AI interviews usually come in two formats: voice, where the candidate speaks with an AI interviewer without a camera, and video, where the candidate is on camera and often sees an on-screen interviewer. Neither format is better for every role. This guide explains how each works, how they affect candidates, and how to choose a format for each type of role. What are AI voice interviews? In an AI voice interview, the AI asks questions aloud and the candidate answers by speaking. Depending on the platform, this happens over a phone call or through audio in a web browser. The answers are recorded and transcribed, then scored against the role's criteria. Voice interviews remove the camera, which many candidates find less demanding. What are AI video interviews? In an AI video interview, the candidate is on camera. Some platforms record answers to fixed questions (often called one-way interviews), while others run a two-way conversation with an AI interviewer that asks follow-ups. Recruiters can watch the recording as well as read the transcript. Candidate experience Voice interviews ask less of the candidate. There is no lighting to arrange, no need to be on camera, and the interview can be done from places where video would be awkward. That can suit candidates who are working shifts, travelling or uncomfortable on camera. Video feels closer to a face-to-face interview. Seeing an interviewer on screen can make the conversation feel more personal, and some candidates prefer being able to present themselves visually. Video does need a camera, a stable connection and a suitable place to sit. Whichever format you choose, tell candidates in advance what to expect, how long it will take and how the results will be used. Cost and accessibility Format alone does not decide cost. Pricing depends on how the vendor bills (per interview, per job, per seat or per contract), so compare quotes rather than assuming voice is cheaper. Telephone-based voice interviews can carry call charges on some platforms, so ask how calls are billed. Accessibility differs by format. Voice interviews can be easier on low-bandwidth connections and for candidates who prefer not to be filmed. Video may suit candidates who communicate better with visual cues, and can support captions. Neither format suits everyone, so offer an alternative route for candidates who request an adjustment. Role-based scenarios High-volume frontline roles: Voice often works well. Candidates can complete the interview quickly on a phone, and the questions usually focus on availability, experience and situational judgement. Customer-facing roles: Video can be useful where presentation and visible communication are part of the job, such as hospitality or in-person sales. Score only job-related behaviours, not appearance. Contact centre roles: Voice mirrors the job itself, since candidates will be speaking to customers by phone. Professional and technical roles: Either format can work. Many teams choose video for a richer first impression, while others prefer voice to keep the focus on the content of the answers. Decision framework 1. Start with the job: what does the role require the candidate to show? 2. Consider your candidates' devices, connections and working patterns. 3. Pick the format that captures the evidence you need with the least effort for the candidate. 4. Use the same format and questions for everyone applying to the same role, so results are comparable. 5. Track completion rates and recruiter feedback, then adjust. HiringGenie supports both: video interviews led by a human-like AI interviewer, and voice interviews where no camera is needed. Both produce a recording, transcript and scorecard. FAQ Are voice interviews cheaper? Not necessarily. Cost depends on the vendor's billing model, not on the format. Ask for pricing per completed interview at your volume. Which format works for high-volume hiring? Voice is often easier for high-volume frontline hiring because it asks less of candidates. Video can still work well where visible communication matters. How does accessibility differ? Voice avoids camera requirements and can work on weaker connections. Video can help candidates who rely on visual cues. Always provide a way to request an adjustment. Related reading: One-Way vs Conversational AI Interviews and How Long Should an AI Screening Interview Be?. Next step: Explore HiringGenie's video and voice interviews and compare plans.
