With remote work on the rise, Zoom interviews have become the new norm for hiring managers and recruiters. They’re convenient, efficient, and allow you to connect with candidates from anywhere. But just like in-person interviews, virtual meetings come with their own challenges—especially when spotting potential red flags.
A polished résumé and well-written cover letter can only tell you so much about a candidate. It’s during the interview that you get a real sense of their personality, professionalism, and how well they might fit into your team. However, virtual interviews create a unique dynamic where certain warning signs might not be as obvious as they would be in person. That’s why it’s important to be extra observant, not just in what a candidate says, but also in how they present themselves and interact in a remote setting.
While a single red flag doesn’t necessarily mean a candidate isn’t right for the job, multiple warning signs can cause concern. From technical issues to disengaged body language, here are 12 red flags to watch out for when interviewing candidates on Zoom—or any other video conferencing platform.
1. Poor Internet Connection and Technical Issues
We get it—tech issues happen. A weak Wi-Fi signal, audio glitches, or the occasional screen freeze can be out of a candidate’s control. But there’s a big difference between a one-time hiccup and an interview that feels like a never-ending game of “Can you hear me now?”
If a candidate’s connection keeps dropping, their audio is painfully choppy, or they take forever to rejoin the call after getting disconnected, it could signal a lack of preparedness. A serious candidate should test their setup ahead of time and have a backup plan (like using a mobile hotspot or finding a quieter location with a stable connection).
Beyond connectivity, watch for candidates who struggle with basic Zoom functions—muting and unmuting, sharing their screen, or adjusting their camera. While not everyone is a tech wizard, a complete inability to navigate a common video platform could be a red flag, especially for roles that require adaptability and digital communication.
Of course, give candidates some grace—sometimes technology fails despite the best efforts. But if an interview feels like a battle against bad Wi-Fi, it’s worth considering whether this person will be able to communicate effectively in a remote or hybrid work environment.
2. Unprofessional Background and Environment
A Zoom interview gives candidates the chance to showcase their professionalism, even from home. But if their background looks like a tornado just swept through, it might be a sign that they didn’t put much thought into their presentation.
Messy rooms, unmade beds, or piles of laundry in the background don’t exactly scream “attention to detail.” And if they’re taking the call from a noisy café, a moving car, or worse—a chaotic living room with blaring distractions—it raises questions about their ability to plan ahead and create a professional work environment.
That said, not everyone has a dedicated home office, and life happens. But a serious candidate should at least make an effort to find a quiet, neutral space. A simple background (or a non-distracting virtual one) shows they’re prepared and taking the interview seriously.
Also, watch out for excessive camera shyness—if they keep the camera off for no clear reason or frame themselves so poorly that you can barely see them, it could indicate a lack of confidence or engagement.
3. Lack of Eye Contact and Engagement
One of the trickiest things about Zoom interviews is recreating the natural connection of an in-person conversation. But even through a screen, eye contact and engagement still matter. If a candidate constantly looks away, seems distracted, or appears to be reading from another screen, it’s a big red flag.
Now, we’re not expecting them to stare into the camera without blinking—that would be unsettling. But a candidate who barely makes eye contact, frequently looks down, or seems to be multitasking (typing, glancing at another monitor, or checking their phone) may not be fully invested in the conversation. Worse, if they take long pauses before answering, it could suggest they’re reading off a script or even getting outside help.
Another giveaway? Their energy level. Do they seem genuinely excited about the opportunity, or are they just going through the motions? A monotone voice, lack of enthusiasm, or overall disengagement might indicate they’re not all that interested in the role—or worse, that this is just one of many interviews they’re casually taking without real commitment.
Of course, nerves can play a role, and some people simply aren’t as comfortable on video calls. But a strong candidate will make an effort to stay present, engage naturally, and show enthusiasm for the conversation. If they don’t, it’s worth asking yourself: will this lack of engagement carry over into their work?
4. Reading Off a Script
We all want candidates to come prepared for an interview—that’s a good thing! But there’s a fine line between being well-prepared and sounding like they’re reading a script word-for-word. If their answers feel robotic, overly rehearsed, or lack any natural pauses, chances are they’re reading from a document offscreen.
A few subtle clues can give this away. Are they maintaining steady eye contact, or do their eyes keep darting back and forth as if they’re following a paragraph? Do their responses feel generic, lacking real examples or personal insights? If you throw in an unexpected follow-up question, do they suddenly freeze or scramble to find an answer that wasn’t in their notes?
