement drops quickly.

Clear instructions, transparent expectations, and a reasonable time commitment all significantly improve candidate participation.

 

 

 

How Candidates Prepare for Video Interviews

 

Candidate preparation has changed in the video-first world. Instead of just reviewing notes or rehearsing answers mentally, candidates often:

• Test their camera, microphone, and internet connection
• Choose a quiet, well-lit environment
• Practice answers out loud or record mock responses
• Research how long responses should be and how they’ll be evaluated

 

For asynchronous interviews in particular, candidates appreciate being able to prepare on their own schedule. This flexibility is often cited as one of the biggest advantages of video interviews, especially for working professionals, caregivers, or candidates in different time zones.

 

That said, too much structure or unclear expectations can increase anxiety. Candidates engage best when they understand how long the interview will take and how their responses will be used.

 

 

 

 

 

Engagement Across Different Video Interview Formats

 

Asynchronous Video Interviews

 

Asynchronous interviews allow candidates to record responses to prompts without a live interviewer present. Engagement tends to be high when:

• Questions are relevant and role-specific
• Time limits are reasonable
• Candidates can re-record (at least once)

Candidates often appreciate the ability to think before answering, rather than reacting in real time. This format can be especially inclusive for candidates who may not perform well under pressure or who prefer structured communication.

However, engagement drops when interviews feel overly long or generic. Candidates are less likely to complete interviews that feel like one-way assessments rather than meaningful conversations.

 

 

Live Video Interviews

 

Live video interviews feel closest to traditional interviews, and candidates tend to engage more naturally in these settings. Real-time interaction allows for:

• Clarifying questions
• Back-and-forth discussion
• Immediate rapport building

Candidates often feel more “seen” in live interviews, which can positively influence their perception of the company. Engagement is strongest when interviewers are prepared, present, and actively listening.

Poor experiences, such as technical issues, rushed interviewers, or unclear agendas can quickly disengage candidates and harm employer brand.

 

 

 

AI-Assisted and AI-Led Interviews

 

AI-assisted interviews introduce another layer to candidate engagement. These may include chatbots guiding questions, automated timing, or AI-generated follow-ups.

Candidates tend to engage best with AI interviews when:

• The role of AI is clearly explained
• AI is positioned as a support tool, not a replacement for humans
• There is transparency around evaluation

When candidates understand that AI helps standardize interviews or reduce bias, rather than making final decisions, they’re more likely to engage positively. Confusion or lack of explanation, on the other hand, can lead to skepticism and disengagement.

 

 

 

What Candidates Appreciate About Video Interviews

 

Across formats, candidates consistently value:

Flexibility

Being able to interview without travel, time off, or scheduling challenges significantly improves engagement.

 

Consistency

Structured video interviews feel fairer. Candidates appreciate knowing that everyone is asked the same questions and evaluated on the same criteria.

 

Clarity

Clear instructions, time expectations, and next steps reduce anxiety and increase completion rates.

 

Respect for Time

Short, focused interviews signal respect. Long or repetitive video interviews often lead to drop-offs.

 

When these elements are present, candidates are more likely to complete interviews, perform well, and remain engaged throughout the hiring process.

 

 

 

Where Candidates Feel Friction

 

Despite the benefits, video interviews can create friction if not designed thoughtfully.

Common candidate concerns include:

• Feeling like they’re “talking to a screen” with no human connection
• Uncertainty about how responses are evaluated
• Technical issues that affect performance
• Interviews that feel overly scripted or impersonal

Organizations that acknowledge these concerns and design processes to address them, see higher engagement and better outcomes.

Simple steps like explaining the purpose of the interview, sharing how feedback is used, or following up promptly can significantly improve candidate perception.

 

 

 

 

The Role of Feedback and Communication

 

One of the biggest engagement drivers after a video interview is what happens next.

Candidates are more likely to view video interviews positively when:

• They receive timely updates
• Expectations around next steps are clear
• Feedback (even high-level) is provided

Silence after a video interview is particularly damaging because candidates have already invested time and personal effort. Clear communication reinforces trust and keeps candidates engaged, even if the outcome isn’t favorable.

 

 

 

What Video Interviews Signal About Employers

 

For candidates, video interviews aren’t just assessments, they’re signals.

A well-run video interview suggests:

• Organization and professionalism
• Respect for candidate time
• Openness to modern work practices

A poorly executed one suggests the opposite.

Candidates increasingly interpret interview experiences as reflections of how teams operate internally. Engagement, therefore, isn’t just about completing the interview, it’s about whether candidates want to continue the relationship.

 

 

 

Looking Ahead: Engagement Will Define Success

 

As video interviews continue to evolve, candidate engagement will be the key differentiator. Technology alone doesn’t create great experiences; design, communication, and empathy do.

 

Organizations that treat video interviews as two-way conversations, not just screening tools, will attract more engaged, diverse, and qualified candidates. Those that invest in clarity, fairness, and thoughtful use of AI will not only improve hiring outcomes but also strengthen their employer brand.

 

Ultimately, candidates engage best when video interviews feel human supported by technology, not replaced by it.

 

 

 

 

 

Interviewer.AI is a purpose-built technology platform designed to help recruiters and HR teams identify and hire the right talent with greater confidence and efficiency. We also partner with universities to support admissions and coaching, enabling them to use technology to better assess potential, skills, and readiness. Our mission is to make hiring more equitable, explainable, and efficient by enabling teams to screen candidates early and shortlist those who best meet role-specific criteria.

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.