AI Interviews vs AI Skills Assessments: Four Formats Explained

The clearest way to tell them apart is what you are asked to do. In a recorded video interview you answer on-screen questions within a time limit and the video is stored. In a conversational AI interview the next question depends on your previous answer. In a competency assessment you respond to short games and questionnaire items. In an AI skills assessment you use tools such as generative AI to produce a deliverable.

The Korean term 역검 shortens 역량검사, or competency assessment. JOBDA lists personality items, strategy games and video interviews within its assessment, illustrating how formats can be combined. Here, AI skills assessment means a task the candidate completes using AI tools. These categories help organize preparation; they are not an official naming standard.

The most reliable source is what the hiring company sent you. Read the posting, the process description page, the invitation email with the test link, and the pre-test screen on the platform, in that order. This checklist is a practice form from the Preterview editorial team. The company's own instructions always take precedence.

1. Platform name and link: ______ (in-house system or external provider)
2. Camera and microphone required: yes / no / not stated
3. Response type: recorded / live conversation / games and items / file upload
4. Time limit and number of items: ______ (exactly as stated)
5. Retake or re-record allowed: ______ (write 'to confirm' if not stated)
6. What you submit: video / test result / deliverable / work log
7. Allowed tools and prohibited actions: ______
8. Contact channel and deadline: ______

If any line stays blank, asking the recruiting contact beats guessing. Retake policies differ by platform, and whether a company accepts a test you completed earlier on an external platform is the company's decision. A platform FAQ such as JOBDA's official page explains how many attempts you get, but it does not decide any individual employer's submission rules.

A recorded interview shows a question and records your answer within a stated limit. Whether you get preparation time, and how long each answer can be, differs by platform. There is no live dialogue, so preparation has two parts: the content of your answers and the recording conditions. Turn the experiences from your resume and application essays into answers you can speak within the stated answer time, and test lighting, background noise, and camera height under the same conditions you will use on the day.

HireVue's candidate guidance recommends researching the actual posting and company, setting up your recording equipment and environment in advance, and using practice questions and recording features (HireVue candidate tips). That guidance is HireVue's own, so do not assume other platforms share its question counts or re-record rules. A fuller rehearsal sequence for this format is in AI interview screening: how to prepare.

In the conversational format, your first answer leads to questions such as why you chose that approach, what alternatives you considered, and how you confirmed the result. The evidence to prepare is a factual note for each experience: the situation, your role, what you actually did, and how the outcome was measured. Keep every answer inside what you really did, because a claim you cannot expand on becomes hard to handle when the next question digs into it.

Here is a hypothetical example for illustration. If the first question is about resolving a team conflict and you answer that the team disagreed on scheduling and you proposed agreeing on priority criteria first, follow-ups could ask who wrote those criteria or how you handled a teammate who disagreed. Separating 'what I proposed' from 'what a teammate proposed' in your notes lets you answer either direction truthfully.

The game-and-questionnaire assessment is not a test you prepare by memorizing answers. What you can prepare is the test environment, your condition on the day, and your ability to read the result report. Confirm that the required browser and device work, that your connection is stable, and that you can reserve the full stated duration in one sitting.

JOBDA's official FAQ states that candidates get five attempts per month (120 per year for partner members) and that unused attempts do not roll over to the next month (official FAQ). According to the same page, the report is used to see competency types, strengths and weaknesses, and whether the session had irregularities. The page does not describe an individual grade as a pass or a fail, so Preterview's reading is that a single grade should not be treated as a hiring outcome. How this format is combined with recorded answers on one platform is explained in Yeokgeom: AI competency assessment video interviews.

In an AI skills assessment, you use tools to produce a plan, code or an analysis. Check the instructions for time limits and required deliverables, including whether prompts or work logs must be submitted. Practice checking the output and explaining your choices as well as writing prompts.

Anthropic's AI Fluency framework describes four educational competencies: Delegation (deciding what to hand off), Description (communicating what you need), Discernment (judging the output), and Diligence (using the tools responsibly) (framework overview). It is a teaching concept, not a shared scoring sheet used by Korean employers, but it works as a structure for logging which steps you delegated and which you verified yourself. Practice tasks with sample logs are in AI skills assessment practice tasks.

The public pages checked for this guide do not establish any individual employer's scoring rules or pass thresholds. Treat claims that a facial expression determines a fixed score, or that one game level guarantees a pass, as unverified unless supported by applicable official instructions.

For the same reason, treat scores from practice services as feedback on structure and delivery under that service's own criteria, not as a prediction of a real outcome. Use practice to fix the content of your answers, and re-read the actual posting every time for format and rules.

Preterview's document-based mock interviews and post-interview feedback help you prepare answer content for recorded and conversational interviews. A practice report does not replace an employer's competency assessment. Prepare for AI skills tasks using that employer's task and tool instructions. See the pricing page for current terms and a sample report for the feedback format.