Recruiting on LinkedIn in Switzerland
LinkedIn recruiting means posting job adverts and screening candidates on the platform. Swiss employers must comply with revDSG data protection rules, disclose what candidate data LinkedIn processes, and avoid discriminatory screening. The most common mistake is collecting personal data without a lawful basis or failing to tell candidates how their information will be used.
LinkedIn is the largest professional network in Switzerland, with over 3 million users. Most Swiss SMEs now recruit there—posting jobs, reviewing profiles, and sending direct messages to candidates. It's faster than traditional job boards and reaches active job seekers across all cantons.
When you recruit on LinkedIn, you become a data controller under the revised Swiss Data Protection Act (revDSG). This means you handle candidate personal data and must follow specific rules. Understanding your obligations prevents legal risk and builds trust with candidates.
What counts as recruiting on LinkedIn
LinkedIn recruiting covers the full hiring workflow: posting job adverts with salary range (in CHF) and Pensum percentage, searching candidate profiles, viewing applications, messaging prospects, and downloading CV data. Even a simple profile search creates data processing.
The platform itself processes data too. LinkedIn's algorithm matches your job to candidates and shows analytics about who viewed your posting. You control what you do with candidate data; LinkedIn has its own obligations as a data processor.
- Posting a job vacancy with location (e.g. 'Zurich, 100% Pensum')
- Searching and filtering candidate profiles by skill, industry, or canton
- Sending direct messages or InMail to prospects
- Downloading candidate CVs or contact details from applications
- Using LinkedIn Recruiter tools to build talent pipelines
- Reviewing analytics on job post reach and applicant demographics
Your legal obligations under revDSG
You must have a lawful basis to collect and process candidate data. 'Legitimate interest' usually works for job posting and profile search—you're looking to fill a role. But you cannot screen candidates based on protected characteristics (age, origin, religion, disability) or use automated decision-making without transparency.
Tell candidates upfront what happens to their data. A simple privacy notice on your job posting (or linked to it) must explain: what data you collect, why, how long you keep it, and whether you share it with third parties or use it after hiring. Silence is a common breach.
- Establish a lawful basis before collecting any candidate data (typically legitimate business interest)
- Provide a privacy notice visible to candidates before they apply or message you
- Only collect data necessary for the role (CV, work history, skills—not personal preferences or lifestyle)
- Do not use LinkedIn's profile data for automated shortlisting without human review
- Keep candidate data only as long as needed (typically 6–12 months after hiring closes)
- Honor candidate requests to see, correct, or delete their data (revDSG Articles 15–17)
Common mistakes and how to avoid them
The most frequent mistake is collecting LinkedIn profile data without explaining what you'll do with it or how long you'll keep it. Candidates don't expect a long legal document, but a brief, plain-language note on your job posting or company page makes all the difference.
A second common error: using candidate data for purposes beyond hiring. If you collect CVs for a 2024 vacancy, you cannot automatically re-contact those candidates for a different role in 2025 without fresh consent. Archiving old applicant lists without clear retention rules also creates exposure.
- Post a simple, visible privacy statement on every job ad (even one short paragraph helps)
- Delete or archive candidate data after the hiring process ends—set a calendar reminder
- Never use LinkedIn to screen candidates based on age, origin, family status, or other protected traits
- Avoid LinkedIn's 'Inmail to similar profiles' without checking your data protection policy first
- If you use a recruiting tool (ATS) that integrates with LinkedIn, verify the vendor's revDSG compliance
- Document your lawful basis and retention policy in writing—show it to your accountant or lawyer if audited
Frequently asked questions
- Do I need a data protection officer (DPO) to recruit on LinkedIn?
- No. Most Swiss SMEs don't meet the threshold for a mandatory DPO. You do need to comply with revDSG yourself—or have your accountant or lawyer confirm your privacy practices are sound.
- Can I ask candidates for their salary expectations on LinkedIn?
- Yes, you can ask. But you must be transparent about how you'll use that information. Some cantons (e.g. Geneva) have equal-pay rules; confirm with your local cantonal labour office if salary questions must be handled consistently.
- What if a candidate asks me to delete their profile data?
- You must delete it within a reasonable timeframe (typically 30 days), unless you have a legal reason to keep it (e.g. proof of hiring decision for payroll or tax records). revDSG Article 17 gives candidates the right to erasure.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.