Technology has made a huge impact on recruitment; from online job boards to the huge popularity of LinkedIn and Skype for headhunting and interviews. Video has had a large part to play in the recruitment revolution, and has been used to varying levels of success at different stages.
While video CVs might not be quite the ‘future of recruitment’ yet as predicted by video CV services like hellomynameis.com, Skype conversations on the other hand, have rapidly become a fixture of interviews and business meetings. And while candidates have only hesitantly stepped into the world of movie-making, many companies have fully committed, realising the power of corporate video production not just as an advertising medium but also as a powerful recruitment tool.
We’ve explored some of the most practical applications of video in the hiring process.
Video as a time-saving device
Time is money, and many companies lose a considerable amount of money in the form of wasted hours leafing through thousands of applications for open positions.
Pre-recorded video applications can help lighten the load. For entry-level positions in client-facing roles or jobs requiring a lot of teamwork, video can be a great way of gauging the candidate’s personality and attitude – eliminating candidates that wouldn’t be a good fit and helping employers create a far more focused shortlist of applicants. UK-based Recruitment company Inspiring Interns use this approach to great effect.
When it does come to interviews, Skype or similar video conferencing can further reduce time and resources spent travelling to offices or waiting for applicants to arrive.
Video connects like-minded candidates and employers
A happy office is a productive office, and a video is one of the easiest ways for recruiters to get a feel for the outlook and individual personalities of candidates who seem very similar on paper.
The Telegraph Media Group, in addition to written questions and blog links, requires prospective interns to create a four minute video answering questions such as ‘What motivates you to get out of bed in the morning?’ and ‘What is your dream job, how would this internship help you get there?’
The answers to these kind of open-ended questions can let a recruiter know a huge amount about the candidate, not only through their answers but also through their body language and confidence.
Interviews can be a valuable test for how a candidate’s personality might be suited to the pre-existing office culture of a company. It is also a chance for the candidate to show off their active listening and decide for themselves whether the job will suit their particular set of skills.
A video interview can tell a recruiter vastly more about a candidate than a phone call or CV, while a candidate can get a valuable glimpse into their potential working environment. Ultimately video can be a valuable tool in creating a cohesive and productive working environment by connecting the right candidates with the right employers.
Video lets you draw from a wider talent pool
Recruiters are always searching for the best possible candidate to fill a vacant position. Live streaming services mean that applicants unable to travel can still be interviewed.
Whereas in the past applicants interviewed by phone would have been at a disadvantage over those attending face-to-face interviews, video interviews have leveled the playing field for candidates from further afield.
While some research suggests that video calls have nothing on face-to-face meetings, the sheer ease and ubiquity of Skype and other platforms suggests that video interviewing isn’t going away.
Video can be used by candidates to attract recruiters…
Recruiters are likely to have quite polar reactions to video CVs, either thinking they are brilliantly original or aggressive and cringe-worthy. Their reaction to CVs uploaded to YouTube, however, are perhaps less clear cut.
This enterprising PR expert made an impressively original C.V.I.V. (Curriculum Vitae Interactive Video) using YouTube features to his advantage, linking to other videos detailing his skills and employment history. Though no longer seeking employment, he made the video public in the hope it ‘inspires others to demonstrate their natural creativity and secure work.’
Making a public CV, either by uploading a video to YouTube or adding a video to your LinkedIn profile is a risky move, but one that could become increasingly common in the future.
…and by recruiters attracting applicants
Waiting for the right candidate to spot an online job advertisement and apply can be something of a gamble for companies looking to fill very specialised roles.
A well-made corporate video used in conjunction with a coordinated recruitment drive can reach a much higher number of suitable candidates. So-called “passive job seekers” (those in employment but willing to consider a change) and job seekers looking in the wrong places will be far more likely to apply if you can entice them into joining a company with an ethos and attitude that appeals to them. No medium is better at conveying this than a well-made video.
A corporate recruitment video gives a company an opportunity to carefully tailor its video to appeal to certain candidates. While staying in line with the brand image it is also a chance to demonstrate a company’s enviable office culture, perks and staff bonuses.
https://www.youtube.com/watch?v=l0uaSU6IVN4
This quirky corporate video shows off the commercial success of Zendesk while highlighting the company’s relaxed office environment (and complete lack of a**holes!).
Corporate recruitment videos are great at injecting personality and originality into a company’s brand image, as well as attracting the candidates most likely to gel with the pre-existing office culture.
We’re all going to come into contact with videos at some stage of recruitment, whether it’s in the form of a Skype interview, corporate video or even a video CV! It’s impossible to predict where video will next pop up in the recruitment process but one thing’s for sure, it’s here to stay!