While it’s normal (and totally fine!) for candidates to jot down key points ahead of time, an interview should be a conversation, not a scripted performance. The best candidates will sound natural, engaging, and adaptable—even if they’ve practiced their answers beforehand.
If you suspect someone is relying too heavily on notes, try breaking up the rhythm of the conversation. Ask a follow-up that forces them to elaborate, or have them walk you through a past project in detail. A strong candidate should be able to think on their feet, not just read what’s in front of them.
At the end of the day, you want to hire someone who truly understands their experience—not just someone who’s good at reading aloud.
5. Inconsistent or Vague Answers
You ask a candidate about their experience leading a project, and their response is… vague at best. They toss around buzzwords like “collaboration” and “problem-solving,” but when you dig deeper, they can’t provide any real details. That’s a red flag.
A strong candidate should be able to speak confidently about their past roles, responsibilities, and achievements. If their answers are overly general, lacking specifics like project names, quantifiable results, or clear examples, it could mean one of two things: either they’re exaggerating their experience or they’re not great at articulating what they’ve done. Neither is ideal.
Another warning sign? Inconsistencies between their résumé and what they’re saying in the interview. If their résumé states they “led a team of five,” but when you ask about it, they suddenly downplay their leadership experience, something isn’t adding up. Similarly, if their timeline of past jobs seems fuzzy or they struggle to explain gaps in employment, it’s worth pressing further.
Of course, some people get nervous and might struggle to recall details under pressure. If you sense that’s the case, try guiding them with specific follow-up questions like, “Can you walk me through a specific challenge you faced in that role?” or “What was your biggest takeaway from that project?” A strong candidate will eventually find their footing, while someone who’s stretching the truth will continue to dodge specifics.
6. Unpreparedness for Common Questions
Every interview comes with a few predictable questions: Tell me about yourself. Why do you want this job? What interests you about our company? These aren’t trick questions—they’re the basics. So when a candidate stumbles through them, gives a vague response, or clearly hasn’t done any research, it’s a red flag.
Imagine asking, “What do you know about our company?” and being met with awkward silence, followed by, “Uh… I saw the job posting and thought it looked interesting.” Yikes. That tells you they didn’t take the time to even Google your company, let alone think about how they’d fit in.
Being unprepared for common questions suggests a lack of initiative, enthusiasm, or genuine interest in the role. If they can’t clearly explain why they want the job, how can you be sure they’ll be motivated if they get it?
Of course, nerves can play a role—some candidates get flustered even when they are prepared. But there’s a difference between nervousness and not doing the homework. A good candidate will at least have some structured thoughts about their experience, what excites them about the role, and why they want to work with your company.
If they fumble through even the most basic questions, it’s worth asking yourself: If they didn’t put in effort for the interview, how much effort will they put into the job?
7. Poor Body Language and Low Energy
A Zoom interview might not feel as formal as an in-person meeting, but that doesn’t mean professionalism goes out the window. Body language still speaks volumes—even through a screen. If a candidate slouches, barely makes eye contact, or looks like they just rolled out of bed, it could be a sign they’re not taking the opportunity seriously.
Now, not everyone is naturally expressive, and nerves can sometimes make people appear more reserved. But if a candidate seems completely disengaged—giving one-word answers, failing to smile, or sounding like they’d rather be anywhere else—that’s a red flag. Energy matters! You don’t need them to be bouncing off the walls with excitement, but you should get the sense that they’re genuinely interested in the conversation.
Other body language cues to watch for:
- Slouching way back in a chair or resting their head on their hand.
- Staring blankly or failing to respond to social cues.
Of course, some people are just naturally more reserved or may struggle with video calls. If you’re unsure, try making the conversation a little more relaxed—ask about a project they enjoyed working on or what excites them about the role. If they still show little enthusiasm, it might be a sign that they’re just not that invested in the opportunity.
8. Overuse of Virtual Backgrounds or Filters
We’ve all seen the classic Zoom blunders—someone accidentally turns themselves into a talking potato, or their virtual background glitches, making them look like a floating head. It’s funny in a casual setting, but in a job interview? Not so much.
