When video is required – and when it is not#
Video is rarely compulsory, unless the position explicitly asks for a video application or a video interview is part of the process.
- Video interview (recorded): you receive questions and answer alone in front of the camera, usually with a time limit per question.
- Live video interview: a conversation via Teams or Zoom, often as the first screening.
- Video CV as a voluntary addition: one to two minutes about yourself – only worthwhile if the role demands communication or presence.
- AI analysis: some systems evaluate speech, eye contact and answer structure – not your character.
Voluntary means voluntary: if you do not attach a video CV, that is not a disadvantage – a bad video is.
Technology that does not stand out#
Most downgrades come from technology, not from content.
- Camera at eye level: laptop on books, camera at eye level – not from below.
- Light from the front: a window behind you turns you into a silhouette; light source in front of you.
- Sound: headphones with a microphone or a USB microphone; avoid empty rooms with echo.
- Background: a plain wall, no bed, no clothes horse, no clutter.
- Format: 16:9, 1080p, file as MP4; file name ‘Surname_Firstname_Video.mp4’.
Recorded video interview#
In recorded interviews, structure counts more than perfection.
- Preparation: the questions are usually behaviour-based (‘Tell me about a difficult situation…’). Prepare three or four situations that you can use flexibly.
- Structure per answer: situation, task, action, result – in 60 to 90 seconds.
- Eye contact: speak into the camera, not at the screen.
- Pauses: thinking briefly is better than ‘um’ – silence is not punished.
- Rehearsal: one trial run, then record; do not repeat ten times, the effect becomes stiffer.
Live video interview#
The live conversation is a normal job interview – with different distractions.
- Test the technology: log in 15 minutes beforehand, check camera and microphone.
- Notes: keywords visible next to the camera, not on the screen you are looking at.
- Listening: wait a moment until the question is finished – delays in the picture tempt you to interrupt.
- Closing: prepare your own questions; on video it is harder to follow up spontaneously.
If the connection drops: stay calm, dial in again, apologise briefly – it happens to everyone.
What to show in terms of content#
Video rewards clarity, not something learned by heart.
- Opening in 15 seconds: who you are, what you do, why this position.
- One concrete example: a situation with a number or result – ‘I reduced the turnaround time from 12 to 9 days’.
- Motivation: a reference to the company, not to the sector in general.
- Closing: a sentence that sticks in the mind – and the invitation to a conversation.
Avoid long recitations of your CV: the dates are in the CV, the video shows how you think and speak.
Common mistakes and legal limits#
Two levels: presentation and permissibility.
- Mistakes: reading aloud, a monotone voice, no eye contact, answers that are too long, poor sound.
- AI evaluation: automated analyses of facial expressions or voice are controversial; you may ask about the procedure.
- Data protection: recordings are personal data – ask how long they are stored.
- Compulsion: a video is not a legal requirement; if you decline it, no disadvantage may arise from that, provided the position does not objectively require it.
Anyone who asks factually (‘How is the recording evaluated and how long is it stored?’) comes across as attentive – not difficult.