Video can be powerful at each stage of the recruiting process. The SparcStart platform was created to simplify the addition of hiring manager video clips to job descriptions, but video can play other roles as well. Here are some of the videos that we believe are highly effective at accomplishing the goals they were designed to achieve.
If you are thinking about creating or updating video, check out these great examples.
Learn how we categorize the videos and guidelines for creating effective videos, watch:
Why, When and Where Recruitment Videos Work
Brand awareness videos are most effective when they are short and plant the seed. Their goal is not to promote any specific job, but to start the prospect thinking about career opportunities with you. They are generally distributed via social media.
UPS showcases its sophisticated global operations in this 12 second clip. Produced by an external agency.
24 Hour Sports connects with veterans in this 14 second clip. Produced by Stories Incorporated
New Zealand Police takes a humorous approach to spark interest in law enforcement careers. Produced by an external agency.
UK Education tugs on your heart strings to inspire you to consider education as a career choice. Produced by an external agency.
Fiverr shows its humorous side in this parody of every other companies Corporate Video Ad.
Talent Attraction – Job Marketing
Attracting candidates to specific jobs and persuading them to apply is more effective when the hiring manager highlights the opportunity. Viewership is highest when the videos are less than 30 seconds and distributed as part of a job description or job profile.
Delivering a professional and casual summary of the impact a new hire will have makes this video credible and appealing. Created in-house by Thermo Fisher Scientific using the SparcStart platform.
The energy and challenge conveyed by this hiring manager differentiates the job. Created in-house by Amazon using the SparcStart platform.
Candidate Persuasion – Culture Stories
As part of the nurturing process, sharing individuals’ stories and illuminating your culture can help prospects envision themselves working for you. One to two minutes is an ideal length and distribution is usually through targeted outreach or employee sharing.
Personalizing the satisfaction and commitment to the job promotes the corporate brand. Produced by Skill Scout.
Showcasing a unique perk illustrates the culture and environment. Produced by Stories Incorporated.
Including stories from several employees adds credibility and authenticity to this overview. Produced in-house using Skill Scout tools.
Every job, every career, every story has an origin, and Air Force illustrates this perfectly.
When you are ready to make an offer and have invested all the resources to find and vet the candidate, you want the candidate to accept. Video that evokes an emotional response and fuels aspirations will resonate with the candidate.
Adding personality and a surprising approach to basic information about roles and responsibilities makes this video attention getting.
Offer – Close
For high-volume roles, special programs or new business initiative where candidates may be unfamiliar with the opportunities, videos can be informative and engaging. These videos are 1-2 minutes and distributed on YouTube channels, career sites and special placements.
This video makes all of us want to drive for Walmart. It was undoubtedly expensive to produce, but is a powerful piece of video.
This simple message from the CEO connects individuals to the company and its mission. Produced by Stories Incorporated.
Once a candidate has accepted, much of their initial orientation can be delivered via video. These videos can have modest production values and will be watched even if they are 30-60 minutes long. Usually hosted behind firewalls, these videos are distributed by controlled invitation.
The upbeat introduction sets the stage for the simple and clear set of instructions that follow. The basic visuals were created inhouse with commonly available software.