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Elizabeth T.04.11.20205 min read

Video Interview Tips for Recruiters: AI in Recruiting

Psychology may be one of the most popular majors on college and university campuses all over the world, but you can use the power of the human mind and behavior in your job interviews---and even if you have AI in recruiting experience. 

Today, there are plenty of great ways to use psychology to interview for jobs. 

Consider what you’re going to wear.


1. You can’t go wrong with business casual


AI in recruiting


Particularly if you’re looking to apply to an entry-level position, dressing more conservatively is your best bet. With video interviewing and remote hiring becoming part of the “new normal”, you may be able to err more on the casual side. A sweater instead of open collar button-down or a blouse without the addition of a blazer. After all, in a video interview the interviewers generally see only your shoulders upwards. To note, if the organization you’re interviewing for possesses AI in recruiting, you may want to skip dangly jewelry like earrings. If they use facial expression detection, it’s one less distracting item for the AI to pick up.

Since there is a minimal amount of screen time, you may want to spend more time on your color choices. When speaking with a human interviewer on your second round of interviews, colors offer a special bias---one that you can use to leverage. 

Blue – Shades of blue communicate you’re dependable and trustworthy.

Gray – Using this neutral color conveys balance, calm, and a certain level of sophistication.

White –Wearing a crisp white shirt or sweater shows you’re well-organized and value accuracy, 

Green --- This color shows growth, health, and peace.

Yellow ---  Exuberance and optimism is translated when wearing this color.

Black – As a classic choice, it shows seriousness and authority. 


2. Choose your timeslot wisely


AI in recruiting

Here’s where an AI for recruiting or remote hiring function shines: candidates can have an interview anytime and anywhere. They don’t have to worry about if their interviewer is thinking about lunch or has to rush through the conversation to stay on schedule. With video recruiting, candidates can take their time--and not have to worry about the timeslot.

However, further along the interview process, you may be asked to pick a time slot. If you have a choice, the best part of the day for an interview is 10am and/or 10:30am on Tuesday, Wednesday, or Thursday. They’re not tired from an early morning and they’re not yet thinking about lunch. Mondays are hectic; on Fridays, employees may need to be wrapping up projects in preparation for the weekend. You simply want to avoid being the first and last appointment of their day.


3. Learn which communication skills work with each generation


AI in recruiting

Even if the organization you’re interviewing for is avoiding bias with AI-powered video recruiting, your human interviewer does base their decision to further interview based on whether they think your personality is a fit for the team. Thus, you may want to consider how each generation within the workforce values communication and information learning. Therefore you can present answers and the information they’re looking for in a meaningful way. A big interplay of communication is influenced by their age, or the generation they grew up within. Context is key to just about everything, including people. When walking into an office---or logging into your remote video interview---understanding generational differences may assist you in showing your best ideas. 

Ages 25 to 35 – Be sure to present samples of past work---professional or even hobbies that develop skills related to the position. Generation Y interviewers love visuals, so you may want to consider a creative presentation, like an infographic to show more about yourself. 

Ages 35 to 50 – When speaking with an interview from Generation X, reveal how you value a strong life/work balance boosts and how you believe in teamwork and friendship building. 

Ages 50 to 70 – Show you’re goal-oriented and work hard. Demonstrate examples of independence and self-assuredness.

Ages 70 to 90 – You may want to show how you’ve demonstrated loyalty to past companies, organizations, or groups you’ve been a part of. This generation values loyalty. 


4. Watch your smile

AI in recruiting

Who doesn’t love a nice smile? Smiling is not only one of the most basic facial expressions, but a universal and frequent means to communicate. In fact, more than 30% of us smile more than 20 times a day. But when it comes to your video interview or in-person meeting, you want to be more conscious of how often you smile. 

Though smiling is often meant as friendly, non-threatening, and open, in an interview it could have the opposite effect. One study found that excessive smiling did not seem to impress interviewers. “When someone smiles throughout an interview, it can make them seem less competent or serious.” It can be particularly harmful if you’re interviewing in a more serious industry, like banking or engineering. So unless you’re interviewing to become a kindergartner teacher, you want to pause your smiling during interview slot.


5. Stay realistic about your greatest weakness

 AI in recruiting

Everyone dreads this question; interviewers dread asking it: “What’s your greatest weakness?” Both parties know the candidate is not going to list out all their shortcomings as an employee. Yet it still remains a question that interviews ask to understand how candidates approach this difficult-to-navigate postulation. Thus, it’s important to give an honest answer.

Don’t lie. Everyone has a weakness, but perhaps dwell on ones that nearly everyone makes. Do not reply to emails as quickly as others? Do you forget you’ve packed lunch and leave it in the company fridge for 3 weeks?Maybe you’re not as organized as you’re aiming to be. Whichever you choose, be sure to acknowledge that you’re working on doing better.  

Video interviewing with an AI or with a person can be tricky. Fortunately, you’ll be able to use a bit of psychology to soften the edges of your interview and lead you to a successful outcome.