As companies grow, the need to hire new employees is inevitable. The stages in the hiring process haven’t changed much over the years, but the tactics that companies use to conduct the same steps are evolving every day. At this point, video content has a place in every stage of the recruitment process. Don’t believe us? Check out these four recruitment steps that lend themselves to creating video content.
1. Use video for promotional content.
You’ve probably seen videos that go behind-the-scenes into a specific department or role within a company. You may have also seen fun videos showing off events, happy hours, and other fun traditions that highlight a company’s culture and personality.
These videos are becoming more common because they make recruiting feel personal. Rather than just reading a job description or scrolling through Glassdoor reviews, corporate video content brings an employer to life in a way that would be almost impossible to capture with words.
According to research by Aberdeen Group, top companies (based on HR metrics like employee success rate and hiring manager satisfaction) are 75% more likely to use video content for employer branding than all other companies.
For these types of videos, authenticity is key, which works in your favor if you don’t have a lot of video experience. The aim is to put faces behind the company’s hiring image, so filming selfie-style while doing an Instagram live Q&A will work just fine if that’s what your team is capable of creating. People just want to see what daily life is like at your company—no fancy equipment or special skills required.
2. Use video in your job description.
Job descriptions are traditionally walls of text that maybe have bullet points mixed in if you’re lucky. They’re no fun to write, no fun to read, and a lot of the information is skimmed or entirely ignored—even by people who are planning to apply.
The solution? Video content. The basic premise here is that video content is more enjoyable and more engaging than text, attracting more viewers and maintaining their attention more effectively than a written job description would.
Application metrics support this advice. According to research by Career Builder, job postings that have video icons are viewed 12% more often than postings without video. Beyond that, postings that have videos have a 34% higher application rate than those without. If you want your job listing to get traction, video content is your friend.
3. Use video for interviews.
With an increasingly remote workforce, video interviews are becoming standard practice in many HR departments. Aberdeen’s research found that top companies (again based on HR metrics like employee success rate and hiring manager satisfaction) are 61% more likely to use video tools for interviews than other companies. This could mean conducting live video calls face-to-face with applicants or asking applicants to record answers to preselected questions, which removes the hiring manager from the interview altogether.
Following the same logic as using video to show off your corporate culture, seeing an applicant engage with you on-screen provides a fuller picture of who they are as a candidate and how they might fit into your role.
Video interviews have a number of practical benefits, too. For one thing, they cut costs. One anecdote involves a hiring manager cutting her cost per job listing from $10,000 to $500 by implementing online interviews. They also reduce the time it takes to hire a candidate by 60%.
4. Use video for onboarding.
Finally, the uses for video content don’t end when the candidate signs their offer letter. Video content is a great option for onboarding content. You could create a video giving a virtual tour of your office, or explaining the first-day procedures, or thanking the applicant for going through the recruiting process and welcoming them to the company.
The options here are pretty endless, but they elevate the stage of recruitment that is often bogged down by paperwork and endless reading material. Save your new hires some stress by using video where you can.
We hope these tips inspired you to revamp your recruiting tactics, and we can’t wait to see where you decide to use video. Your candidates will thank you for saving them from poring over long lines of text, and your company will thank you for saving time and money. Talk about a win-win!
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