With the available of technology nowadays it is common for such tools as such video recording to be made available in HR practices. Especially doing the pandemic where interviews are usually carried out virtually using conferencing tools such as Zoom and Microsoft Teams which have built in recording capabilities. Face to face interviews on the other hand may have awkwardly placed video cameras placed in the room.
As the technology is available, there would be a tendency for recruitments and hiring managers to want to record the interview process for reason such the ease to compare against other candidates and reducing the need to take notes during the interview as the recording can easily be accessed if certain information was forgotten or missed out.
In the perspective of evaluating the interviewer it can be a useful tool to countercheck on what has been informed by the interviewer to the potential candidate. Sort of a check and balance so to say. Now speaking of experience, some interviewers, and recruiters then to promise you the moon and the stars during the interview process to entice you to join the organization only later to find out this is not as per what is written in your official offer letter. This might lead to time wasting of back-and-forth discussion and sometimes arguments even before the candidate joins the organization. This often leads to delays in hiring the right candidate for the position.If such an opportunity presents itself for me to evaluate an interviewer during a recorded interview process, here are some of the points I would look out for. That the interviewers explains clearly the roles and responsibilities of the position to the employee, clearly state the expectations of the job(if required to work on shift, standby during odd-hours, etc.) and the compensation and benefits of the job clearly explain (probably by the HR personnel as part of the interviewer panel). Apart of this hygiene points, I would also look at the skills of the interviewer to ask the right questions to gauge if the candidate is suitable for the position either by posing situational questions or by asking the candidates previous experiences. The interview should also make the candidate feel comfortable during the interview process so that the candidate may share more and provide more insights into the suitability of the candidate for the role. If the candidate is comfortable during the interview it is more highly him or her to share more and not just stick to politically correct answers. This would defiantly help to know more about the suitability of the candidate. Because at the end of the day we want to hire the candidate for a specific need of the role and want the candidate to be productive in the role.
