Recording job interviews can be a valuable tool for ensuring accuracy and fairness in hiring. However, it is essential to consider several Interview recording compliances before proceeding. Recording interviews can be compelling in building intelligence around interviews, eliminating bias, and making better hiring decisions. The recordings can be used for training interviewers efficiently. Interviewers do some of the best interviews and respond to candidates’ questions.
A recorded or transcribed interview can brush the interviewer’s memory at the time of feedback, enabling a comprehensive assessment of each candidate rather than a judgment based on the interviewer’s memory. Recording interviews can also help people managers keep track of the interview process, which is a crucial element in employer branding.
Obtaining the consent of all parties being recorded is a crucial consideration when it comes to interview recording compliances. In most jurisdictions, it is necessary to inform candidates that the interview will be recorded and obtain their written or verbal consent before proceeding. Failing to obtain consent could result in legal liabilities and damage a company’s reputation.
It is also important to ensure that candidates understand the purpose of the recording and how the data will be used. According to a survey conducted by the Society for Human Resource Management (SHRM), 78% of organizations record job interviews to evaluate the candidate’s fit and qualifications, while 52% use recordings to document the process for legal or compliance purposes . By clearly communicating the purpose of the recording and how the data will be used, companies can help to build trust and improve the candidate experience.
In addition to obtaining consent, it is essential to consider the potential psychological impact of recording on candidates. Research has shown that being recorded can increase anxiety and self-consciousness in individuals . To mitigate these effects, providing candidates with information about the recording process beforehand and offering support during the interview, such as allowing breaks or providing water, may be helpful.
An essential part of interview recording compliance is privacy laws. Different countries have different privacy laws that may impact the recording of job interviews. In the United States, the Electronic Communications Privacy Act (ECPA) regulates the interception of electronic communications, including recordings made with smartphones or other recording devices . The ECPA requires that at least one party to the conversation consent to the recording, but some states have more stringent laws requiring all parties’ support. It is essential to familiarize oneself with the relevant laws in the jurisdiction and ensure compliance.
Data protection is a critical key compliance issue when it comes to recording job interviews. Storing interview data for later review is vital to ensure compliance with relevant data protection laws. This may include the General Data Protection Regulation (GDPR) in the European Union, which requires organizations to protect individuals’ personal data and provide clear information about how the data will be used . In the United States, the California Consumer Privacy Act (CCPA) provides similar protections for the personal data of California residents .
It is essential to have appropriate policies and procedures in place for storing and handling recorded job interviews. This may include implementing technical and organizational measures to protect the data from unauthorized access, such as encryption and secure storage systems. It is essential to provide clear information to candidates about how the data will be used and protected and to ensure that the data is only accessed by authorized personnel for legitimate purposes.
Ensuring that the recording of job interviews does not lead to discrimination based on protected characteristics, such as race, gender, age, and disability, is another interview recording compliance to consider. This may include avoiding asking inappropriate or discriminatory questions during the interview and using objective criteria to evaluate candidates rather than relying on subjective assessments.
According to a survey by the Equal Employment Opportunity Commission (EEOC), nearly 50% of all charges filed with the agency in 2018 were related to allegations of discrimination based on race, followed by sex (including pregnancy and gender identity), disability, and age . By following best practices and avoiding discrimination, companies can help protect themselves from potential legal liabilities and improve diversity and inclusion within their organization.
If recordings of job interviews are being made available for review by multiple people, it is vital to ensure that the recordings are accessible to all. This may include providing transcripts or captions for individuals who are deaf or hard of hearing.
According to the World Health Organization (WHO), approximately 466 million people globally have disabling hearing loss . By ensuring that recorded job interviews are accessible to individuals with hearing impairments, companies can create an inclusive and fair hiring process.
Ensuring the security of recorded job interviews is a crucial compliance consideration, particularly if the data is being stored. Implementing appropriate technical and organizational measures, such as encryption and secure storage, is an important system to protect the data from unauthorized access.
Data breaches and cyber-attacks seriously harm businesses, including financial losses, reputational damage, and legal liabilities. Companies can protect themselves and candidates’ data from cyber threats by implementing appropriate security measures.
In summary, recording job interviews can be a helpful tool, but it is crucial to consider compliances related to consent, privacy laws, data protection, discrimination laws, accessibility, and security; considering these factors, companies can ensure that the recording of job interviews is fair, transparent, and compliant.
Recording interviews are compelling, and managers should invest in this. It is also super important to ensure compliances are met, and to do so; companies can utilize technology and software like BarRaiser, which are compliant in data security, data protection, privacy, and confidentiality as per world-class global standards. For more information, visit the BarRaiser Compliance Page.
 Society for Human Resource Management. (n.d.). Interviewing and Selection. Retrieved from https://www.shrm.org/shrm-india/pages/shrm-india-trainings.aspx
 Knapp, M. J., & Hall, J. A. (1997). Nonverbal Communication in Human Interaction (5th ed.). Fort Worth, TX: Harcourt Brace College Publishers.
 Electronic Communications Privacy Act (ECPA). (n.d.). Retrieved from https://www.law.cornell.edu/uscode/text/18/2511
 European Union. (2016, May 25). Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on protecting natural persons about the processing of personal data and the free movement of such data and repealing Directive 95/46/EC (General Data Protection Regulation). Retrieved from https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=CELEX:32016R0679&from=EN
 California Consumer Privacy Act (CCPA). (2020, January 1). Retrieved from https://oag.ca.gov/privacy/ccpa
 Equal Employment Opportunity Commission. (2019, March 29). FY 2018 EEO-1 National Aggregate Report. Retrieved from https://www.eeoc.gov/equal-employment-opportunity-commission-state-and-local-government-information-eeo-4-2019-118
 World Health Organization. (2019, March 3). Deafness and hearing loss. Retrieved from https://www.who.int/news-room/fact-sheets/detail/deafness-and-hearing-loss
People also asked about
1. What is the purpose of recording job interviews?
The purpose of recording job interviews is to create a record of the conversation that can be reviewed later. This can help hiring managers to more easily evaluate a candidate’s qualifications and fit with the company. Recordings can also be used for legal or compliance purposes.
2. Is recording job interviews legal?
The legality of recording job interviews varies by jurisdiction. In most cases, it is necessary to obtain the consent of all parties being recorded. Ivitalrtant to familiarize oneself with the relevant laws in the jurisdiction and ensure compliance.
3. How can I ensure that recording job interviews do not lead to discrimination?
To ensure that recording job interviews do not lead to discrimination, it is essential to avoid asking inappropriate or discriminatory questions during the interview and to use objective criteria to evaluate candidates rather than relying on subjective assessments. Following best practices for preventing discrimination in the hiring process is also helpful.
4. What are some best practices for recording job interviews?
Some best practices for recording job interviews include obtaining the consent of all parties being recorded. This also ensures following relevant privacy laws and protecting data in accordance with data protection laws. Avoid discrimination and ensure the security of recorded data.
5. How can I improve the candidate experience when recording job interviews?
To improve the candidate experience when recording job interviews, it can be helpful to inform candidates about the recording process beforehand. Offering support during the interview, such as allowing breaks or providing water, will also be beneficial. It is essential to communicate the purpose of the recording and how the data will be used. Most importantly, ensure that candidates feel comfortable and respected during the process.
6. How can I ensure the recording interviews stay unbiased?
In most cases, recording interviews helps you make them unbiased as the recency effect is mitigated. It also allows the interviewer to be more present in the interview. Furthermore, it can transport the interviewer back to the interview and provide objective feedback. If, however, you fear that having a video recording can bias the outcome, you can opt for an audio recording or only a transcript of the interview.