Video Recruiting Is The New Wave The last time you scrolled through your Facebook feed, how many videos did you see? I’m going to say “a lot!” as research shows that there are eight billion video views per day on Facebook. So, it shouldn’t be a surprise that video recruiting is on the rise. In fact, organizations are relying on video recruiting more and more. Whether you’re utilizing video for interviewing, posting about the company culture, or highlighting job descriptions, it demonstrates that you’re on top of technology trends. And Gen Z and millennials love videos! IT'S MORE ENGAGING Video recruiting is effective, and has more engagement than any other form of content on social media. A study by Ongig shows that job seekers spend more than triple the time watching video job ads (three minutes) than they do reading a text job ad (55 seconds). More research reveals that video job ads attract 40 percent more interest. Longer exposure to your message means candidates get a deeper understanding of your organization. Think about it this way: as you’re scrolling through Facebook or LinkedIn, would you be more likely to stop and watch a video about a job opening from a recruiter or a text job post with a standard image? I would stop for the video every time. It Goes Beyond Ads When you talk about video recruiting, most people think you mean posting videos about your open jobs. While that’s a huge part of video recruiting, there’s more to it than that. It also includes interviewing via Skype or Google Hangout. This is especially beneficial if the candidate lives far away. While video interviews can sound awkward and uncomfortable, they are only as awkward as you let them be, and are a great way to increase your talent pool by being able to recruit candidates from out of state. Video recruiting can also include videos that show off your overall company culture, with a standard “see our current job openings” call to action included somewhere in the video. What makes your organization unique? How do you reward your employees? Show these things off in a culture video. This is not only an effective way to recruit, but it also strengthens your brand and can be a great marketing piece for your organization. It Takes Time Why don’t more organizations utilize video to recruit candidates? Because it takes more time than typing up a job ad or creating a social media post. Videos usually require editing (unless you’re doing it all in one take), which requires editing software. After that, you have to upload it somewhere (usually YouTube or straight to social media). This all takes preparation, scheduling, and coordination, which can deter some people from attempting videos altogether. Most people don’t feel like they’re qualified to create videos, and believe that it’s something that should be handled by professionals. However, if you’ve ever snapped a Snapchat or recorded a video on your phone, you have enough experience to create a video that talks about a specific job opening. It Gives you an Edge Incorporating videos into your recruiting strategy not only gives you more opportunities to reach quality candidates, it also helps you stand out from other organizations. It shows you have a strong social media and brand presence, and are finding unique and engaging ways to fill open positions. Hop on the wave of video recruiting and see where it takes you. It’s okay to start out simple and quick. You don’t need a professional to film the video; you can do it yourself and create short and simple recruitment videos to help you attract more top talent. How could your organization benefit from using video recruiting? Katie Roth Katie Roth has been in a leadership role in the employment industry for the majority of her career. Currently, she is the President of Aureon HR's talent acquisition team. Katie is a graduate of the University of Iowa and is certified by both the Society for Human Resource Management (SHRM), as a Senior Professional in Human Resources, and the National Association of Personnel Services, as a Certified Personnel Consultant (CPC).