Is It Ethical to Record Job Interviews? Navigating Consent and Confidentiality Concerns

I am a new recruiter. Recently, I was on a panel to interview some candidates for a position. One of the panelists (interviewers) was a management consultant to our client and advised that the interview session be recorded on tape. I suggested that it would not be ethical to do so. However, he quickly added that we could legitimately request the consent of the interviewee (candidate) if he/she could be put on tape. I quickly added that it may work against our main objective of getting an accurate and correct assessment of the candidate as he may become self-conscious and not be forthcoming. Besides, there are issues of confidentiality, etc. Personally, I would not feel comfortable being recorded on tape!

The consultant insisted that he had participated in over 100 interviews and there was nothing unusual about that. Additionally, he needed to have the interview process taped to enable him to play back the discussion to assist him in reviewing the candidates and to better improve the interview process. In the end, the client (CEO) overruled that the interview should be taped.

My question is: Is it proper to tape interviews, even with the consent of the candidate?

Dear friend,

Interviews are distinct from inquiries. While the objective may be the same - to probe the candidate's background, experiences, aspirations, etc., the need to tape (audio or video) is not in line with normative HR practices. As an HR professional, you have received adequate training in aspects related to judging the suitability of a candidate. Furthermore, there are tools (psychometric tests, etc.) that help you hone the selection criteria and results. Recruitment is both a 'science' and an 'art' that one perfects through experience.

I personally would not support such a proposition.

Regards,
mxsingh

The interview process should not be recorded, whether or not you have the consent of the candidate. This, for one, will leave the candidate nervous and conscious. The reason that you'll review the interview session is totally baseless. As very rightly said by Singh, there are techniques and tools to judge the candidate, and recruiters are well-trained to see who will be the best fit for the organization.

Interview sessions should not be recorded.

Regards,
Tan

Dear All,

The issue is indeed thought-provoking. However, I don't see what useful purpose recording of an interview will serve unless there is a broader issue of the entire interview process being under some kind of suspicion. Hiring, by definition, is entirely the domain of the prospective employer, and the decision to select or reject is solely with the employer. Therefore, there is no need to record a fair interview process, and for bulk recruitment, I would prefer written tests which have universal acceptance.

Rahul

Hi,

I strongly disagree with the idea of the interviews being taped with or without the consent of the interviewee. As rightly pointed out by you, the interviewee might become conscious and will try to give an answer which should get taped, not the one desired by the panel.

Since you mentioned that it was a panel interview, where is the need to get the interview taped? There are already a few learned people in the room who can recollect the answers given by the interviewee at any later point in time.

The idea of an interview is to assess the interviewee, but before that, we as interviewers must make him feel comfortable. By recording the interview, we are making him conscious that the tape can be used at a later stage against him.

As it is, we are constantly noting down the comments/statements that the interviewee makes in black and white, so why is it necessary to record the interview?

I do not have any idea about the legal aspects of this procedure, but ethically, I feel that it is unethical on the part of the interviewer to even ask the interviewee about the interview being taped (very few interviewees will disagree with the interviewer).

However, whatever I have mentioned is my personal point of view.

Regards,

Sonit Singh

Certainly, recording personal interviews is not commonplace. However, one has to remember that if the interviewer and the interviewee mutually agree without any pressure or psychological stress, there is nothing wrong with interviewing and recording the interview. It can create an intimidating environment for the interviewee and measure their level of stress.

If the interviewee does not agree to have their interview recorded, they should provide legitimate or logical reasons for their decision or simply decline the interview and express discomfort with being recorded. Ultimately, it is a choice for the candidates.

Overall, it was a refreshing topic that I read and I appreciate the efforts of the original person who posted this idea.

Good evening, sir,

Thank you so much for suggesting interview techniques. They were useful. Could you also please give some tips for interviewees as nowadays placements are at their peak? Additionally, companies generally conduct group discussions and then shortlist candidates for interviews. I have participated in two group discussions but unfortunately couldn't clear them. Can you provide me with some tips in this regard as well?

Thanks and Regards,
Shefali

Okay, it may not be recorded, but I don't think so. What is the problem if you are recording it? Obviously, it will help you and review again in your relaxing position. At the time of the interview, sometimes under pressure, you can't judge, but after when you relax, you can easily review it. Anyways, I just wrote it.

Regards,
Manish

Hello, this is Sandhya. I joined an automotive company (HERO MOTORS - The Hero Group of Companies) 2 months ago as a trainee executive in HR. I would like to know what is the best way to start working and how I can show my best performance to my boss.