When a candidate records a video interview on your platform, who owns that data? Who's responsible for protecting it? How long can it be kept? These aren't hypothetical questions — they're PDPA obligations.
When a candidate completes a video interview, a recording is created. On most platforms, that recording is stored on the vendor's servers — often in data centres outside Singapore, often for longer than anyone realises.
That recording contains a person's face, voice, name, and responses to questions. Under Singapore's PDPA, it is personal data. As the employer who initiated the collection, you bear responsibility for how it's handled — even if the vendor is doing the actual storage.
Most HR teams adopting video interview tools never ask the vendor: where is this stored, who can access it, and how do we delete it? These are the three questions your legal and data protection teams will eventually ask. Better to have the answers before you need them.
HireCredible uses native browser APIs to process audio and video during the interview. The stream is analysed locally — on the candidate's own device — and the analysis discards the raw media immediately. Nothing is ever uploaded to HireCredible's servers.
What is retained: the text transcript of the candidate's responses, and the dimensional scores generated from that transcript. These are the same type of data as written interview notes — text records of what was said.
This approach is fundamental to how live AI interviewing platform technology works at HireCredible — and it means the most sensitive category of candidate data (video) is never created as a stored asset in the first place.
The simplest way to manage video interview compliance: don't store videos.
Try HireCredible Free →If you're using another platform or evaluating alternatives, these questions will surface the data risks:
Vendors without clear answers to these questions create compliance exposure for your organisation — exposure that falls on you, not them.
Whatever platform you use, these practices reduce your compliance risk:
Are video interview recordings personal data under Singapore law?
Yes. Video recordings of identifiable individuals are personal data under Singapore's PDPA. As an employer, you are responsible for how that data is collected, stored, accessed, and deleted.
Where is my candidate interview data stored?
This depends on the platform. Most video interview platforms store recordings on cloud servers — often outside Singapore. HireCredible processes video in the browser only; nothing is ever stored on HireCredible servers.
How long should I retain candidate video data?
PDPA requires that personal data is not retained longer than necessary. For a rejected candidate, a reasonable retention window is 30–90 days post-decision, followed by deletion.
Can a candidate request deletion of their interview recording?
Candidates have rights under PDPA. If you store video recordings, you need a process for handling such requests. HireCredible eliminates this concern — there are no recordings to delete.
Do I need a Data Protection Officer to use AI interview software?
If you're already PDPA-compliant as an employer, using an AI interview tool doesn't create new DPO obligations — though your DPO should review the tool's data practices.
HireCredible processes everything in the browser. Zero video data. Try free today.
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