This study explores how cognitive activities of applicants in AI Video Interviews (AIV) impact their performance. The objective is to analyze the mediating and moderating effects of Cognitive Persistence (CP), Cognitive Flexibility (CF), and Self-Efficacy (SE) on the relationship between the Opportunity to Perform (OP), which possesses characteristics of Fairness, and the performance in AI video interviews. To test these relationships, we collected survey data and the actual performance data of 223 AIV participants during the recruiting process from one of global manufacturing company in South Korea. The results indicate that CP and CF play a positive mediating role between OP and the applicant's AIV Performance, and self-efficacy partially moderates this relationship. Higher self-efficacy enhances the cognitive persistence of applicants, motivating them to achieve better performance. This research provides important insights into how cognitive traits and self-efficacy should be considered in designing and improving the hiring processes utilizing AI tools like AIV. This study will assist companies in creating more effective and fair recruitment processes and offer applicants the opportunity to maximize their potential.