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When applying via video, you process more and more sensitive personal data than with a regular letter — images, sound, and non-verbal behavior. A clear privacy statement is therefore especially important: inform candidates in advance what you do with the video, who reviews it, and how long you retain it.
Video applications process a lot of data
More and more employers are having candidates create a video, either freely or in response to on-screen questions. This provides more information than a letter, as appearance, voice, and non-verbal behavior also become visible. Precisely because of this, you are processing more and more sensitive personal data, with additional responsibilities under the GDPR.
Inform in advance and clearly
You have a duty to inform. Before candidates submit a video, tell them: which data you process, for what purpose, who views and evaluates the video, how long you retain it, and what their rights are. A privacy statement specifically tailored to video applications is indispensable here.
Pay attention to assessment and profiling
If you assess candidates (partially) based on the video, be transparent about the criteria and avoid unintentional discrimination. If you use software that automatically analyzes or selects candidates, additional rules apply regarding automated decision-making; exercise extreme caution with this and inform candidates.
Retention period and security
Do not retain application videos longer than necessary; delete them after the process, unless the candidate gives permission to keep them longer. Secure the videos properly and restrict access to those who really need to see them. This prevents sensitive footage from circulating unnecessarily.
Frequently Asked Questions
Do I need a separate privacy statement for video interviews?
A privacy statement tailored to video applications is highly recommended, as you process more and more sensitive data.
How long can I keep a job application video?
No longer than necessary; remove the video after the procedure, unless the candidate gives permission for it to stay longer.
Am I allowed to have candidates automatically assessed by software?
Additional rules regarding automated decision-making apply there. Be careful, transparent, and prevent discrimination.
Is your recruitment process privacy-proof?
Our legal experts draft your privacy statement and internal privacy statement . View our privacyteam or schedule a free consultation.
