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Boost Your Hiring Process with Powerful Recruitment Videos

Matt Eastland-Jones
Founder & Managing Director
Updated in:
February 2024
minute read
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Action Points:
Evaluate your current recruitment video (if you have one) based on the key features and common mistakes discussed in this post.
Gather testimonials from your employees to include in your recruitment video.
Develop a clear, concise message about your company and the role you're advertising.
Start planning a new recruitment video, using the tips in this post to guide your process.

In today's competitive job market, attracting top talent to your organisation is more critical than ever. A well-crafted recruitment video can be a powerful tool to showcase your company culture, values, and opportunities.

The Anatomy of a Successful Recruitment Video

1. Clear Message

A great recruitment video should include a strong and compelling message about your company. Share what makes your organisation unique, and highlight the elements that set it apart from the competition. This could be your innovative approach, your commitment to employee development, or simply the positive work environment you've cultivated.

By ensuring that your message is clear and engaging, you lay a solid foundation for the rest of your recruitment video.

2. Authenticity

Authenticity is a critical factor that helps in building trust. By featuring real employees and showcasing genuine work situations, you provide an authentic glimpse into the inner workings and the culture of your company.

This transparency not only helps potential clients or customers to understand your company better, but also creates a sense of credibility and reliability.

3. Company Culture

Take the time to highlight the unique and vibrant culture within your company. It is important to give potential employees a sense of what it's like to work with your team on a daily basis. Discuss the dynamics and interactions between team members, and how they contribute to a positive and productive workforce.

Don't forget to mention any special traditions, events, or activities that your company hosts. Whether it's a monthly team-building exercise, an annual holiday party, or weekly company-wide meetings, these can serve as a testament to your company's commitment to fostering a close-knit, engaging, and fun work atmosphere.

4. Employee Testimonials

One of the most powerful tools in your arsenal is the voice of your very own employees. They are the lifeblood of your company and their stories can speak volumes about the culture and ethos of your organisation. Consider featuring testimonials from a variety of employees at different stages in their careers, allowing them to discuss their personal experiences working for your company.

In these testimonials, employees can share their growth journeys, highlighting how they have honed their skills, advanced in their careers, and achieved personal milestones while being a part of your organisation. This not only helps to provide an authentic and humanised view of your company, but it also showcases the opportunities and benefits that potential employees can expect when they join your team.

5. Diversity and Inclusion

It is important to emphasise diversity and inclusion in your operations. By doing so, we can create an image that is truly reflective of the diverse society we live in. This not only enhances our reputation but also helps create an environment where everyone feels included, valued, and respected.

6. Call to Action:

The final aspect of a great recruitment video is a strong call to action. Call to actions (CTAs) are crucial in recruitment videos for several reasons:

  1. Guiding Next Steps: A CTA provides clear instructions on what potential candidates should do next after watching the video. This could involve applying for a job, visiting the company's career page, or signing up for an internship. Without a CTA, viewers may be unsure about the desired follow-up actions.
  2. Enhancing Engagement: Including a CTA encourages viewer engagement and interaction. When viewers are explicitly prompted to take action, they are more likely to follow through and engage with the recruitment process. This can lead to a higher conversion rate of interested viewers into actual applicants.
  3. Measuring Effectiveness: CTAs help in tracking the effectiveness of the recruitment video. By monitoring the response to the call to action, such as the number of applications received or inquiries generated, recruiters can gauge the impact of the video and adjust their recruitment strategies accordingly.
  4. Providing Clarity: A well-crafted CTA provides clarity about the application process, required documents, and any additional steps candidates need to take. This transparency helps potential applicants understand what is expected of them, fostering a positive candidate experience.
  5. Creating a Sense of Urgency: Including a time-sensitive CTA, such as mentioning application deadlines or upcoming recruitment events, can create a sense of urgency. This urgency can motivate qualified candidates to take prompt action and not delay their application process.
  6. Facilitating Communication: A CTA may involve inviting candidates to reach out for more information or questions. This open line of communication can be valuable in addressing candidate inquiries, providing additional details, and building a rapport with potential hires.

