No. Job seekers have /jobsamtale-simulator, where they practise and get feedback for themselves. Companies have an AI job interview in the portal about a specific job and candidate, with an evaluation for you. Same family of technology — different recipient and different page.
AI interview
AI job interview for companies: screen candidates
Let Arbejd.com run an AI job interview with a specific candidate about a specific job. You get an evaluation to use before the human interview. This is not the simulator job seekers practise with.
Step-by-step guide
- 1
An interview about your job — not a generic test
In the company portal you pick a candidate you are already looking at and the job the interview should be about. AI asks questions based on the role and the candidate’s profile and then gives you an evaluation. The point is to sort and prepare the human interview — not to replace it, and not to let the candidate “practise” in your place.
- 2
Keep it separate from the job-seeker interview simulator
Arbejd.com also has an interview simulator for job seekers: they practise on their CV and a posting and get feedback for themselves. The company product is the reverse: you are the recipient, the interview is about your role, and the report is for you. The two products share technology, but not purpose, URL or audience. Do not link to the job-seeker simulator when you want to screen.
- 3
Pick candidate, job, length and interviewer style
Start from the interview simulator in the portal. Choose a candidate (the profile must be unlocked before you pick a voice). Choose the active job the interview should cover. Choose interviewer personality/style and duration. The clearer the job is written, the more relevant the questions. An empty job text gives an empty interview.
- 4
The session runs as realtime audio — you get the transcript
The candidate speaks with the AI interviewer in realtime. You get a transcript and a status (running, completed, abandoned). Use it as you would notes from a screen: what was said about experience, gaps and motivation. Keep the evaluation with the application so colleagues see the same basis.
- 5
Read the evaluation before you book the human interview
When the session is done you get an evaluation: strengths, watch-outs and fit to the job. It does not replace references, tests or your own interview. It saves you 45 minutes on a candidate who cannot answer the basics of the role — and it gives you concrete follow-up questions for the next round.
- 6
Use it after the first screen — not as the only filter
Run the AI interview on people you are considering inviting, not on the whole search. Combine it with manual search or the agent to find people, and with a real interview to hire. Credits are charged when you start the simulation; the price is shown before you confirm. Do not reject someone on AI alone if you have other strong signals.
Ready to get started?
Create your company on Arbejd.com and start using AI interview straight away.
Frequently asked questions
Yes. It is a visible AI interview, not a hidden test. You invite to it as a step in the process, just as you would invite to a phone screen. Say in the invitation that it is an AI interview about the role, and that the human interview comes afterwards if it is a fit.
No. It is a screening layer: structure, coverage of the job and a shared basis for the team. Culture, chemistry and the questions the law and your craft require belong with a human. Use the evaluation to prepare — not to make the final decision.
The language the simulation is set up for in the portal — typically Danish. Questions are based on the job and the candidate’s profile. If the job is in English, the job text should be too, so the questions follow.
It is charged as a credit action when you start the simulation. The price is shown before you confirm, and you can see a history of previous interviews. Creating a company and a job is free; you pay for the activity — here, the screening.