The Impact of Eye Contact During Video Interviews

Video interviews are becoming increasingly popular. Whether the interviews are conducted live (synchronous) or applicants are asked to record their answers to pre-determined questions (asynchronous), video interviews help to cut down on the cost of interviews and allow for a wider range of candidates to participate in the interview process. Due to this increased usage, researchers are studying different aspects of the video interview to determine if the format has any effect on candidate evaluation.

THE RESEARCH STUDIES

This study (Basch & Melchers, 2024) considered the impact of perceived eye contact in asynchronous video interviews. Candidates have different cameras and home office setups, resulting in video interviews with varying levels of “eye contact” with interviewers. For example, a candidate may be looking down at a laptop screen or looking to the side at a second monitor, whereas another candidate may be looking straight at the camera throughout the interview.

In two different experiments totaling 448 participants, the researchers manipulated the eye contact of the recorded “applicant” by either having the applicant look directly into the camera, down slightly, or off to the side slightly. The evaluators all had previous hiring experience, and they rated the performance and social presence of the applicant.

The results showed that when applicants did not make direct eye contact with their interviewer, it led to lower performance ratings on interviews and led evaluators to think the applicant had a poorer social presence than those who made eye contact. This seemed to be especially true for the applicants who looked off to the side instead of down.

PRACTICAL APPLICATIONS

The hiring process should be as free from bias as possible to ensure candidates are evaluated fairly and correctly. This research shows that something as simple as perceived eye contact could influence candidate evaluations. To utilize the results of this study, organizations may want to consider doing the following:

  • Advise candidates to position their camera above their monitor, rather than to the side. Sitting back from the monitor may also help, as this makes it less obvious if eye contact is broken.
  • Train the hiring team to be aware of the potential bias involving eye contact, which could reduce its effect on hiring decisions.

 

Basch, J. M., & Melchers, K. G. (2024). Here’s looking at you: Does eye contact in video interviews affect how applicants are perceived and evaluated? Journal of Business and Psychology.

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