A well-worded call to action is pivotal in guiding potential candidates through the next steps, measuring the video's success, and fostering a positive and efficient recruitment process.

Example: ICEoxford Recruitment Film

We produced ICEoxford's recruitment video. We made sure to feature testimonials with the team at all seniority levels and departments, including their apprentices all the way to the founders and allowed them to opptounity to talk about their experience working at ICEoxford.

Now that we’ve covered the key features of a good recruitment video, let’s now discuss the common mistakes you’ll want to avoid.

Common Mistakes to Avoid

Mistake 1: Boring Content

If your recruitment video fails to spark interest, potential candidates may disengage before understanding the valuable aspects of your company culture and the opportunities it offers.

Solution: Engage your viewers with dynamic and creative visuals, captivating story, or humour. Incorporate dynamic visuals that showcase the workplace environment and the day-to-day activities of your team. Use animations and graphics strategically to convey information in an interesting and memorable way.

Include interviews with employees who can share compelling stories about their experiences and contributions and highlight unique aspects of your company culture, such as team-building events or collaborative projects. By employing a mix of storytelling techniques and visually appealing content, you create a recruitment video that not only informs but also captivates and resonates with potential candidates.

Mistake 2: Overemphasis on Perks

Focusing solely on perks and benefits may create a skewed perception that these are the only reasons to consider your company. While competitive compensation and benefits are important, an overemphasis on these aspects may attract candidates solely seeking material advantages, potentially leading to a mismatch in expectations and values.

Solution: Strike a balance by integrating information about perks seamlessly into the broader narrative of your company culture and values. Demonstrate how perks align with your organisation's commitment to employee well-being. For instance, if your company offers flexible work hours, emphasise how this contributes to a healthy work-life balance and fosters a positive, supportive environment.

By showcasing perks as part of the overall employee experience, you ensure that candidates understand their value within the context of your company's culture and ethos.

Mistake 3: Ignoring the Candidate Experience

Neglecting the candidate's perspective can result in a negative impression. Failing to address common questions or provide insights into the recruitment process may leave potential candidates feeling uninformed.

Solution: Put yourself in the candidate's shoes and tailor your video to address their needs. Provide a glimpse into the recruitment process, including what candidates can expect during interviews and any unique aspects of your hiring approach. Share testimonials from employees about their positive experiences with the recruitment process, highlighting efficiency, transparency, and communication.

Demonstrating a commitment to the candidate experience signals that your organisation values and respects the individuals considering joining your team.

Mistake 4: Lengthy Videos

Overly long videos risk losing viewer engagement. In today's fast-paced digital landscape, attention spans are shorter, and a lengthy video may lead to disinterest and a missed opportunity to convey your key messages.

Solution: Opt for brevity without sacrificing essential content. Aim for a video duration between 2 to 4 minutes, focusing on the most crucial aspects of your company's culture and the advertised role. Prioritise impactful visuals and storytelling to convey information efficiently.

Consider creating a series of shorter videos that delve into specific aspects such as company values, team dynamics, and employee testimonials. By segmenting content, you offer flexibility for viewers to explore topics of interest, increasing the likelihood of maintaining their attention throughout the video.

Wrap up

Crafting a successful recruitment video requires a thoughtful approach, balancing engaging content with authenticity and a clear message. By avoiding common mistakes and embracing the key features discussed in this post, your recruitment video can become a compelling tool for attracting the right talent to your organisation. Remember, a well-produced video not only showcases your company but also sets the stage for building lasting connections with potential candidates.

Ready to get started?

Schedule a 30-minute call with Matt, our Founder, to discuss your needs and hear more about our services.

Ready to get started?

Schedule a 30-minute call with Matt, our Founder, to discuss your needs and hear more about our services.

Ready to get started?

Schedule a 30-minute call with Matt, our Founder, to discuss your needs and hear more about our services.

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