Recruiter details poor virtual interview etiquette: bathrobes, yoga, and AI reliance
In the current era of remote recruitment, the virtual job interview has descended into a chaotic state of unprofessionalism and reliance on artificial intelligence shortcuts. Sara Nibler, a recruiter at Redballoon who places individuals in roles from manufacturing to media, observes that job seekers are increasingly mistaking the ease of virtual interactions for permission to disregard fundamental professional decorum. From applicants appearing in bathrobes to those delegating their critical thought processes to AI, the online hiring environment is grappling with an excess of informality.
Nibler, whose experience spans over 80 organizations, including small businesses, 501(c)(3) nonprofits, and larger corporations across diverse sectors, personally conducts more than 600 interviews annually. She recounted some of her observations with amusement during a recent discussion.
“I spoke to one gentleman who, I think he wanted to be very prepared for the call,” Nibler stated, “but he was, you know, fresh from the shower, with his hair still dripping wet, his shirt was open.” Nibler categorized this as akin to an interviewee wearing a bathrobe, though she noted a colleague actually interviewed a candidate dressed in one.
Another candidate, applying for a senior position, was observed stretching extensively, according to Nibler. “She had her computer set up on her kitchen counter, and she was doing yoga, essentially, throughout the interview.” Nibler speculated this might have been an attempt to appear casual, but found it “just not really in tune with what an employer would like to see.”
“Because of the informality of a Zoom call, people don’t really know how to encounter that as an interview,” she elaborated. This casual approach to virtual interviews extends beyond clothing choices to include peculiar multitasking. For example, one job seeker for an entry-level position conducted his interview while shopping, walking through aisles, using a self-checkout, and then driving. Nibler believed he was busy and trying to integrate the interview into his day, and she did recommend him for the role, but generally, she advises against candidates who are “so casual.” She also mentioned many interviewees place their phones in their laps, resulting in recruiters viewing their chins or other awkward angles.
Initially, these breaches of etiquette seemed limited to entry-level applicants, but over several years at Redballoon, Nibler has seen the trend expand to include experienced job seekers. “We are seeing more of people just not understanding what’s required of them when they come to a call,” she remarked. A similar dynamic is evident concerning AI’s influence on the job application process.
The AI element
However, bathrobes and yoga poses represent only part of the issue. The proliferation of artificial intelligence has introduced a new layer of complexity to hiring. Driven by “AI anxiety,” many candidates attempt to leverage the technology for an advantage, only to undermine their own prospects. “I think the AI anxiety can bring out some insecurity and I think that’s not going to serve them at all, to be honest, in the interview,” Nibler commented. During live virtual interviews, she noted, recruiters are increasingly catching candidates reading directly from screens, relying entirely on AI to formulate their responses.
“I think people should take the time to communicate their resume in a way that just doesn’t look like AI,” Nibler advised. Regarding cover letters, she emphasized the importance of a human touch. “Job seekers think people don’t read the cover letter, but I think that’s another way to set yourself apart in a world of AI and not use AI for your cover letter.” She stated it’s “pretty obvious” when a cover letter is AI-generated, particularly when applicants neglect to alter the company name in a template. Generally, they feature “almost the exact same number of paragraphs, short first paragraph, three paragraphs, one paragraph at the end. And there are just maybe different, you know, flavors, different tone, but almost identical.”
Nibler also pointed to a concerning decline in hard skills. She observed that senior software developers recently struggled with a timed skills test that previous groups had easily completed, primarily because the new applicants had become overly dependent on AI assistants and copilots for their coding.
Despite these challenges, the recruiter cautioned employers against retaliating with AI. She strongly advised companies not to use AI for resume screening, noting that algorithms frequently overlook unconventional, high-potential talent. She recounted a recent discussion with a small business owner who took a chance on a candidate without a college degree—a “chess master” who had dedicated years to studying and competing in chess. “He’s been a fantastic hire. Now, AI would have screened [out] that resume,” resulting in a loss for the company.
As the ongoing tension between candidates seeking remote flexibility and companies advocating for a return to the office persists, the recruiter believes the younger generation is missing out on crucial mentorship. Without direct, shoulder-to-shoulder experience with more seasoned colleagues, she worries about the erosion of critical thinking skills, especially when AI offers so many immediate shortcuts. Ultimately, her advice to job seekers navigating this challenging landscape is straightforward: “Be honest,” dress neatly and professionally, and present your best self.