Business conversations have been recorded for decades
Support calls, sales calls, customer success calls, etc. When you call your bank, your cable company, calls are recorded. The reasons are relatively logical too: training purposes, compliance, record of activity, quality control, etc.
Job interviews are business conversations
In a recruiting context, this is typically not a big deal — candidates are usually briefed that a call or video chat may be recorded, and typically consent with no flare-ups. As we’re currently living through “the audio revolution” (#voicefirst) and 2020 is arguably the Year of Zoom, we generally know that conversations and interviews are being recorded. Still, however, we need to think about it differently than we have been.
Step 1: Recorded interviews are good for business
In several ways:
- Help to train junior recruiters.
- Help ensure consistency and quality across your recruiting function.
- Answers that can be more easily revisited than the good old fashioned “scribbled notes”
- Reduction in bias
- Speed of hire and removing interview steps (easier for hiring manager review)
- Overall improvement of hiring process
Step 2: HR needs to embrace the idea
There’s a tendency within HR to not want to record interviews, for various compliance concerns. Remember above when we talked about one-party and two-party states? Well, admittedly there have been cases where companies in California (two-party) interview candidates in Georgia (one-party), and those cases can escalate legally. Those cases, however, are by no means the norm. The norm these days is actually recording of interviews, for all these reasons above.
Step 3: Candidates need to think about what this means for them
If a candidate has lies, inconsistencies, unclear timelines, etc… that will be a red flag. As more and more organizations record interviews, be they video or audio, candidates need to be increasingly aware that their stories must be kept straight or they’re likely getting knocked out.
Step 4: So what tools can actually do this?
Honeit helps companies schedule easier, screen smarter, and hire faster with two-way, voice-first communication with candidates that are easily recorded, sorted, tracked, and organized in the cloud. You even end up with time-stamped interview transcripts, like so:
Save money, save time, improve hiring, and be at the forefront of the audio revolution to hit the recruiting function.
Privacy and GDPR
As you’d expect, a legal context herein. In the USA, All states except for 12 are one-party states. The remaining 12 (California, Connecticut, Florida, Illinois, Maryland, Massachusetts, Michigan, Montana, New Hampshire, Nevada, Pennsylvania, and Washington) are two-party (also called all-party) consent states. In those states, all parties to the recording must give consent for it to be legal.
If you have any questions about how this all works, look at some of our testimonials, explore our platform, or feel free to talk to us about a demo or free trial. HoneIt was created and designed by recruiters for recruiters — and the goal is to bolster relationships with hiring managers, candidates, data, and the overall organization. With HoneIt, recruiting becomes a value-add instead of a logistical function that hops from call-to-call. We’d love to help you grow your recruiting function strategically.