AI interviewer: how to set up a first-round screening interview

What is an AI interviewer?

An AI interviewer is software that runs a short, structured, two-way first-round screening conversation by video or audio, asking job-related questions and following up on answers. It gives a human reviewer a recording, transcript and supporting evidence to decide the next step.

I'd use it to gather evidence against a narrow set of hiring criteria. Keep the live interview for deeper assessment and the candidate's questions.

AI interviewer, one-way video interview and phone screen compared

Use these distinctions to choose your first-round format:

I'd keep a phone screen with a person for very small applicant pools, senior hires, or roles where the conversation itself is the selling point. If the first conversation needs to explain an unusual opportunity or build a relationship, give that work to someone on the team.

Where an AI interview fits in hiring

Place it after the resume or application screen and before the live interview. Use AI candidate screening to check application evidence against the job's rules, then use the interview to explore how candidates have done relevant work.

Build an interview scorecard before writing questions. Carry its criteria into the live interview so reviewers can deepen the evidence without changing the definition of a suitable candidate.

How to set up an AI interviewer

1. Pick a single role. Choose a vacancy with clear responsibilities and someone available to review every completed interview.
2. List the must-have criteria. Start with two or three requirements from the job. Describe observable work, such as researching a prospect, instead of vague labels such as commercial ability.
3. Write a question per criterion. Ask for evidence that could change a screening decision. Prepare answer benchmarks and permitted follow-ups before inviting applicants.
4. Decide on video, audio or both. Explain what the format contributes to assessment. Consider whether audio provides the evidence you need before requiring video.
5. Write the candidate notice and alternative route. Name a contact for adjustments, technical problems and requests to speak with a person. Agree how those requests will be handled without lowering a candidate's rating.
6. Assign review ownership and timing. Name the reviewer, a backup and the deadline for communicating the next step. Give unanswered adjustment requests an owner too.

How to write questions for a short AI interview

For a first round of around four minutes, start with three focused questions and rehearse them aloud. Leave room for clarification and closing; move anything requiring a long explanation to the live interview.

Ask about real past experience, assess a single criterion in each question, and avoid trick questions. Keep health, age and other protected characteristics out of the question set. Let candidates use relevant examples from work, education or volunteering where those settings can demonstrate the criterion.

The US Office of Personnel Management describes highly structured interviews as using predefined lead and follow-up questions with proficiency benchmarks. I'd constrain follow-ups to missing evidence, such as the candidate's own action or the outcome, and apply the same rule across applicants.

Copyable question-set template

Role: [job title]
Purpose: [what this first round needs to establish]
Expected duration: [duration tested in rehearsal]

Criterion: [observable job requirement]
Question: Tell me about a time you [relevant task].
What did you do, and what happened?
Permitted follow-up, if missing: [action or outcome to clarify]
Strong evidence: [specific actions that meet the requirement]
Partial evidence: [relevant example with an unresolved gap]
Insufficient evidence: [requirement not demonstrated]

Repeat the criterion block for each question.
Use the same lead questions and follow-up rules for applicants.
Leave unresolved evidence for human review.

Worked example: sales development representative

These illustrative answer summaries show what to listen for. Score the candidate's actions against the criterion, allowing different examples to demonstrate it.

A weak answer means the criterion remains unproven. Check whether the question was understood and whether a permitted follow-up could fill the gap before deciding.

Candidate notice to copy before sending invitations

Replace every bracketed field and confirm the process matches the notice. Send it before candidates begin; check the jurisdiction-specific timing below and add any required local disclosures.

Subject: Your first-round interview for [role]

We'd like to invite you to a short interview run by an AI
interviewer, which asks job-related questions and may follow up.

Format: [video, audio, or your choice]
Expected length: [duration]
We will assess: [job-related criteria]

The interview will be recorded, transcribed and assessed by AI.
A person on our hiring team will review your interview and the
evidence, then decide the next step in your application.

Before recording starts, we will ask for your permission.

