Many aspects of recruiting have changed to adapt to our current digital age, including job posting and interviewing candidates.
Each of these aspects of recruitment has benefited from the use of video.
Companies are posting videos of employment opportunities and recruiters are interviewing candidates via video. Let’s take a look at these revolutionary trends.
Lots of major companies are posting jobs through video including Microsoft, Apple and American Airlines, and Twitter.
A video is familiar and convenient; it’s one of the most commonly viewed media on the internet. Approximately 700 videos are shared on Twitter every minute.
If your audience is already watching videos, it only makes sense to market your jobs where they are.
In addition, using video means that you’re recruiting 24/7.
Of course, an online job posting already provides that, but that job posting might not get the traffic that a video could.
Videos is one of the most shared media online.
Job videos that get shared on social media sites can get shared at unprecedented rates. Imagine the possibilities for small business and startups.
Videos also appear more often in search results than text, so by posting a video of your job opportunities, you’re increasing your visibility and SEO.
A video can also give potential candidates a glimpse into your company culture, weeding out those who aren’t interested before they ever apply.
Video production has become easier and more convenient in recent years.
While some companies might choose to hire professional videographers to record and produce their videos, there’s nothing stopping a small business from using their iPhone to record and edit a video job posting.
If you’re thinking about creating a video job posting, you may want to consider these tips.
Include employee testimonials.
Think about it. The best leads come from referrals.
Using employee testimonials is essentially a referral. “Hey, my company is great, come work with me.”
Describe distinct benefits. You’re selling your company to potential applicants. If you have a unique benefit that might entice an applicant, tell them about it.
Share information about exciting projects.
People want to work on projects that they’re passionate about.
Sharing a little about an upcoming project might capture the interest of a candidate who is looking for exactly the kind of work you’re doing
Discuss your company’s potential community/global impact.
Changing jobs can be scary. People often need a good reason to make a move.
Knowing that they can make a difference in their community or the world will go a long way toward helping them make that tough decision.
Demonstrate the diversity in your company.
Increase the number of potential applicants by showing them a diverse group of people. Of course, this only works if you’ve already got a diverse group.
Display the company culture.
Whether your company is super casual with an office pet and a game room, or strict business with suits and cubicles, people need to get a glimpse of that.
Everyone has a different ideal work environment. Showing the company culture can tailor your candidate pool before you get to the interview process.
Keep it brief (1-1 ½ minutes).
That’s the average attention span of people who are watching videos online. You’re not making a movie, just a commercial.
Talk about specific tasks that the employee will perform.
Get into the nitty-gritty. Potential hires want to know about the job they will be expected to do.
Identify attributes that candidates should possess.
If you’re looking for candidates who show up to work on time and can contribute to a team, put that information up front. Once again, you’re letting applicants screen themselves out of positions that don’t interest them.
Now that your job video was shared 50,000 times in three days, you’ve acquired a huge pool of candidates. How will you ever screen all these candidates to find the right one?
You’ll use video interviews, of course. Video interviews can be extremely beneficial to recruiters, saving time and money. Let’s take a look at the benefits of video interviews.
Bringing in multiple candidates for face-to-face interviews can be expensive, not to mention exhausting.
If your candidate pool is global, you might be paying thousands of dollars in travel, lodging, and dining expenses to bring candidates in for interviews.
Even if candidates are local, you’re likely pulling managers away from other important tasks to sit through the interviews and their time is valuable.
The average phone screen takes 30 minutes, not counting the time you spend playing phone tag (no answer, leave a message, receive return call when you’re focused on another important task, ugh!).
Pre-recorded video interviews can be watched at your convenience and you can get through 10-20 videos in the time it would take to conduct one phone screen.
Recordable & shareable.
Trying to coordinate the schedules of all the stakeholders and the clients can be a logistical nightmare.
Video interviews—whether they’re the pre-recorded variety or live chat variety—can be recorded and shared among those that need to be involved in the hiring process.
Increased Candidate Pool.
Depending on the size of your company, it might not be feasible to bring in candidates from across the country or globe for interviews. However, accepting video interviews widens your candidate pool considerably.
TYPES OF VIDEO INTERVIEWS
There are several options when it comes to video interviews.
You can do a live interview with Skype or Google Hangouts or you can present candidates with a list of interview questions and allow them to record their responses.
You can hire a company to host the video interview or you can do it independently.
Live interviews allow employers to see their candidates in real time and can get a glimpse of their non-verbal cues during the interview process, which can be telling.
Pre-recorded interviews are less stressful for the interviewee and can give them time to develop thoughtful responses to important questions.