Your hiring process is a reflection of your company. Even candidates you don’t hire should walk away with a positive impression.
Why It Matters
Candidates talk. A great experience means positive Glassdoor reviews, referrals, and a strong employer brand. A bad experience means the opposite — and can hurt your ability to hire great people.
Tips for a Positive AI Interview Experience
Set clear expectations. In your job posting and invitation email, explain that the first interview will be AI-led. Tell candidates how long it takes and what to expect.
Keep it reasonable. Match interview length to role seniority. A 30-minute AI interview for an entry-level role will cause drop-off.
Use a friendly persona. Configure your AI persona to be warm and encouraging. Small touches like a personalized greeting make a big difference.
Communicate timelines. Let candidates know when they’ll hear back. Nothing is worse than silence after investing time in an interview.
Measuring Candidate Experience
Track these metrics in your analytics:
- Completion rate — What percentage of candidates finish the interview?
- Drop-off point — Where do candidates abandon the process?
- Time to complete — Is the interview taking longer than expected?
A low completion rate is a red flag. If fewer than 70% of candidates complete the interview, review the length, question difficulty, and technical requirements.
