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In today’s era of remote hiring, the virtual job interview has become increasingly informal—sometimes to a fault. According to Sara Nibler, a recruiter at RedBalloon, candidates are mistaking the convenience of Zoom for permission to abandon basic professional standards. From questionable attire to overreliance on artificial intelligence, she says the hiring process is grappling with a growing culture of casualness.
Nibler, who works with more than 80 organizations—including small businesses, 501(c)(3) nonprofits, and larger companies across industries ranging from manufacturing to media—conducts over 600 interviews annually. In a recent interview with Fortune, she described some of the more surprising experiences she has encountered.
One candidate logged on fresh from the shower, hair still dripping and shirt unbuttoned. In another instance, a colleague interviewed someone wearing a bathrobe. A different applicant for a senior role positioned her computer on a kitchen counter and performed yoga stretches throughout the conversation. While perhaps intended to convey comfort or authenticity, Nibler noted that such behavior rarely aligns with employer expectations.
The informality extends beyond wardrobe. One entry-level candidate conducted his interview while walking through a Walmart, checking out at a self-service register, and eventually driving home—all without ending the call. Although Nibler ultimately recommended him, she acknowledged that this level of multitasking generally undermines a candidate’s professionalism. Others prop their phones in their laps, leaving interviewers staring up at unflattering camera angles.
What began as a trend among entry-level applicants has increasingly spread to seasoned professionals. Nibler observes that many candidates appear uncertain about how to approach virtual interviews with the same seriousness as in-person meetings.
Artificial intelligence has added a new complication. Driven by what she calls “AI anxiety,” candidates frequently lean on generative tools to craft responses, sometimes reading answers verbatim from a screen during live interviews. Nibler advises job seekers to articulate their experiences in their own voice. AI-generated cover letters are often easy to spot, she says—typically following identical paragraph structures and, at times, even retaining the wrong company name.
She also reports a troubling decline in hard skills. Senior software developers have recently struggled with timed coding assessments that earlier cohorts completed with ease, suggesting overdependence on AI coding assistants.
Despite these challenges, Nibler cautions employers against responding in kind by relying heavily on AI screening tools. Automated filters can overlook unconventional but high-potential candidates. She recalled a recent hire—a chess master without a college degree—who proved to be an exceptional performer. An AI-driven screening process might have discarded his résumé outright.
As debates over remote work and return-to-office mandates continue, Nibler worries that younger professionals are missing out on mentorship and the development of critical thinking skills. When AI provides instant answers, the opportunity to wrestle with problems—and learn from experienced colleagues—diminishes.
Her advice to job seekers is straightforward: present yourself professionally, communicate authentically, and rely on your own thinking. In a hiring landscape increasingly shaped by technology, credibility still depends on human judgment.