Job Interview (Vorstellungsgespräch)
A Vorstellungsgespräch is a formal meeting where you evaluate a candidate's qualifications, experience, and fit for a specific position. It occurs after screening CVs and before making a hiring decision. You must conduct interviews fairly, avoid discrimination, and document decisions.
The Vorstellungsgespräch is your primary tool to move beyond a written application and assess whether a candidate can do the job and fit your team culture. In Swiss employment law, the interview is part of the recruitment process—your right to select employees freely is balanced against strict anti-discrimination rules.
Interviews typically last 30–60 minutes depending on role level and company size. You may conduct single interviews, panel interviews, or multiple rounds for senior positions. Documentation of who interviewed and why you hired or rejected someone protects both parties.
When interviews happen and what you must do
Schedule interviews after initial screening. Notify candidates promptly with date, time, location (or video link), and expected duration. Confirm participation a few days before. For candidates with disabilities, ask in advance about accessibility needs.
Swiss law (ArG, Article 3) prohibits discrimination based on origin, race, gender, age, religion, disability, sexual orientation, or other protected characteristics. This applies to every interview question and hiring decision. Document interview notes and reasons for rejection.
- Set consistent evaluation criteria for all candidates in the same role
- Ask job-relevant questions only—personal life, family plans, and health are off-limits
- Treat all candidates to the same standard and interview structure
- Keep notes on each interview outcome and decision rationale
- Inform rejected candidates respectfully; retain records for 12 months
- If you use external recruiters or agencies, they must follow the same rules
Common mistakes that create legal risk
The single most common mistake is asking questions unrelated to job performance. Questions about marital status, children, nationality (unless job-critical), religion, or health—even casual ones—can trigger discrimination complaints and Canton employment office scrutiny.
Other frequent errors: interviewing candidates inconsistently, failing to document decisions, making verbal offers without written confirmation, or asking candidates to sign non-compete clauses without legal review (these are valid in Switzerland but must be proportionate and signed before or at contract signature).
- Never ask 'Are you planning to have children?' or similar life-plan questions
- Don't probe personal or religious beliefs unless genuinely job-critical
- Avoid tone-deaf remarks about age, appearance, or accent
- Document why you rejected candidates—'not a fit' is too vague if challenged
- Don't promise salary or start date verbally; confirm in writing via contract
- If an interview reveals a candidate's disability, still evaluate them on merit
Next steps after the interview
Compare all candidates using the same rubric. If you want to hire someone, send a written job offer with role, Pensum percentage, salary in CHF, start date, and contract type. Allow 1–2 weeks for acceptance unless your industry standard is different.
Rejected candidates should hear from you within days. You're not legally required to give detailed reasons, but a brief, respectful message maintains your employer brand. Keep all interview notes, CVs, and decision logs for at least one year in case of dispute.
- Use a simple scoring sheet to compare candidates objectively
- Send written offers before any candidate gives notice at their current job
- Make salary offers clear: gross annual, Pensum, 13. Monatslohn treatment, and any signing bonus
- Inform references you may contact them; respect candidate confidentiality until offer is accepted
- Ask candidates to sign the employment contract before their first day
- Store interview files securely; comply with revDSG (Swiss Data Protection Act) for candidate data
Frequently asked questions
- Can I ask a candidate about their health or disability during an interview?
- No, unless the role has genuine, documented safety or capability requirements (e.g., heavy lifting, driving). Even then, ask about ability to perform specific tasks, not diagnoses. Comply with ArG non-discrimination rules and revDSG data protection.
- What if a candidate discloses a disability voluntarily?
- Listen respectfully and ask only whether they need workplace accommodations to perform the job. Evaluate them on merit like any other candidate. Failure to hire due to disability is illegal discrimination.
- Can I conduct interviews in English, French, or Italian even though the job is in a German-speaking canton?
- Yes, if the role requires that language skill (e.g., multinational client contact). However, if language isn't job-critical, conducting interviews in the local language ensures fair comparison and avoids bias claims.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.