For adjustments, connection problems, or an interview with a
person or in another format, contact [name and contact details].
Requesting an alternative will not lower your assessment rating.

For questions about your data, including access and retention,
contact [privacy contact]. We keep interview information for
[retention period], and it is accessible to [authorized roles].

Start your interview: [interview link]
We aim to update you by: [date or review timeframe]

Give requests a practical response: agree the format, arrange access support and confirm the appointment or revised invitation. Keep adjustment details out of the assessment notes unless needed to explain how the assessment was conducted.

Reviewing an AI interview recording

Use the same anchored criteria as your live interview scorecard. Follow this checklist for each candidate:

• Watch or listen before reading any AI score.
• Score each criterion against the agreed benchmarks.
• Record evidence in the candidate's words, with a timestamp where useful.
• Check the recording if the transcript appears to misstate an answer.
• Keep accent, appearance, room background and camera quality out of ratings.
• Mark missing evidence as unresolved; arrange clarification when needed.
• Decide the next step and record the job-related reason.

When reviewers disagree, return to the evidence and benchmark. Do not settle the disagreement by defaulting to the AI score.

Rules to check before you start

This is an orientation, not legal advice. Confirm the rules that apply to your hiring process before inviting candidates.

UK: data, recording and adjustments

The ICO's recruitment AI audits called for fair processing, minimal data collection and clear explanations of how candidate information is used. Document what you collect, why you need it, who can access it and when it will be deleted.

ICO interview guidance says not to collect excessive information and that video recording every candidate's performance is not usually necessary. Assess the need for recording before choosing the format. The same guidance says candidates should be told the selection criteria before information is collected and can request additional recorded interview information, such as notes, through subject access requests.

Acas says employers must ask interviewees about reasonable adjustments and get permission before recording interviews. Arrange a connection backup and a route to a person. Section 20 of the Equality Act 2010 requires reasonable steps to avoid substantial disadvantage to a disabled person caused by a provision, criterion or practice. A skip button alone is not an adjustment plan.

Use the UK AI recruitment guide to work through the wider process.

New York City: audit and notice requirements

For tools covered by Local Law 144, employers and employment agencies need a bias audit within one year before use, publicly available audit information and required notices; candidate notice must be given 10 business days before use. Confirm whether your proposed use falls within the law and complete the checks before starting the pilot.

EU: recruitment AI classification

Annex III, point 4(a) of the EU AI Act lists AI intended for recruitment or selection, including evaluating candidates, as high-risk. Check how the classification and applicable requirements affect your intended use with your legal or privacy adviser.

Run a two-week pilot on a single role

Schedule the pilot after required notices and checks are complete. Keep a person available for alternative interviews. Record the questions, criteria and format used so changes remain traceable.

During the opening week, check access problems and reviewer consistency. During the following week, review live-interview outcomes and candidate feedback. Compare with the role's existing process where comparable records are available; set no arbitrary success threshold.

At the review, decide whether to continue, revise or pause. If next-stage outcomes are still pending, keep tracking them before making a rollout decision. Rework ambiguous questions and unresolved access problems before expanding to other roles.

How Alfa's AI Interview works

Lisa, Alfa's AI interviewer, replaces the first phone screen with a short browser conversation. Applicants marked suitable by screening are invited automatically and can take it whenever suits them. Teams choose video only, audio only, or both so candidates can pick.

Teams enter up to three questions per job and can edit or clear suggested questions. Lisa uses the resume and job details as context, skips questions already answered and focuses on one or two important skills. She aims for about four minutes; calls end automatically after about seven and a half minutes.

Candidates receive notice that joining means agreeing to recording, transcription and AI assessment. A person always reviews the interview and decides the next step; Lisa never rejects anyone. Skipping is enabled by default, but teams can require the interview to progress.

The candidate profile shows a chaptered recording, speaker-labeled transcript and Candidate Scorecard with the AI score and evidence alongside Screening Checks. Try the AI Interview demo.