Application trends 2025: video, take-home, pair-programming tests

Innovative ways in the selection process: What candidates will face in 2025

The application process for IT specialists is changing rapidly. While traditional cover letters and printed CVs used to dominate, dynamic, technology-supported selection processes are now gaining ground. Companies are increasingly focussing on gaining practical and authentic impressions of the skills and potential of their applicants. Formats such as video interviews, realistic programming tasks or joint pair programming with team members are replacing or supplementing traditional interviews. This gives talented candidates the opportunity to present themselves away from typical standard questions and to demonstrate their technical skills directly - instead of having to rely solely on rhetorical "selling" in the interview.

In the competition for highly qualified specialists, the winners are those who are aware of current developments and use the new formats in a targeted manner. The large selection of innovative tools requires you to match your own profile precisely to the desired competences and the culture of the target company. In the IT sector in particular, there is now a wide range of options, and the process can vary greatly from the initial contact to the contract offer.

The following article provides an insight into the most important application trends for 2025, highlights opportunities as well as typical stumbling blocks and presents practical recommendations for applicants and companies. Video applications, take-home tasks and pair-programming take centre stage as key selection formats. The presentation shows how both sides can handle these methods confidently and profitably.

Video: Authenticity instead of camera shyness - application in a short clip

Many companies now rely on video interviews at an early stage of the application process or ask directly for a self-recorded interview. The aim is to gain quick and unadulterated impressions of personality, expressiveness and communication skills. Such facets play a central role, especially for remote-orientated teams: How clearly and in a structured manner does an applicant communicate in front of the camera? Can he or she explain complex issues concisely? In international teams, linguistic flexibility is another selection criterion.

Specialised software solutions now enable time-shifted video interviews. Candidates answer set questions in self-recording mode and are bound to a strict time limit per answer. The special feature: There is no direct interviewer, so there are no questions. This requires the ability to formulate structured yet authentic contributions in a concise manner.

A practical example: an IT start-up asks applicants to introduce themselves in a video clip within two minutes and answer three questions: "Who are you? Which technical project has inspired you the most? What excites you about our company?" This short task requires clarity, but also the ability to create an interesting arc. Good preparation, but not a memorised monologue, scores points here. A bullet-point outline helps to get to the heart of the matter while remaining natural.

Large companies such as SAP or Zalando use solutions such as HireVue or easyrecrue to systematically analyse video contributions. AI-supported analyses are often used to evaluate communication, motivation and presentation. Applicants benefit if they make test recordings in advance to assess their performance in terms of impact, pace of speech and comprehensibility. Careful use of framing, sound and lighting significantly improves the quality of the results.

For companies, video assessments offer the advantage of assessing a large number of applicants quickly and comparably. The clips can be viewed and discussed in a team without the need for time-consuming appointments. Nevertheless, sensitivity is required: not every talented developer or experienced data scientist acts confidently in front of the camera. Anyone working with video formats should consider digital presentation skills as one criterion, not the only one.

Take-home challenges: practice-orientated tasks instead of a polished CV

Especially in technical professions, the take-home assignment has established itself as a practical selection criterion. Instead of relying on theoretical knowledge queries, companies set real challenges - a coding challenge, designing a database model, implementing a microservice or debugging existing applications. The aim is to assess the approach, solution and code quality in a practical context.

A typical use case: For a position in backend development, the applicant is given an API with the task of realising a specific endpoint. There is a time window of three days as well as clear specifications regarding the technology stack and the framework conditions (for example: no external libraries, test coverage of at least 80 per cent). The solution is uploaded via GitHub and clearly documented. A possible implementation could look something like this:

app.post('/api/todo', (req, res) => { const { title, dueDate } = req.body; if(!title || !dueDate){ return res.status(400).json({error: 'Missing required fields'}); } // Save to DB logic... res.status(201).json({ message: 'TODO created'}); })

Take-home tasks offer various advantages. Applicants can show without time pressure how they analyse problems, research solutions and implement them independently - usually with the tools they actually work with. Companies gain insights into working style, structuring and documentation quality and can make a differentiated assessment of their fit with their own requirements.

Some framework conditions have proven to be helpful: A transparent and realistic task description, effective communication on the time frame and sensible limits on the scope. For longer tasks, it is advisable to pay an expense allowance or invite feedback in a timely manner. For innovative employers, it is common practice to use the take-home solutions as the basis for a further technical discussion, where topics such as architecture decisions, software quality and clean code are discussed in greater depth.

Pair programming in the selection process: making team expertise visible

Pair programming is becoming increasingly important as an assessment format. Agile development teams in particular attach great importance to how candidates interact with others. In a typical pairing setup, the applicant works on a specific task together with a team member in real time - usually remotely, for example in tools such as Visual Studio Live Share, CodeSandbox or in specialised coding interview platforms such as CoderPad or CodeInterview.io.

The focus is less on pure factual knowledge and more on team communication, the ability to reflect and a co-operative approach to problems. The classic questioning of abstract algorithms takes a back seat. What is observed is how applicants share their thoughts, respond to feedback and exchange ideas for solutions. The ability to incorporate constructive feedback, make uncertainties transparent and create team synergies has become much more important.

A practical process might look like this: During the application process for a front-end position, a 60-minute coding session is scheduled in which a responsive menu is developed together and the decisions made are explained on an ongoing basis. Depending on the level of experience, the senior member of the team takes on the role of driver or navigator. Perfection is not the benchmark here - what is required is how well candidates adapt to a new task and actively shape collaboration.

Pair programming requires a rethink, especially from software developers who rarely write code as part of a team. Anyone who explicitly communicates their way of thinking, asks questions and openly addresses uncertainties is signalling a willingness to learn and genuine interest in the team. Companies also gain transparency: even before recruitment, it is possible to assess how a new team member will complement the existing group.

Reliable collaborative tools are advisable for successful implementation. A clearly defined area of responsibility and open communication about the objective and process provide orientation. After the session, it is advisable to provide differentiated and appreciative feedback. This keeps the experience positive and the focus on working together.

Best practices and recommendations: For companies and IT specialists

Targeted preparation is crucial for applicants. Test recordings during video interviews, careful documentation and adherence to clean code principles for technical tasks pay off. Teamwork becomes visible during pair programming: open communication, asking questions and a willingness to learn from each other are more convincing than lone wolves.

Companies benefit when they see digital selection processes as an opportunity to fill vacancies with a perfect fit. Clear tasks, realistic time frames and transparent evaluation standards are contemporary standards. Feedback should be constructive, respectful and personalised - this strengthens the employer brand and also leaves a positive impression on candidates who are not selected.

The current application trends offer both sides the opportunity to make technical expertise and personal qualities visible in the process. IT talent in particular should familiarise themselves with new selection procedures and work specifically on digital skills for video, take-home or pair programming. Those who use digital methods authentically for themselves will significantly increase their chances in the selection process.

Outlook:

The application process will continue to change in 2025. Digital, practical formats and interactive elements will become an integral part of recruiting for tech positions. Candidates who specifically adapt to new assessment methods and regularly hone their presentation, technical and team skills will secure clear advantages. Companies that take into account the fit with the team structure and soft skills in addition to the technical requirements will become more attractive in the market. With the increasing integration of AI tools, immersive interview formats and flexible onboarding options, the demands on both sides are rising - making the dialogue about talent and expertise ever more exciting and varied.