A one-way recorded interview and an AI-scored assessment are different features. Employers may use either or both. Read the invitation and platform guidance, then ask the recruiter what the stage involves if it is unclear.
What does the tool evaluate?
There is no single scoring method shared by every interview platform. HireVue announced in January 2021 that it removed visual analysis from new assessment models. That vendor statement does not establish what every competitor or every assessment measures. Ask for the applicable platform’s explanation and the employer’s use of the result.
Prepare the substance
- 1Identify the role’s important tasks and choose examples from your own experience.
- 2Practice the Situation, Task, Action, Result structure aloud without memorizing a script.
- 3Describe your actions and supported results or scope; do not invent metrics.
- 4Follow the stated response time, preparation time and retake policy.
- 5Check the microphone, camera, connection and environment before starting.
Illustrative response
“A vendor delay affected our launch. I organized a daily check-in so engineering and marketing could adjust their work, documented the revised plan and communicated the new date.” Replace this hypothetical example with your actual responsibility and outcome.
Ask about the process and accessibility
You can ask what the tool measures, whether a human reviews the result and what alternatives or accommodations are available. NYC’s official AEDT guidance describes requirements for covered tools, including bias audits and notices. Coverage depends on the tool and use. A right to request an alternative under that law does not mean every employer must offer one; disability accommodation obligations are a separate question.
For broader preparation, see the interview preparation guide. How AI resume screening works explains why product documentation and employer configuration matter.