Candidate Feedback on Automated Interviews: What They Really Think

In recent years, the hiring landscape has undergone a significant transformation with the rise of automated and AI-driven interview processes. As of 2025, an overwhelming 80% of employers now conduct video interviews, signaling a shift towards more technology-centric recruitment methods. This change is not just about convenience for employers; it also directly impacts candidates’ experiences and perceptions during the hiring journey. But what do candidates really think about these automated interviews? Are they embraced as helpful tools, or do they raise concerns about fairness and personal connection? This article dives deep into the evolving world of automated interviews, exploring real candidate feedback, psychological impacts, and how organizations are balancing technology with human judgment to create a better hiring experience.

The Rise of Automated Interviews: A Double-Edged Sword

Automated interviews have become a staple in recruitment strategies, especially with the integration of AI technologies. According to ZipDo Education Reports 2025, 80% of employers now conduct video interviews, many of which incorporate AI to streamline candidate screening. This shift promises speed, convenience, and personalization, but it also introduces new challenges.

Kevin Grossman, President of Talent Board, highlights how savvy organizations are leveraging AI and automation not only to improve recruiting efficiencies but also to enhance the candidate experience. By personalizing interactions and speeding up the process, candidates often feel more engaged and less frustrated by long waiting times or unclear next steps. However, this technological leap is not without its critics.

One major concern revolves around fairness. A recent report from Sci-Tech Today points out that by 2024, 38% of companies will use AI for initial interviews. While this can reduce human bias in some cases, it also raises questions about algorithmic fairness and transparency. Candidates worry about being judged by a machine without the nuances of human understanding.

Moreover, the reliance on automated systems can inadvertently lead to a homogenization of talent pools. As AI algorithms often prioritize specific keywords and patterns, candidates who may possess unique skills or experiences that don't fit neatly into these parameters might be overlooked. This could stifle diversity and innovation within organizations, as unconventional thinkers are filtered out before they even have a chance to showcase their potential. The challenge lies in balancing the efficiency of AI with the need for a diverse and inclusive hiring process.

Additionally, the emotional aspect of interviewing cannot be ignored. Human interactions during interviews allow for the establishment of rapport and trust, elements that are crucial for both candidates and employers. Automated interviews, while efficient, often lack the warmth and empathy that can help candidates feel valued and understood. As organizations continue to adopt these technologies, it will be essential to find ways to integrate human elements into the process, ensuring that candidates do not feel like mere data points in a system but rather individuals with unique stories and aspirations.

How Candidates Feel: Confidence, Anxiety, and Perception

One of the most surprising findings about automated interviews is their impact on candidate anxiety. A study by Scroggins (2020) in the Journal of Applied Psychology found that automated interviews reduce anxiety levels by 38%. This reduction is attributed to the structured nature of automated formats, which can feel less intimidating than face-to-face interviews where candidates might fear immediate judgment.

Despite this, candidates also report mixed feelings about the lack of human interaction. The absence of real-time feedback or conversational cues can leave some feeling disconnected or unsure about how they are performing. This is where the balance between automation and human touch becomes critical.

Interestingly, candidates’ impressions of the company are influenced by subtle factors such as the interviewers’ attire, even in virtual settings. According to ZipDo Education Reports 2025, 62% of candidates say that the interviewers’ attire affects their perception of the company’s professionalism and culture. This suggests that even in automated or video interviews, visual cues remain important for shaping candidate experiences.

Furthermore, the design of the interview platform itself plays a significant role in shaping candidates' perceptions. A user-friendly interface can enhance the overall experience, making candidates feel more at ease and engaged. Research indicates that a well-designed platform, which includes clear instructions and an intuitive layout, can lead to a more positive candidate experience, thereby increasing their confidence during the interview process. This highlights the importance of investing in technology that not only automates but also enriches the candidate experience.

Moreover, the timing and pacing of automated interviews can also influence candidates' feelings of control and preparedness. Candidates often appreciate the ability to take their time to formulate responses, which is a stark contrast to the rapid-fire questioning typical of in-person interviews. This flexibility allows candidates to present their best selves, as they can reflect on their answers without the pressure of immediate judgment. Consequently, organizations that adopt a thoughtful approach to the structure and delivery of automated interviews may find themselves attracting a wider pool of talent, as candidates feel more empowered and less anxious about the process.

