How to use Introvy practice sessions so candidates don’t lose offers on fixable mistakes

Why Practice Matters

Most candidates have never recorded themselves answering interview questions.

They don’t realize they’re:

• rambling past the point
• looking away from the camera constantly
• using filler words every few seconds
• answering around the question instead of directly

Help them see what hiring managers see — before it costs them the offer.

How to Set Up Effective Practice Sessions

1. Send Practice Questions That Mirror the Real Interview

Use Introvy’s Practice (Video) feature to send 3–5 questions that match what your client will actually ask.

For a sales role, that might look like:

• “Walk me through your approach to handling objections.”
• “Tell me about a deal you lost and what you learned from it.”
• “How do you prioritize when you have 20 leads in your pipeline?”

These aren’t generic “Tell me about yourself” prompts.

They’re specific to the role and company.

2. Give Candidates a Clear Deadline

Set expectations like:

This:

• creates urgency
• signals that you are treating this seriously
• frames practice as part of the process, not an optional extra

3. Review Their Practice Videos Together

Schedule a 15–20 minute video call to review recordings inside Introvy.

Focus on four things:

• Content: Did they answer the question directly?
• Structure: Did they ramble or stay focused?
• Delivery: Eye contact, energy, filler words, tone
• Examples: Did they give specific results/numbers, not vague claims?

You’re not just watching — you’re coaching.

What to Look For When Reviewing Practice Videos

Red Flags That Need Coaching

• Looking down or away from the camera (breaks connection)
• Long pauses before answering (reads as unprepared)
• “Um, so, like, you know” every few words
• Vague answers with no specific examples
• Rambling beyond 90 seconds per answer
• Low energy or monotone delivery

These are all fixable with a bit of work — if you spot them early.

Strong Signals Worth Reinforcing

• Direct eye contact with the camera
• Clear structure: a beginning, middle, and end
• Specific examples with measurable results
• Appropriate energy and enthusiasm
• Concise responses (usually 60–90 seconds)

Call these out explicitly:

A Feedback Framework That Actually Helps

1. Be Specific, Not General

• Bad feedback: “You need to be more confident.”
• Good feedback:

> “In question 2, you looked away from the camera three times when talking about your win.

> Try keeping your eyes on the lens the whole time — it makes you come across as more confident and direct.”

Specific = actionable.

General = frustrating.

2. Give One Thing to Improve Per Question

Don’t hit them with a list of 10 fixes.

For each question, pick one change that will make the biggest difference:

• “Shorten the story.”
• “Add a number to the result.”
• “Stop apologizing before you answer.”

They’ll actually remember and apply it.

3. Have Them Re-Record After Feedback

Ask:

This:

• shows immediate improvement
• builds their confidence
• makes them feel prepared instead of anxious

Bottom Line for Recruiters

Practice isn’t optional for top candidates.

It’s how they separate themselves from everyone else interviewing for the same role.

Use Introvy’s Practice (Video) feature to:

• mirror the real interview
• spot issues early
• coach candidates into becoming the most prepared person in every room they walk into.