Technical hiccups during a virtual job interview could be the deciding factor in whether you land the role, according to new Australian research. A study has found that video glitches, such as frozen screens or audio delays, can significantly harm a candidate's chances by making them appear less competent and suitable for the position.
The Impact of Technical Difficulties on Perception
The research, conducted by a team from the University of Western Australia and Curtin University, involved showing participants videos of simulated job interviews. Some of these videos contained deliberate technical faults, including frozen frames and out-of-sync audio. The findings were clear: candidates experiencing these issues were consistently rated lower by observers.
Participants perceived these candidates as less hireable, less competent, and even less likeable compared to those with smooth, glitch-free interviews. This negative bias occurred even though the content of the candidates' answers was identical. The study suggests that the interruptions caused by the glitches break the flow of communication, making it harder for the interviewer to follow and engage with what is being said.
Why Glitches Create a Negative Bias
Lead researcher and PhD candidate Patrick O'Callaghan explained the psychological mechanism at play. He noted that when a video freezes or audio becomes choppy, it forces the viewer's brain to work harder to process the information. This extra cognitive load can lead to frustration and a subconscious negative assessment of the person on screen.
"It's not that people are consciously thinking, 'This person's internet is bad, therefore they're a bad candidate'," O'Callaghan said. "Instead, it's an automatic response. The difficulty in processing the information spills over into a more negative impression of the candidate's performance and personality." The research highlights a potential unfairness in the hiring process, where factors beyond a candidate's immediate control can unfairly influence the outcome.
Practical Advice for Job Seekers and Employers
For job seekers, the message is to prioritise a stable technical setup. Testing your internet connection, webcam, and microphone well before the interview is crucial. Using a wired Ethernet connection instead of Wi-Fi can provide more stability, and choosing a quiet, well-lit room with a plain background minimises other distractions.
For employers and hiring managers, the study serves as a warning about unconscious bias. Organisations should provide clear technical guidelines to candidates and consider being more forgiving of minor glitches. The research team suggests that if a significant technical fault occurs, the fairest approach might be to stop and reschedule the interview or to disregard that segment when evaluating the candidate's responses.
As virtual and hybrid work models become permanent, video interviews are now a standard part of the recruitment landscape. This Australian research provides vital evidence that the medium itself can influence the message, urging both sides of the hiring equation to ensure technology is an enabler, not a barrier, to finding the right person for the job.
