Video interviews are the new norm. But with that comes a natural question for employers and candidates alike: Can you record a job interview? The short answer is yes, but only if you do it properly.
In this guide, we’ll walk through the legal guardrails, real benefits, common pitfalls, and best practices for recording interviews. Whether you’re hiring for one role or running a high-volume process, this is a modern must-read.
Is it legal to record a job interview?
Yes, but only if you have consent.
In most countries, recording a job interview is perfectly legal as long as the candidate is informed and agrees. In the EU, this falls under the GDPR, which treats video recordings as personal data. In the US, most states follow one-party or two-party consent laws, which means you may need explicit permission depending on where the interviewee lives.
To stay compliant:
- Disclose the recording before the interview starts
- Explain how the recording will be used and who will see it
- Store the video securely and let candidates know they can request deletion
- Avoid using recordings beyond hiring decisions unless candidates agree
Tip: Put it in writing. A short sentence in your scheduling email or pre-interview form helps you check the legal and ethical box.
Disclaimer: This article is for informational purposes only and does not constitute legal advice. Always consult your legal or HR compliance team to ensure your interview practices align with local laws and regulations.
Why record interviews in the first place?
Recording interviews isn’t just a tech gimmick. Done well, it improves quality, consistency, and fairness. Here’s how.
1. More flexibility for teams and stakeholders
Hiring doesn’t always happen on one calendar. With a recorded interview, other decision-makers can review candidates asynchronously on their own time. That means less scheduling chaos, fewer missed insights, and no need for second or third rounds just to “loop in” leadership.
2. More inclusive, candidate-friendly hiring
Recordings allow candidates to interview at a time that works for them. There's no commute, no time off work, no juggling childcare. That opens the door to a wider talent pool and reduces the stress that often skews live interviews.
3. Less bias, more objectivity
With recordings, everyone sees the same performance and not just a written summary or someone's impression. That levels the playing field, especially when used alongside structured scoring or blind reviews.
4. Better decisions, faster
When hiring is urgent, recorded interviews keep things moving. With tools like Truffle, recruiters can clip highlights, tag strengths, and share with hiring managers in minutes. Decisions don’t just get easier; they get smarter.
5. Built-in onboarding insights
That recorded interview isn’t just a hiring tool—it’s a training asset. New managers can revisit it to understand a hire’s goals, communication style, or knowledge gaps. It’s like a time capsule of who they were when they joined.
What could go wrong with recording interviews?
Recording interviews has huge upsides, but it’s not foolproof. Here are four risks to be aware of.
1. It can make candidates nervous
Even great candidates may freeze when they hear, “We’ll be recording this.” That performance anxiety can skew results, especially if you don’t give them a heads-up or ease them into the format.
2. It’s not always a natural format
Some candidates shine in conversation, not on camera. If your process feels robotic or overly formal, you might miss out on top talent who simply prefer dialogue to monologue.
3. You might miss key questions
A solo interviewer might skip follow-ups or gloss over role-specific needs. Without someone from the actual team reviewing or contributing, you risk incomplete data—and a bad hire.
4. Trust and transparency matter
Data protection isn’t optional. Candidates want to know: Who will see this? Where will it be stored? For how long? Make sure your process answers those questions before they ask.
How to record an interview the right way
Recording interviews doesn’t have to be complicated. Here’s a quick blueprint:
Step 1: Ask for consent (before you hit record)
Let the candidate know in advance, ideally in your calendar invite or confirmation email. Explain how the video will be used and shared.
Step 2: Choose your tool
Zoom, Google Meet, and Microsoft Teams all offer native recording. But some tools make it easier to timestamp answers, clip highlights, and transcribe responses automatically.
Step 3: Run a quick tech check
Check your mic, camera, and recording settings before the call. If using third-party tools, make sure it integrates seamlessly.
Step 4: Record (and relax)
Once you’re live, press record (or set it to start automatically). Keep things conversational; explain that the recording is for internal decision-making and won’t be shared publicly.
Step 5: Store securely
Don’t leave videos sitting in your Downloads folder. Use a secure platform with access controls and clear retention policies.
Step 6: Clip and share efficiently
Instead of sending a 45-minute video, trim the key highlights: a strong answer, a red flag, or a telling moment.
Step 7: Respect candidate rights
If a candidate requests deletion, honor it. And make it clear you’ll only retain the recording for a defined period ,e.g., 30 or 60 days.
Recording interviews isn’t just legal; it’s smart
In a remote-first world, recorded interviews are becoming standard. They save time. They reduce bias. They improve collaboration. And they let candidates shine on their own schedule.
But tech alone isn’t the magic; it’s how you use it. Make the process human. Explain the benefits to candidates. Respect their privacy. Invite the right stakeholders to review. And most of all, use what you learn—not just to hire faster, but to hire better.
What about one-way interviews?
While live recordings are useful, one-way interviews take it a step further. Instead of scheduling a live video call, candidates record their answers to preset questions on their own time. It’s asynchronous, scalable, and ideal for high-volume hiring.
With one-way video interviews, you can:
- Review more candidates in less time
- Standardize the process for fairness and comparability
- Let stakeholders assess responses without being in the room
Platforms like Truffle, Spark Hire, and Hireflix offer structured one-way video interview features with built-in scoring, tagging, and sharing capabilities. It’s a win-win: candidates get flexibility, and hiring teams get cleaner, more useful data to make decisions quickly.
Final thought on recording interviews as a feedback loop
A recorded interview is more than a hiring artifact. It’s a tool for team improvement. It helps you refine interview questions, spot where candidates struggle, and align your hiring team around what “good” really looks like.
Done right, recording isn’t surveillance, it’s signal. It makes hiring more human, not less.
