7 Recruitment Video Ideas to Help You Attract Qualified Candidates
Publié le 23 May 2022
Shake up your recruitment strategy and use the latest trends in tech to find the right candidate for the job with 7 recruitment video ideas to help you attract qualified candidates.
The increase in remote work driven by the pandemic has triggered explosive growth within the culture of video recruitment in the past two years. Yet the proliferation of remote work isn’t the only reason why companies are moving more toward online interviews, taking videos before and even during the hiring process.
Video has simply become the most popular form of content, regardless of work trends or even the pandemic. Video content is fun and engaging. People can watch videos on the go and consume information quickly, which puts a much-desired visual element into every story.
Simply put, online users love video content and so do the most talented job seekers. If your goal is to make your company stand out as an attractive employer and hire top talent on a budget, then you should consider creating a recruitment video.
Here are 7 recruitment ideas to help you attract qualified candidates you can use to organize your video recruitment strategies and create engaging videos that get the best applicants.
7 Recruitment Video Ideas to Help You Attract Qualified Candidates
- Understand the different types of recruitment videos
- Communicate your brand values and UVP
- Emphasize your company culture
- Optimize your job-specific recruitment videos
- Optimize your videos for different seniority levels
- Use video introductions for online recruitment tests
- Create a recruitment FAQ video
1. Understand the Different Types of Recruitment Videos
To create the strongest recruitment videos possible, you first need to understand the different types of recruitment videos you can make and test these different formats on your applicants.
There are many types of video recruitment strategies, and they require different types of video formats. Depending on your industry, your brand image, and target demographic, people will respond differently to different types of videos. It’s imperative that you’re careful and meticulous in your approach to get the best return on your investment.
Assuming that you’ve already done your audience research and know who you’re talking to, consider the following formats:
- At-length, in-depth presentations
- Reel-friendly, short videos
- Animated and doodle videos
- Interviews with employees and management
- Promotional brand videos
- Whiteboard videos
- Motion graphics videos
- Typography videos
To use any of these effectively, you need to have clear recruitment goals, detailed audience personas, and be aware of what works in your industry. Make sure to check out what your competitors are doing as well, and aim to improve on their video recruitment successes.
2. Communicate Your Brand Values and UVP
Keep in mind that the best candidates have multiple different job options in front of them. Top talent is bombarded with job offers, and can pick and choose the companies they want to work with.
Remember: you’re not targeting just any group of job seekers, you’re targeting the best. That’s why you need to bring something more to the table.
Top professionals aren’t just interested in a competitive salary either, they’re looking to work in an environment that makes them feel welcome and respected. That’s why brand values matter so much, and why it is one of the 7 recruitment video ideas to help you attract qualified candidates.
In your videos, emphasize the values your brand embodies, and the causes you stand for as a collective. These values need to resonate with the values of your top candidates. Shared values show talented job seekers that working at your company isn’t just a transaction – your money for their time – but a rewarding experience for all.
When considering the values you’re going to emphasize in your videos, make sure to:
- Focus on the audience, not yourself
- Research what matters to your ideal employee
- Have a unique value proposition for every job posting
- Try not to repeat the values of your competitors
- Values are not your mission or vision statements
- Don’t mention generic values such as integrity, boldness, commitment to customers, passion, and the like
- Make sure your values address concrete concerns and pain-points many candidates face when looking for work
- Ask candidates to share their values in their video resume as well
3. Emphasize Your Company Culture
Your culture is an integral part of your brand identity, and the kind of culture you nurture in the workplace will determine the type of candidates you attract. That’s why it’s so important to weave culture into your recruitment strategies, as well as your online interviews when you start talking to candidates.
There are many ways you can introduce your team culture throughout your recruitment videos, and you can talk about it either directly or indirectly. There’s no right or wrong way, and you can even devote an entire section of your recruitment video to talking about the kind of culture new hires can expect to encounter at your workplace.
Emphasizing your culture is a great way to weed out the wrong candidates. People won’t usually accept a job offer from a company with an established culture that doesn’t resonate with their personal and professional sensibilities. This makes your culture a powerful recruitment aid when you’re looking to attract the right candidates.
4. Optimize Your Job-Specific Recruitment Videos
When you’re recruiting talent for your business, you’re often recruiting for a specific position. To best resonate with applicants for that position, your recruitment videos need to address them directly. General brand recruitment videos are great for introducing your company to your audience, but if you want people to apply for a specific role at your company, you need to optimize your videos for that role.
Depending on the open position, as well as the type of expert you’re talking to, you can optimize your videos in many different ways. You’ll need to edit your videos to the ideal length, add background music, fix sound and image issues, and make smooth transitions as well.
You don’t need any fancy equipment or a dedicated editing team, just a creative mindset and an online video editor that has the features necessary to scale your videos for the position and seniority level. After all, you don’t need to use a templated recruitment video for all job openings, especially when you’re hiring for a specific range of positions.
You can even add some charm and creativity to your videos targeting both senior positions as well as junior positions by adding various interesting effects. Combined with an engaging video script, this is one of the best recruitment practices to ensure your company’s recruitment videos stand out in a saturated field.
5. Optimize Your Videos for Different Seniority Levels
Seniority is also an important factor to consider when you’re creating video recruitment strategies or analyzing a video resume from an applicant. Generally speaking, the more senior the position, the more your videos need to feature a certain tone of voice and brand feel. When creating a recruitment video it is important to have quality voice overs as it allows you to give a more detail-specific approach.
Seniority is associated with age and work experience, and while that might not be the case for your company or industry, you might want to approach a senior position differently.
For instance, a recruitment video for a junior or an entry-level position needs to show the candidates that they’re expected to learn and grow and that mistakes are a natural part of that process. The video in general should give off a generally encouraging vibe.
On the other hand, when you’re trying to attract seniors and hire leaders, you need to stress that you’re looking for experienced self-starters who require little to no hand-holding. This requires a more professional tone with in-depth explanations of the role, the company, and advancement opportunities.
6. Use Video Introductions for Online Recruitment Tests
Before you’re ready to invite the best candidates to online interviews, use several remote testing stages. Using such testing stages is a good way to narrow down your candidate selection, and is also a great opportunity to use videos to create a better experience overall.
Instead of introducing the candidates to the tests and different stages in written form, you can use short introductory videos. This allows you to put a friendly face in front of the candidates, make them feel more at ease, and even introduce them to the person who will conduct the online interviews if they progress to that stage.
It’s a simple and effective way to add spice to your recruitment practices.
7. Create a Recruitment FAQ Video
Finally, do something different than the other recruiters and businesses – try out an FAQ recruitment video. An FAQ video lets you address all the questions, insecurities, and possible pain-points your candidates might be facing.
What can make an FAQ video even more engaging than a standard recruitment video is that it’s in question-and-answer form. The narrator or presenter will read a question and deliver a detailed yet concise answer. It gives a much more engaging, conversational feel to the video, while simultaneously going over all the same points a typical recruitment video would cover.
You can also use employee feedback and turn this feedback into questions and answers for your FAQ video, showing your audience that you listen, care, and do what it takes to create the best possible work environment.
Over to You
Recruitment videos are a great way to get more engagement and more quality candidates to your business. You can use videos to set clear expectations for your candidates, showcase your employer brand and your culture, and achieve many other important goals you wouldn’t be able to achieve with just a job posting.
Make sure to use the 7 recruitment video ideas to help you attract qualified candidates to build a powerful video recruitment strategy that will inspire the best of the best to apply for your open positions. And more importantly, use videos to inspire candidates to want to work with you over the long-term.
