AI Interviewer Best Practice Guide

 

What to Expect

The AI Interviewer helps you identify engaged candidates faster by inviting them to complete a short, one-way video or audio interview.

• Completion Rate: On average, you can expect about 10–15% of applicants to complete the interview without an additional prompt.
• These completions are from candidates who are most interested and motivated—a strong signal of intent.

Want to boost participation? Try this follow-up method:

• An automated reminder email will be sent 3 days after the initial invite.
• If a candidate that you’re interested in still hasn’t submitted an interview after the automated reminder email, you can manually resend an invitation.
• You can do this in Candidate Manager by clicking the “Resend Interview” button in the Candidate Details.

Targeting the Right Candidates

Here’s how to identify and focus on your top applicants:

• Identify engaged candidates: Those who complete the interview are showing strong interest and initiative.
• Get deeper insights: Review interview responses to assess if they’re a good fit.
• Follow up with a reminder: After 3–4 days, resend the interview invite to any standout candidates who haven't completed it.

Setting Up Your Interview Questions

Creating the right interview experience is key to higher completion and better insights.

Recommended Setup:

• Include 2–8 open ended questions
• A shorter interview increases completion and keeps candidates engaged
• To get the best perspective on candidates, questions must be open-ended (e.g., “Tell us about a time…”). This gives candidates space to showcase their experience and communication skills.

Best Practices for Interview Question Design

Make the most of our interview tool by selecting and using interview questions that are both effective and compliant with employment laws. The following is for informational purposes only and is not intended as legal advice.

1. Ask Job-Relevant Questions 

All interview questions should relate to the responsibilities, qualifications, and competencies required for the role. For example: 

• Skills and Experience: 
  “Can you describe a project where you had to meet a tight deadline?” 
  “Tell us about a time you worked with a difficult customer.” 
• Problem Solving and Judgment: 
  “What steps would you take if you were assigned a task with unclear instructions?” 
• Teamwork and Communication: 
  “How do you typically handle conflict on a team?” 
• Adaptability and Learning: 
  “Describe a time when you had to learn something new quickly for your job.” 
• Motivation and Interest: 
  “What attracted you to this position?” 
  “What kind of work environment helps you do your best work?” 

2. Avoid Questions That May Be Illegal or Inappropriate

Certain topics should never be asked about in interviews, whether directly or indirectly. For example, avoid the following topics: 

Age

❌ “What year did you graduate college?” 

Disability or Health 

❌ “Do you have any medical conditions we should know about?” 

Family, Marital Status, or Pregnancy

❌ “Do you plan on starting a family soon?” or “Who will take care of your kids if you have to work late?” 

Religion or Beliefs 

❌ “Do you observe any religious holidays that would interfere with your schedule?”

Note: Religious institutions and organizations may be permitted to inquire about an applicant’s religion and beliefs under certain circumstances. Seek legal advice on this topic. 

Race, National Origin, or Immigration Status

❌ “Are you a U.S. Citizen?” or “Where are you originally from?” 
It is permissible to ask: “Are you authorized to work in the United States?” 

Sexual Orientation or Gender Identity

❌ “Do you live with your partner?” or other personal lifestyle questions. 

Criminal History

❌ Always check local and state regulations on whether or how you can ask about criminal history. 

Personal Life Details

❌ Avoid asking about personal life details that are not relevant to job performance or qualifications.

3. Be Clear, Consistent, and Structured 

• Use the same set of core questions for all candidates: this helps reduce bias and makes comparison fair.
• Be clear about what the employer is looking for: Phrase questions concisely and avoid jargon.
• Follow-up appropriately: Keep all follow-ups job-related and consistent.

4. Offer Accommodations When Needed

If a candidate requests an accommodation (e.g., for a disability), ensure your process allows for alternatives to video or audio-based questions as necessary, which may be conducted outside of JobTarget’s platform. Consult legal counsel as appropriate.

5. Continually Review and Improve Your Questions 

We recommend reviewing your interview content regularly to:

• Reflect evolving job needs
• Ensure alignment with best practices
• Remove outdated or biased phrasing