A candidate’s choice of background says a lot about their level of professionalism and preparation. If they’re using a distracting virtual background—like a tropical beach, outer space, or a meme—it raises the question: Did they not take this interview seriously? Even worse, if the background keeps glitching and making parts of their body disappear, it can be more distracting than helpful.
Now, some people use a blurred or neutral virtual background to hide a messy room, and that’s totally fine! But if a candidate goes overboard with flashy effects or playful filters (yes, people have shown up to interviews with cat ears or animated sunglasses), it might indicate a lack of judgment about professional settings.
Also, watch for candidates who rely on a virtual background to cover up a noisy or chaotic environment. If their surroundings suggest they won’t have a suitable workspace for remote or hybrid work, that’s something to consider.
A good rule of thumb? A simple, distraction-free background—whether real or virtual—is ideal. It shows they’ve put thought into their presentation and want to keep the focus on the conversation, not on the flying galaxy behind them.
9. Frequent Interruptions and Background Noise
Life happens, and not everyone has a perfectly quiet home office. But if a candidate’s interview is constantly interrupted by barking dogs, loud roommates, or family members walking in and out, it can raise concerns about their ability to create a professional workspace—especially if the role involves frequent video calls.
Now, an occasional background noise isn’t a dealbreaker. A passing siren or a dog barking once? No big deal. But if the interview is filled with constant disruptions—kids yelling, TVs blaring, or a never-ending symphony of notifications—it suggests the candidate didn’t put much effort into setting up a quiet space. Worse, if they don’t acknowledge or attempt to minimize the distractions, it could indicate a lack of awareness or preparation.
Another red flag? If they repeatedly mute themselves because of excessive background noise, making it hard to have a natural conversation. While muting can be polite in group meetings, in a one-on-one interview, it’s usually a sign that their environment isn’t well-suited for professional communication.
Of course, not everyone has access to a private office, and some candidates may be doing their best with limited options. If they apologize for an unexpected interruption and quickly refocus, that’s a good sign! But if the entire interview feels chaotic and they seem unbothered by it, it’s worth considering whether they’d be able to maintain professionalism in a work setting.
At the very least, a candidate should make an effort to minimize distractions and show they respect your time. If they don’t, it might be a glimpse into how they’ll handle work meetings—or rather, how they won’t.
10. Negative Attitude or Badmouthing Past Employers
A job interview is a chance for candidates to highlight their skills, experience, and enthusiasm for the role. But if the conversation takes a negative turn—especially when discussing past jobs or employers—it’s a major red flag.
If a candidate spends a lot of time complaining about their previous boss, trash-talking coworkers, or blaming everyone else for their past job struggles, it raises concerns about their professionalism and mindset. Sure, not every work experience is positive, and sometimes people genuinely have difficult past employers. But the way someone talks about those experiences speaks volumes about their attitude.
Pay attention to how they frame challenges. Do they take responsibility for their part in a tough situation, or is it always someone else’s fault? A candidate who constantly shifts blame or dwells on the negatives might bring that same energy into your workplace.
A strong candidate will acknowledge past challenges while focusing on what they learned and how they grew from the experience. Instead of saying, “My last boss was terrible and had no idea what they were doing,” a more professional response would be, “My last role had some challenges, but I learned a lot about adapting to different leadership styles and improving communication.”
If a candidate can’t speak positively about their work history—or at least stay professional when discussing tough situations—it’s worth asking yourself whether they’d bring that same negativity into your team. A positive, solutions-oriented mindset is key to success in any workplace, and a candidate who focuses too much on the past might not be ready to move forward.
The Takeaway
Conducting interviews over Zoom comes with its own unique challenges, but it also provides a great opportunity to see how candidates handle themselves in a remote setting. While one small red flag isn’t necessarily a dealbreaker, spotting multiple warning signs—like a lack of preparation, poor communication, or a disengaged attitude—should make you think twice about moving forward.
The best candidates will show up prepared, engaged, and eager to have a real conversation. They’ll make an effort to present themselves professionally, demonstrate strong communication skills, and show genuine enthusiasm for the role. If instead, you find yourself struggling through tech issues, dodging vague answers, or listening to a long list of complaints about their last job, it might be a sign to move past them.
By staying alert to these warning signs, you’ll be in a better position to make informed hiring decisions and bring on candidates who will truly add value to your team.
If you’d like to hire remote talent, South runs initial interviews on your behalf so you only get the best possible candidates to interview. Schedule a free call with us and hire your next favorite employee today!
