Real Insight – A guide for people who
have been asked to have their interview
recorded
First, thanks for taking the time to read
this. The fact that you’re here means that
you will probably have been asked by a
manager if you are OK to have your
forthcoming interview with them recorded as
part of their personal development. The
purpose of this page is to give you some
reassurance about the process and answer
some questions that you may have. If you
still want to speak to someone after this
then please feel free to e-mail us in
confidence at
info@pointofdifference.co.uk
So what is this all about?
If you have explored the rest of this
site, you’ll hopefully have seen some of
the background as to what Real Insight
is about. If you haven’t, please do so
as it will give you a good
understanding. What we are doing is
trying to give managers the best
possible view of their own skills by
analysing real day to day discussions.
This means that the feedback we give is
more relevant to their role and more
impactful in terms of being able to help
them in real situations they are
involved with.
Do I have to take part?
No, but we hope you’ll agree to. The
focus of our analysis is the person who
will be leading the discussion. Whilst
we will clearly be listening to you as
well, our evaluation is based entirely
on what they say and how they interact
with you. We will ask both you and them
to sign a data protection and consent
form before the meeting (see below) and
our data security arrangements mean that
your information is protected. If you
have concerns, feel free to talk to your
manager or talk to us to address them
but if you really don’t want your
meeting to be recorded then you have
every right to say so and we will
respect that.
Will I personally get feedback?
Not unless your company has
specifically asked for you to do so. Our
analysis is very detailed and within the
scope we have agreed, it is often not
possible to review both sides of the
discussion in depth.
Boring but very important
We live in a world where data
protection is constantly in the news,
sometimes for the right but often for
the wrong reasons. We’d like to stay on
the right side of that particular fence.
We will provide forms for both you and
the manager to sign before you record
your discussion. These will state the
purposes of the recording, confirm that
it will only be used for the stated
purpose and ask for informed consent. We
ask that you respect the confidentiality
accordingly and have asked the manager
involved to confirm that they will use
the data only for the stated purpose. We
have also asked them to delete the
recording once they have received their
feedback from us.
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