Once a month, Sean Fahey of Vidcruiter will share knowledge and ideas regarding hiring here at BizEngine. What follows is a post from Sean regarding video and employment branding.
Employment Branding is much more important than people think, yet most organizations don’t pay any attention to it.
Have you applied to a job recently? Most organizations make you jump through all sorts of hoops to simply apply. You need to create an account and all go through all sorts of boring steps. I have seen some job applications take up to one hour, and it seems like all you are doing is filling out firms.
Now, I understand we need to filter applicants. I agree there should be many hoops for applicants to go through to ensure they’re a good fit for your organization, but has anyone ever thought of making this process interactive? At VidCruiter, we have.
The idea is to engage the potential applicant during this process in a more meaningful way. Show them who you are and sell them on working for your organization at the same time as they are applying to this job. How do we do this task, you might ask? With video! The cost of using video in your hiring process is now an achievable one for any organization.
Setting Up Your Video
The first step is to have a video on the first page of your application page. This video should be a two-to-three minute video about why the applicant should work for your organization. This video sells applicants on your culture and also showcases to them what your business does and what they can expect working with you. This does many things, the first of which is to filter people who don’t like your culture, but it also really showcases your business to them.
This simple yet very easy idea to implement is how you know get to start branding your hiring process. You don’t need anything incredibly fancy to get it done.
After that, you can ask your application form questions, but you can also have videos of your staff asking these questions. We have done this with some of our clients and they even had the staff give testimonials talking about how much they like working at the business as they are asking these questions.
Now you’re engaging these applicants!
The Vidcruiter Example
During this initial process, we now ask all of the phone interview questions to the applicants as well, which eliminates the need to conduct phone interviews. The applicants for most of these jobs will type their responses to these questions or have the option of a typed response or video response. We are now used to having conversations by email all day long responding by text is now a common action. The ability for the applicant to complete the entire interview process on their own time and also to have a very high level of engagement in this process is something never achievable before VidCruiter.
We not only give your applicants a higher level of engagement we also allow you to save time by not having to do phone interviews. This level of employment branding—whether it’s through us or done solely by your business—now gives you an upper hand on your competition in the hiring pool, because applicants come away very impressed with your business.
So if you have not put video in place, now is the time. If you have, please tell us about it and how it has helped your recruiting efforts. I know it has helped the clients we’ve worked with, and they all say they won’t go back to the old way of hiring.
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Photo credit to http://www.istockphoto.com/stock-photo-4183149-tv-interview-set.php?st=e35b5a9
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