Deferred video interviews, automatic application screening, algorithms analysing your answers: artificial intelligence is entering hiring processes, finance included. Knowing what these tools do, what the law guarantees you and how to prepare has become a candidate skill.
Context and key facts
Recruiters use AI at several stages: CV reading, shortlisting, questionnaires, recorded interviews you take alone in front of a camera, and sometimes scoring of answers. Tools and uses vary widely between employers, and few publish their methods.
The legal framework is stable on one point: Article 22 of the GDPR gives everyone the right not to be subject to a decision based solely on automated processing, including profiling, when it has significant effects. Rejecting an application qualifies. Exceptions are strictly limited, and in every case you keep the right to obtain human intervention, express your view and contest the decision.
The CNIL 🔗 (the French data protection authority) publishes a recruitment guide recalling employers' obligations: inform candidates, collect only useful data and set a retention period.
⚠️ Warning: we cannot tell you which tools a given employer uses. Keep your rights in mind: always ask whether a decision is made by a human.
What it changes for candidates
- You sometimes take an interview with no one on the other end. Deferred interviews follow a set format: displayed questions, limited preparation time, fixed answer length. Our guide to succeeding at a deferred video interview prepares you.
- Your CV is read by a machine before a human. A confusing layout, tables or unreadable columns can lose information. See our article on optimising your CV for ATS and generative AI.
- You have rights over your data. Prior information, access, limited retention.
💡 Learn more: our article on AI in finance recruitment describes the recruiter side.
Sectors and jobs concerned
AI is most present where applications are numerous and standardised:
- Mass recruitment programmes at large banks and firms: games, questionnaires and deferred interviews for internships, apprenticeships and junior roles.
- Retail banking and insurance, which handle large volumes.
- Senior roles, investment banking and private equity still rely mostly on networks and human interviews, even if CV screening may be tool-assisted.
For preparing a deferred interview by target job, see deferred video interviews by job.
Figures to remember
Rather than an unverifiable statistic on "the share of companies using AI", keep the reference points you can check:
- 2 years: the maximum retention period usually accepted by the CNIL for an unsuccessful candidate's data, beyond which the employer needs your consent. It explains this in its answer “Can an employer keep my file?” 🔗.
- GDPR Article 22: the right not to be subject to a purely automated decision, with human intervention possible.
- An impact assessment is generally required for an employer deploying recruitment AI.
How to adapt your application
- Write a machine-readable CV. One column, standard headings, no key information in an image: the ATS must extract everything. FinanceCV handles layout and produces an ATS-compatible CV, so the algorithm sees what the recruiter should see.
- Prepare structured answers. In a deferred interview, a clear two-minute answer beats improvisation: situation, action, result.
- Mind the technical setup. Lighting, sound, neutral background, camera at eye level. See also interview mistakes to avoid.
- Don't try to "trick" the tool. Stuffing keywords artificially hurts your file in front of a human.
- Exercise your rights. If you suspect an automatic rejection, ask in writing whether a person reviewed your file.
Outlook for the coming months
Tools will multiply, and so will their regulation. The EU AI regulation in principle classes systems used to recruit and evaluate candidates as high-risk; the resulting obligations apply in stages. Follow CNIL publications and employers' announcements about their processes. Meanwhile, a clear CV, prepared answers and knowledge of your rights remain your best assets.
Succeeding at a deferred interview: the format and preparation
The deferred interview is the most concrete case candidates meet. Here is what to expect and how to prepare.
The typical sequence
- A link and a deadline: you receive an e-mail invitation and have a few days to complete it.
- A technical test to check camera and microphone.
- Successive questions: each is displayed, with a preparation time of a few dozen seconds, then an answer time limited to one to three minutes. Often only one take is allowed per question.
- Automatic submission: answers are then viewed by a recruiter, sometimes filtered or ranked by a tool.
Frequent finance questions
The content resembles a first interview: motivation for the job and the employer, background, a lived situation, a weakness, a current-affairs question. To prepare them by job, see our management controller CV example, which shows which parts of a background get highlighted for a specific job, and our article on strengths and weaknesses in finance interviews.
A three-step answer method
- State the answer in one sentence. The recruiter saves time, and so do you.
- Illustrate with a precise example: context, what you did, quantified result.
- Conclude by linking to the job. Say what it will bring you on the targeted assignment.
Technical pitfalls
- Reading a written text. It shows. Note three keywords, not whole sentences.
- Running over time. Practise with a stopwatch until you find your rhythm.
- Ignoring your environment. A quiet room, front lighting, a neutral background.
- Neglecting posture. Look at the camera, not the screen: the recruiter should feel you are looking at them.
Frequently asked questions
Can an employer impose an interview with no human? It can offer a deferred interview. It cannot, however, base a decision that significantly affects you, such as a rejection, solely on automated processing without respecting the GDPR safeguards.
Can I find out how my answers are analysed? You can ask the employer what information is processed, for what purpose and how long it is kept. It must answer you.
Should I refuse a deferred interview? Not necessarily. It is a common format, particularly for internships and apprenticeships. What matters is preparing it like a real interview.
What if I think an algorithm screened me out? Write to the employer to request a review by a person. You can also contact the CNIL if you believe your rights are not respected.
Sources
Ready to create your finance CV? Use our free generator to get a professional document in minutes: Create my CV for free.