Virtual interviews are now commonplace for job seekers. Many even say virtual is the best way to interview these days as it reduces the stress and cost surrounding traditional on-site interviews. But the widespread practice of this modality creates pressure for companies and hiring managers to get them just right. The problem? Many human resource professionals are still unsure about how to effectively conduct a virtual interview and offer guidance to their companies. Unfortunately, the same avoidable issues plaguing in-person interviews often show up in virtual interviews.

How well do we get to know people in any kind of interview? Do we get to know people better in person? Or do live touchpoints make it easier to form judgments based on outside (or irrelevant) criteria? Any time we meet a new person, we make snap judgments. We read their body language. We make assumptions based on how they look and dress. We might even judge them on a handshake. All these judgments happen quickly and subconsciously. But they have a deep impact on our decisions. In fact, a CareerBuilder study noted that 87 percent of employers say they know whether the candidate is the right fit within the first 15 minutes, and nearly half said they could tell within the first five minutes.

That’s certainly not enough time to decide on a candidate based on data or their capabilities and motivations. Instead, we’re taking shortcuts and making decisions that are likely influenced by personal preferences, hunches, and biases.

Virtual Interviews Can Introduce New Biases

Virtual interviews don’t necessarily solve these problems. In fact, virtual interviews exacerbate concerns over bias-riddled hiring processes. While interviewers may have fewer opportunities to observe in-person cues, they now have a glimpse into candidates’ personal lives that they never had before.

During a virtual job interview, they may see a person’s home interior, hear a dog barking, or see a child running in the background and jump to conclusions. They may judge a candidate based on a picture or poster hanging on their wall.

So how do we address the slippery slope of bias that comes with virtual interviewing? The key to mitigating bias while reducing the awkwardness of the virtual interview is to add more structure to the process. In essence, follow many of the same best practices for interviewing a candidate in person.

Learn how to structure a virtual interview in DDI’s blog.