Video Interview
A video interview is a remote hiring conversation—either live via Zoom or Teams, or pre-recorded by the candidate—that replaces or supplements in-person meetings. Swiss employers must comply with revDSG data protection rules, inform candidates about recording, and treat video evidence fairly in hiring decisions.
A video interview is a synchronous (live) or asynchronous (pre-recorded) conversation with a job candidate conducted over video. It serves the same purpose as a phone screen or first-round interview but creates a digital record.
Video interviews are common in Swiss hiring, especially for initial screening or when candidates live outside your canton. They save time and travel cost but introduce data protection and fairness considerations you must address explicitly.
When You Use Video Interviews
Use video interviews for first-stage screening, to assess communication skills, or to reduce travel for candidates in Valais, Jura, or other distant regions. They work well when your Pensum is full-time but spread across multiple locations.
Video interviews also suit situations where you want candidates to introduce themselves on tape before investing time in a live conversation. Pre-recorded formats let candidates choose their own time zone, reducing friction for international applicants.
- Live video calls (Zoom, Teams, Google Meet) with a scheduled time slot
- Pre-recorded 'one-way' interviews where candidates answer prompts on video
- Mixed approach: live video for finalists, pre-recorded for screening round
- Multi-person panels via video when in-person meetings are impractical
- Follow-up interviews after a phone screen
- Candidate interviews for Quellensteuer or cross-border commuter positions
Your Legal and Ethical Obligations
Under revDSG (revised Federal Data Protection Act), you must tell candidates in advance if you are recording or assessing them via video. Consent is required before recording. Document your purpose: screening, technical assessment, or cultural fit evaluation.
Do not record without explicit consent. If you use AI or third-party analytics to score candidates by facial expression or tone, disclose this. Treat video evidence with the same care as written references—it is evidence of fit, not proof of capability.
- Inform candidates whether the interview is live, recorded, or both
- Obtain written consent before recording any video interview
- Explain how the recording will be stored, who can access it, and how long you keep it
- If using video analytics or AI scoring, disclose the methodology
- Store video files securely; delete after hiring decision is final (typically 1–3 months)
- Apply the same fairness standards as you would to in-person interviews
Most Common Mistake
The most common error is recording without asking. Even an automatic Zoom recording that you assume the candidate knows about is not consent. Many Swiss employers skip the disclosure step because it feels awkward or because they assume consent is implied.
A second frequent mistake is comparing candidates' video demeanor (body language, clothing, eye contact) rather than their answers and competence. Video can introduce bias: a candidate may be nervous on camera but strong in the role. Use video to assess what matters; store and compare fairly.
- Not informing candidates that the interview will be recorded
- Assuming consent because the candidate joined a Zoom call
- Evaluating personality or appearance instead of job-relevant skills
- Keeping video files indefinitely without a deletion schedule
- Sharing recordings with team members or consultants without mentioning it to the candidate
- Using a video interview in a GAV-governed role without checking if your collective agreement requires in-person screening
Frequently asked questions
- Do I need consent to record a video interview?
- Yes. Under revDSG, you must ask the candidate in advance and get explicit agreement (email, form, or verbal confirmation followed by written confirmation). 'Assume' consent is not enough. Document their agreement for your records.
- How long can I keep the video recording?
- As long as necessary for your hiring decision, typically 1–3 months. After you hire someone or reject the candidate, delete the recording unless you have a specific legal reason to keep it (e.g., discrimination complaint). A lawyer can advise on retention schedules.
- Can I use video interview software that analyzes facial expressions?
- Only if you disclose it to the candidate beforehand and explain how it works. This type of analytics is a form of automated decision-making under revDSG. Always reserve the right to overrule any algorithmic score with human judgment. Consult legal counsel before deploying such tools.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.