Balancing AI and Human Judgment: The New Interview Paradigm

While AI can efficiently assess skills and screen candidates, many organizations are moving toward a hybrid approach that combines human judgment with AI insights. Durville’s industry report explains that employers are increasingly using AI alongside human evaluators to gauge not only technical skills but also motivation and cultural fit. This multi-measure approach aims to create a more holistic evaluation, addressing some of the concerns candidates have about being reduced to data points.

This balance is crucial because, as Aline Lerner from TechCrunch emphasizes, specific and personalized feedback is invaluable to candidates. Providing detailed feedback—such as walking through coding errors and suggesting improvements—not only helps candidates grow but also fosters goodwill, even if they don’t get the job. Unfortunately, automated systems often lack this nuance, making it essential for recruiters to supplement AI assessments with human insights.

Moreover, the integration of AI into the interview process allows for a more streamlined experience for both candidates and hiring teams. AI can analyze large volumes of applications in a fraction of the time it would take a human recruiter, identifying key qualifications and red flags that might otherwise go unnoticed. This efficiency not only saves time but also enables recruiters to focus on the more subjective aspects of the hiring process, such as interpersonal skills and team dynamics, which are often better assessed through human interaction. As a result, organizations can make more informed decisions, ensuring that they select candidates who are not only qualified but also a good fit for the company culture.

Additionally, this hybrid model can help to mitigate biases that often plague traditional hiring processes. By relying on AI to handle the initial screening, organizations can reduce the impact of unconscious biases that may arise from human evaluators. However, it is important to note that AI systems themselves can also perpetuate biases if not properly designed and monitored. Therefore, organizations must remain vigilant, continually assessing both their AI tools and human evaluators to ensure that the hiring process remains fair and equitable for all candidates. This ongoing evaluation of both AI and human contributions fosters a more inclusive environment, ultimately leading to a richer diversity of thought and experience within the workplace.

Improving Candidate Experience Through Transparency and Feedback

Transparency is a key factor in how candidates perceive automated interviews. When candidates understand how AI tools are used and what criteria are being assessed, they tend to feel more comfortable and confident. Clear communication about the process, expected timelines, and next steps can alleviate uncertainty and build trust. For instance, providing candidates with a detailed breakdown of the AI's evaluation metrics can demystify the technology and empower candidates to prepare more effectively. This level of openness not only fosters a positive atmosphere but also encourages candidates to engage more fully with the process, knowing they are being evaluated fairly.

Moreover, feedback remains one of the most appreciated aspects of any interview process. Although automated interviews can streamline selection and reduce anxiety, they often fall short in providing personalized feedback. According to Aline Lerner, investing time in giving specific feedback—even if labor-intensive—can significantly improve candidate satisfaction and future engagement. This feedback loop is crucial, as it not only helps candidates understand their performance but also provides them with actionable insights that can be applied in future interviews. By offering constructive criticism, companies can turn a potentially negative experience into a valuable learning opportunity, thereby enhancing the overall candidate experience.

Organizations that integrate AI tools with thoughtful human follow-up tend to create a more positive candidate journey. This approach not only respects candidates’ efforts but also enhances employer branding by demonstrating a commitment to fairness and development. Furthermore, companies that prioritize transparency and feedback often see a ripple effect; satisfied candidates are more likely to share their positive experiences, whether they received an offer or not. This word-of-mouth marketing can significantly bolster a company's reputation, attracting top talent who value a supportive and transparent hiring process. Additionally, by fostering a culture of open communication, organizations can also benefit from insights gained through candidate feedback, allowing them to refine their hiring practices and improve the overall efficiency of their recruitment strategies.

The Future Outlook: Fairness, Personalization, and Candidate-Centric Hiring

Looking ahead, the use of AI in interviews is expected to grow, but so will the scrutiny around fairness and ethical use. The concerns raised by Sci-Tech Today about AI-driven interviews highlight the need for ongoing evaluation of these technologies to ensure they do not inadvertently introduce bias or disadvantage certain groups.

At the same time, the benefits of automation—such as reduced anxiety and faster hiring decisions—are undeniable. The key lies in designing systems that prioritize candidate experience without sacrificing efficiency. This means combining AI’s strengths in data processing with human empathy and judgment.

Ultimately, candidates want to feel seen and valued, not just assessed by algorithms. Employers who can strike this balance will not only attract top talent but also foster lasting positive impressions that extend beyond the interview itself.

As automated interviews become the norm, understanding what candidates really think—and responding thoughtfully—will be essential for building recruitment processes that are both innovative and human-centered.