College Recruiting AI: First-Round Interviews for Campus and New Grad Hiring

DIO is an AI interviewer for campus and early-careers hiring. It gives every student and new grad who applies a structured voice interview of about 15 minutes, which they can take between classes or late in the evening, and gives your team a scorecard that quotes what each candidate said.

When résumés look alike, that interview gives you evidence about how each candidate thinks, learns and works with others. A person on your team still makes every decision about who moves on.

What makes campus hiring hard to screen?

Before you weigh any college recruiting AI, name what makes the first round hard on campus:

• The résumés look alike. Same degree, similar coursework, a club, maybe an internship. It's tempting to sort on GPA or the school's name because they're easy to see, not because they're what the job needs.
• Applications arrive in waves. Career fairs, info sessions and deadlines bunch applicants into a few weeks, often while your recruiters are on the road.
• Students have full calendars. Classes, exams and part-time jobs leave few hours that match a recruiter's open slots.
• Many candidates are new to interviewing. A structured interview asks everyone the same questions in the same order, so the comparison doesn't depend on which recruiter a student happened to get.

If your campus recruiting software already handles events and applications, DIO covers the step after that: the first interview.

How it works for campus and early-careers teams

1. Draft one plan per program or role. Paste the job description, or import the posting from its URL. DIO drafts the interview plan, and your recruiter edits it before it goes live.
2. Choose the round with students in mind. The screening round's arc assumes a current or recent job: it asks what the candidate does day to day and why they're considering a move. For most students, a screening plus role-competency round fits better. It asks about competencies drawn from the posting, such as learning quickly, problem solving or teamwork, each rated 1 to 5 against anchors written for the role.
3. Share the link where students find the job. Post the role's open link with the job, or share it after a career fair or info session. Send private links to candidates you met in person. Dio doesn't send invitations, so they go out from your own email or ATS, and each candidate gets one attempt per role.
4. Students interview when they're free. There's nothing to schedule, so they can take it between classes, after a shift or late at night. They need a microphone, never a camera, and captions are available. They can ask DIO to repeat or skip a question, and end the interview at any time. At the end, DIO answers their questions about the program from a Q&A your recruiter has reviewed, and tells them to check with your recruiter when the Q&A doesn't cover something.
5. Review and choose who moves on. Your recruiters and hiring managers read the scorecards, listen to the answers that matter, check the résumé, and decide who gets the next interview.

What you get

• The recording and the transcript of every interview.
• A scorecard with quoted evidence. Each competency score quotes the candidate's exact words, checked against the transcript, and the scores are weighted into an overall score. Two different AI models grade each competency independently. When the evidence isn't there, or the two disagree about whether it is, the score is left blank rather than guessed.
• The candidate's résumé next to the interview.
• CSV or Excel export of results across a whole intake.
• A PDF summary of each interview, to share with the hiring manager who runs the next round.

What stays with your team

• Every decision. DIO doesn't advance or reject anyone. A person on your team records every decision, from the next interview to the offer.
• Knockouts only flag. A knockout question about graduation date or start date flags the answer for review. It never ends the interview and never rejects anyone, so a student who graduates a semester after your window is still in front of a recruiter who might hold them for the next intake.
• Candidates know it's an AI. The interview page calls it an AI-guided interview, and before joining, every candidate agrees to a notice that says an AI runs the interview and a person makes the decision. Students don't see a score.
• Deletion on request. An admin, or whoever created the role, can delete an interview at any time, including when a candidate asks. The recording, the transcript, the scorecard and the candidate's details go with it.

Example questions for new grad hiring

These are examples, not a script: DIO writes the questions for each role from your posting, and your recruiter edits the plan. For a new grad analyst program, a screening plus role-competency round with two knockout questions added might ask:

Students can answer from coursework, part-time jobs, sports or volunteering. When an answer stays general, DIO asks a follow-up before moving on, so the scorecard has a specific example to quote.

Related guides

• Structured interviews: why they predict performance, and how to run them at scale.
• Competency-based interview questions: 60 examples, grouped by competency.
• Knockout questions: how to word eligibility questions so they flag rather than reject.
• Interview question generator: pick competencies and get structured questions, follow-ups and what a strong answer sounds like.
• What candidates see: worth sharing with students before they start.