You should always let candidates know they are being recorded because it’s polite, and because you may be legally bound to do so.
We recommend informing candidates both in writing and verbally.
-
In writing: Share your company policy on recording interviews in writing at least once. For example, you could add one of the following texts to the interview calendar invitations or email templates:
-
“This call will be recorded [by Gong], and will be available only to those in the hiring process. If you'd prefer not to be recorded, just let me know.”
-
“Our interviews are recorded for record-keeping, training, and quality purposes. Recorded calls are for internal use only and are not shared externally. As such, no one outside of the organization will have access to it. If you do not want the call recorded, please let me know!”
-
"We record our interviews [with Gong] so we can focus on you and our conversation, not on taking notes. This helps us base our hiring decisions on your merit, not on how good our memory is."
-
-
Verbally: Ask for permission to record the interview at the beginning of every call. If your admin has set up an audio prompt or you are using Zoom, the candidate will hear an audio message, notifying them that the call is being recorded.You could use any of the examples below to explain why recording the interview is important to your company:
-
“We record our interviews so we can focus on the conversation, not taking notes, and run a better hiring process. If you don’t want to be recorded, feel free to let your interviewer know and they can stop the recording at any time. Rest assured this will not impact your chances of getting the job!”
-
“This session may be recorded for record-keeping, training and quality purposes. It's how we up our own game.”
-
“Memory recall actually declines to 44% one hour after an interview. We want to make sure that we are basing our hiring decisions on your merit, and not our memory.”
-
“Recording interviews allows us to run a more equitable process by ensuring that all candidates are given the same questions and experience. Rather than requiring perfect recall or notes, it will allow hiring managers to refer back to specific questions and answers, and to triangulate perspectives using concrete examples.”
-