I posted an article on Linkedin Pulse about the new, and rapidly expanding, trend of recording candidate interviews. There is much we don’t know about the ramifications to a candidate when his interview is recorded, but this practice begs the question … does an interviewer’s demand / requirement to record an interview trump a candidate’s rights to refuse? What about questioning what happens to that recording? Or, asking how it will be used post-interview?
After I posted my article, I received an email from someone who was happy to share their story and for me to share it without attribution. To maintain confidentiality, here is my summary of that email.
I had a company ask me to not go see candidates but instead to conduct Skype interviews and record each one so that they could see them as well. Yes, that made me uncomfortable and also as a veteran recruiter it made me think they didn’t trust my judgment.
In my state, you are required to tell the candidate that they are being recorded, which I did. The quality was not always great. The company said that if anyone doesn’t want to be recorded, then we don’t want them. In all if was uncomfortable and the idea that a professional would be giving the yah or nay based on a video tape was not in the best interest of the client.
What do you think? Would you go along with a recorded interview regardless of the unknowns?