Explain the format in the invitation
The candidate needs a picture of the interview before the link opens. Say whether the answers are recorded, whether a person reviews them, whether a practice question comes first and whether the candidate can re-record. If the employer sets a think time, explain that the screen will show a short pause before the recording starts.
Name the questions or the topics when the role allows it. A candidate who can prepare an example gives a clearer answer than a candidate who has to invent one under pressure. If an unseen question is part of the design, say that the rest of the format is predictable and explain why the question is unseen.
Give a practical device check
Ask the candidate to test the camera, the microphone and the connection before the interview. Give a short list: use a charged device, close other apps, find a quiet space and check the light in front of the camera. Keep the list short enough to act on.
Offer a fallback. If the camera does not work, who should the candidate contact and what happens next? A candidate who knows the fallback does not have to abandon the interview at the first error. Do not ask the candidate to solve a technical problem alone.
Describe the time and the room
Tell the candidate how long the interview takes and whether the time limit is per question or for the whole interview. Suggest a quiet space and a stable surface for the device. If the role allows notes, say what kind of notes and where they can keep them.
Explain what the candidate should have ready: a document, a portfolio, a calculator or a glass of water. Remove the small unknowns so the candidate can spend attention on the answer.
Be clear about the review
Tell the candidate who will see the recording and what the reviewer will look at. If a transcript is made, say so. If the answer is scored against a rubric, say that the rubric is based on the role criteria. Do not describe the process as a black box, and describe only the decision the team can make.
Explain how the candidate can ask a question about the process. A named contact and a channel are enough. If the candidate needs an adjustment, point to the route before the interview rather than after a failed attempt.
Send a short reminder
A reminder is useful when it repeats the practical details, not only the deadline. Include the link, the time in the candidate's local zone, the device advice and the support contact. Keep the same information in the same order so the candidate does not have to compare messages.
If the deadline moves, send the new time in the same thread and explain what changed. Do not leave an old time in a separate message where someone may still use it.
Ask what was unclear
After a round of interviews, ask a few candidates which instruction they had to read again. The answer shows where the invitation or the recording screen is unclear. Change the sentence or the step that caused the pause. A small fix in the instructions can save the candidate a failed attempt and save the team a reschedule.
The candidate experience starts before the recording. Clear practical details give the candidate a fair chance to prepare, and they give the team answers that are about the role instead of about the setup.