Workflow Setup Best Practices
Provide Alternative Interview Options
Not all candidates are comfortable with AI interviews. To improve completion rates and candidate experience while encouraging AI interview adoption:
Add a data collection question before the AI Interview stage:
Give candidates the option to choose AI interview or an alternative (e.g., video interview with a recruiter)
Route candidates based on their choice using conditional logic
Include language that highlights the benefits of choosing the AI interview (faster processing, quicker response time)
Example approach for a data collection question before the AI Interview stage:
Question: "How would you prefer to complete your interview?"
Question description/context: "We offer AI-powered phone interviews that allow you to interview immediately at your convenience. Candidates who choose the AI interview typically receive feedback faster as we can process your application more quickly."
Options:
"AI phone interview (5 minutes) - Get faster feedback!"
"Video interview with recruiter (schedule required)"
Then route candidates to the appropriate stage based on their selection using conditional logic in your workflow.
When you are providing an alternative to the AI Interview, here's why you should encourage that the applicant choose the AI Interview option:
Faster candidate processing - AI interviews provide immediate results, allowing your team to move candidates forward more quickly
Better data quality - Structured, consistent interviews generate comparable data across all candidates
Time savings - Reduces recruiter workload compared to manual interviews or reviewing written assessments
24/7 availability - Candidates can interview on their schedule without waiting for recruiter availability
Important: Avoid rejecting candidates solely for not completing the AI interview. Always offer an alternative path forward. While AI interviews offer advantages, providing choice improves candidate experience and completion rates.
Recommendations for Move Rules
Rule for Completion Status
Calls can drop and internet connections can be interrupted during interviews. To prevent candidates from being moved (especially to Rejected) due to technical difficulties, considering including a completion check in your move rules:
When Partner Status = Completed, move to Next Stage
This ensures only candidates who successfully finished their interview are automatically moved forward.
Rule to move based on score
Use AI interview scores to efficiently route candidates through your hiring process.
Recommended routing strategies:
Option A: Fast-track high scorers to next steps (recommended)
When a score is 4 or 5 → Move to next stage (e.g., "In-Person Interview" or "Background Check")
When a score is less than 4 → Move to "Review" stage for human evaluation
Option B: Route all candidates to score-based review stages
When a score is 4 or 5 → Move to "High Score Review" stage
When a score is less than 4 → Move to "Low Score Review" stage
Human recruiters review all candidates and make advancement or rejection decisions
Do not set up move rules that automatically send candidates to Rejected or Approved stages based solely on their AI interview score. AI Recruiter should support human decision-making, not replace it. Ensure human oversight before making final accept/reject decisions.
Why this matters:
This approach ensures compliance with fair hiring practices by preventing AI from autonomously rejecting candidates while still allowing you to efficiently route strong candidates forward in your process.