8 Red Flags to Watch for in a Virtual Job Interview

With the growing adoption of remote or hybrid work, virtual job interviews have gone from necessity to normality in a few short years. However, this type of interviewing comes with its own challenges. It can highlight areas of concern, communication gaps, and subtle biases that might not be as apparent in face-to-face meetings.

Read on to learn about eight red flags interviewers and candidates should watch for in virtual job interviews.

1. Lack of Responsiveness

Interviewers and candidates need to be aware of how each party communicates during the interview process. If a candidate takes a long time to respond, is late or absent for an interview, or doesn’t inform you about unexpected delays, this could signal a lack of commitment towards the role. Additionally, it may point to issues with their time management skills.

Candidates should also look for issues like vague job descriptions, a lack of clear, concise responsibilities, and inconsistent or slow communication.

Another factor to be cautious of is if interviewers don’t provide clear responses to interview questions. If they answer a question with generic corporate catch-terms but fail to provide an understandable meaning, this could indicate they’re unclear on their corporate culture or the nature of the role on offer.

2. Unexplained Job-Hopping and High Turnover Rates

If a candidate has job-hopped consistently over the past few years, this could be considered a warning sign in some cases. While many professionals change jobs frequently to secure promotions or higher salaries, this could also indicate commitment issues and an inability to stay in a role in the long term. It can also provide evidence of their character and work ethic.

This red flag could also be relevant to candidates, albeit in a different way. During virtual interviews, candidates should ask for evidence of a constructive, inclusive work culture. Companies that cannot specify their policies around team-building, employee check-ins, and mental health support resources may not have these systems in place.

3. Conflicts in Core Values

A mismatch in core values between employers and applicants is a major challenge. Before engaging in virtual interviews, both parties need a deep understanding of their most important values. This enables both companies and applicants to assess how their values align and whether or not conflicts will arise in the future.

Applicants, in particular, should check with potential employers regarding their commitment to their stated values. For instance, if the hiring organization says they value inclusion and diversity, it’s vital to ask exactly what they are doing to promote inclusion and diversity in the workplace. If they cannot provide meaningful answers, they may not truly uphold these values.

4. Inconsistency

Interviewers who notice inconsistencies in how candidates present themselves, their skills, and their accreditations should take caution. Some candidates misrepresent information about themselves in their resumes and video interviews to secure the role despite being underqualified.

If a candidate hesitates when asked about their education history or work experience or cannot provide answers that align with what’s in their resumes, these could be signs that they’ve provided misleading or inaccurate details.

Applications should also bear this red flag in mind during interviews. If the interviewer’s description of the role sounds vastly different or more involved than the initial job listing specified, this can signal several issues. The hiring manager may not communicate effectively with departments and stakeholders, or the company has unscrupulous hiring and labor practices. Either way, it’s best to be careful about proceeding.

5. Inappropriate Questions and Comments

Hiring staff and candidates should always consider inappropriate comments and questions as cause for concern. Some inappropriate interactions can be subtle, and others are obvious and easy to identify. Offensive, excessively personal, or otherwise questionable statements and questions from either party are never appropriate.

Be aware of any comments with sexist, racist, ageist, or other forms of bias as well. These could indicate a toxic work culture for job seekers, or an unsuitable and potentially problematic candidate for employers.

6. Poor Connection and Low Engagement

Statistics show that 78% of remote employees are highly engaged in their work, and this high level of engagement should be evident in virtual interviews, too. An engaged candidate will be eager to listen and share information, creating a connection with the interviewer, whereas one who is not will seem distracted, disinterested, or uncomfortable.

Likewise, hiring professionals should be excited about what candidates have to offer and establishing a connection. If an interviewer seems distracted or bored or asks questions in a flat, robotic way, this could be a sign that the interview isn’t doing well and it’s up to the candidate to bring the engagement back. A lack of enthusiasm may also highlight a general lack of engagement in the work environment which is something the candidate has to watch out for if they have to constantly attempt to re-engage the interviewer.

7. ‘Exploding’ Job Offers

Exploding job offers have strict deadlines and expire directly after these deadlines are reached. This tactic can be viewed as an ultimatum overriding a candidate’s wish to make a deliberate, informed career decision. It can also show rigidity, forcefulness, and, in some cases, a lack of respect for employees’ autonomy.

Conversely, some candidates may be pushy, demanding job offers by a certain date or repeatedly contacting interviewers after interviews. These actions may signify insecurity, a lack of professional boundaries, or forceful personality traits that may not align with a company’s healthy culture.

8. Maligning Past Employers or Employees

Most interviewees will discuss their past roles with other companies during the interview. If, however, a candidate speaks poorly or badmouths past team members or employers, this could be a warning sign. They may not be willing to take accountability for their actions or performance and may have difficulty with teamwork or maintaining interpersonal relationships.

Employers who speak poorly about past and existing employees should be regarded with caution. This may be another indicator of a toxic workplace culture and unhealthy team dynamics.

Create a Green Flag Culture

Identifying red flags in virtual interviews is essential for candidates and employers. It enables hiring professionals to make informed hires that align with company values, and it allows applicants to accept roles in workplaces with healthy cultures, engaged teams, and proper support systems in place.

Manila Recruitment is your ideal partner if you’re looking to build or refine your organizational corporate culture and attract top-tier talent who will thrive. We connect you with top-tier professionals in the Philippines who share your company’s values. Let us help you find dedicated talent to propel your business forward.

Contact us today to get started.