Videoapplication and privacy

It seems ideal for every employer: videoapplication to hire people. But whatch out as there are certain privacy rules involved.

Easily accessible for the employer, better than a dusty letter, and then quickly back to work as entrepeneur. But beware: applying by video is not ideal with a view to the privacy of the candidate.

The submission of a video by a candidate is already processing special personal data. Such as race, religion and medical matters. For example, as an employer you can immediately see whether someone adheres to a particular religion or has a medical disability.

The traditional letter also remains therefore important.

It is not permitted to only recruit candidates through video calls. The old school letter must also be allowed in the application process. Therefore, the Personal Data Authority states that if a candidate refuses to submit a video application but prefers to respond with a letter, he/she may not be rejected for that reason.

Because of Corona, video calling has taken off and is a hot topic. Even after the pandemic, this will continue both for the usual work and for video application.

What are the basic rules for videocalling?

The employer must use a secure channel with the most optimal privacy options. Everything so that the chance of opportunities for eavesdropping is prevented. Also, calls should not be automatically recorded.

No cameras if you don’t have to or if you can turn them off.

Questions about this topic or any other question in the field of employment law? You can call me Eva Jongepier lawyer employment law.