Ghosting, skill gaps, & algorithmic bias? Oh my! Automation is disassembling the traditional recruitment playbook by the seconds. Have no fear! Video job descriptions are here to bring balance to your process.
With both candidates and hiring teams fighting to keep up by integrating AI into the hiring process, the cornerstone of human connection within the candidate journey is disintegrating exponentially.
Now, you’re probably wondering: Okay, AI is taking over human spaces and processes. What else is new?
Well, what if we told you that your role in the hiring process is still incredibly vital, perhaps now even more so? You’d probably respond with an eye roll; however, there is a growing sentiment among candidates that they are feeling disengaged in a more transactional hiring process and mass applying without fully understanding the positions they apply for.
Not to worry! There are a number of studies demonstrating how you can strategically counter this by using employee generated video content, specifically video job descriptions.
What is a video job description?
It is exactly what it sounds like: a short, engaging video—often featuring the hiring manager or a team member—that introduces the open role, shares what it’s like to work at the company, and gives candidates a more personal preview of the team they could join. Think of it as a job post that allows candidates to meet their boss.
Okay, sure. We have the definition, but how can video job descriptions balance the increased use of automation in your hiring process? By adding a voice and face to your job postings, specifically the hiring manager, you are bringing authenticity and humanity back into the candidate journey. Candidates can envision themselves working for their potential new boss and get a glimpse of what your company culture is like. Instead of hearing generic pre-set responses from a chatbot, candidates can hear from your employees themselves.
How effective are video job descriptions?
Here are five proven benefits of integrating video job descriptions into your recruitment marketing strategy:
1) Candidates are 46% more likely to consider the job and 30% more likely to respond to a job when a hiring manager video is included in the job description.
– Bringing a bit of humanity and authenticity to your job postings not only makes your openings stand out, but they resonate with candidates.
2) 55% of active job seekers said employee-generated content is more trustworthy than company-produced videos.
– Candidates want to hear from your employees and imagine themselves working at your company, so why deter top talent with a soulless corporate video that will cost you thousands.
3) By using video job descriptions, you will see 35% increase in the number of applicants advancing to the interview stage.
– When you include video, candidates spend more time on page and read more of the job description to ensure their skills align with your posting. You end up with higher quality candidates applying.
4) Video content shared by your employees gets 8X more engagement than text only posts.
– Video content is amplified on all social media platforms, so when you share a video job description you will get in front of a wider pool of candidates.
5) Sourcing with video job descriptions vs text-based job descriptions reduces the total number of outreach needed to schedule interviews by 26% and lowers screenings needed by 32%.
– Giving time back to overwhelmed recruiters allows them to operate more efficiently and generates a quality employee investment in the long run.
What are some filming tips?
Now that we know how and why video job descriptions can help us engage candidates, how do we go about making these videos? What should these videos look like?
Well, here are 5 best practices for filming to get you started:
1) Put your hiring manager in front of the camera.
– Candidates want to see hiring manager videos 2.5x more than generic company overviews. Let them hear from real people they will work with.
2) Keep it short and sweet.
– Aim for around 30 seconds, based on our data, watch rates drop 50% when the video job description is longer. Attention spans are short-hook your audience fast.
3) Don’t read the job description.
– Say what the text can’t. Showcase your team’s personality, values, and the culture it took years to build.
4) Use natural language and real voices.
– Ditch the script if you can. Candidates connect more with authenticity than polish.
5) Repurpose it across channels.
– Use this video on your career site, LinkedIn posts, email outreach, social media accounts, and internal referrals; maximize its value across your funnel.
You made it to the end-congrats! Clearly, you’re serious about the power of video job descriptions in your hiring process. To smoothly integrate employee-generated video content at scale, a robust platform is key.
SparcStart’s patented and award-winning technology will automatically embed your video job descriptions onto your career site as you film and approve the videos. With SparcStart, you have the chance to fully explore the endless possibilities of authentic video job descriptions to brilliantly showcase your company culture and attract top talent. From an editing suite to in-platform social media analytics, you can begin to taking back control over the automation process right now!
Schedule a time to learn more about what SparcStart can do for you.
