Recruiting is one of the most important yet overlooked aspects of the business. In fact, a recent survey found that just 23% of all hiring managers think recruiting is as important as hiring. And when done right using advertising videos, you can land the perfect employee for your job offer.
If you have been in business for any appreciable amount of time, recruiters have probably been on your mind at some point or another. Most companies will scour their social media pages looking for people to sign up for their website or email list. However, they fail to consider the more traditional ways they can engage with existing employees and customers.
Being able to recruit new people is a crucial part of any business’s strategy and should be taken seriously if you want to grow your company. However, there are some common mistakes that many companies make when recruiting new employees. They end up losing valuable time in the process.
In most companies, recruiting people is just one activity in a long list of activities. The process of recruiting new people is a long, endless series of distractions that end up wasting valuable time and energy. While many people think they can get away with this, they really can’t. In fact, it often ends up being a huge waste of time as well as resources and energy.
The traditional recruitment process is often an inefficient one. Recruitment is a cost-effective way to get the best possible employees for your business. Unfortunately, hiring new people can be about as effective as trying to use traditional recruitment methods and not getting the right person.
There are two main problems with the traditional way of recruiting:
People who are interested in working for your company may not know all of your values, or they may not share them yet. You should never tell someone what you think their job is, or what they should do and should like in their future jobs. Instead, find out what they enjoy doing and emphasize it. They may have other interests that you didn’t know about or that you didn’t think were important (like a passion for music or a hobby).
People who are interested in working for your company may not be ready to make the commitment required to work hard for you for years. Your hiring managers will expect someone who will work hard but also take time off when needed. Also, if the person doesn’t want to create new memories on their own time, then it will be harder to persuade them that being a part of something bigger than themselves is worth it. But investing in a short-term opportunity is still worth it if the long-term payoff looks promising enough.
It's important to remember that people who want to work at your company should be willing to put in effort even when they don't believe they'll get anything in return. If you don't show that kind of room for growth by offering some kind of reward or incentive system, then these people might just end up feeling like they're wasting time at your company. This can have serious effects on how much time and effort someone invests into working at your company over the long run. Therefore, it's important that any rewards system you use offers something concrete rather than just words.
Recruiters can help make sure you're getting these types of candidates by creating opportunities that match their education level and experience with yours (or even better if you already have one).
Traditional recruiting strategies don’t take into account all the potential candidates out there, which is why we often see companies making a big effort to hire people, only to find that all the candidates are not what they are looking for. As a result of this, they end up spending way more time on recruiting than they should and lose valuable time in the process.
Today, companies have to rely on recruiting agencies to source candidates for their business. It is time to change and adapt advertising videos as your go-to method. Recruiters are lazy and inefficient. They do not know how to source high-quality candidates from the best sources because they do not know what it means to find better candidates.
What happens when you hire a recruiter? They send you someone you don’t like. They send you someone who does not fit your company culture or doesn’t have the right skills and has no passion or isn’t ready for the job.
If you want real results, then you should use “candidate sourcing” as a keyword phrase and position yourself as an innovative recruiter by using different methods including advertising videos than the ones available in the market. This will help you create better candidates with less effort and higher returns on investment.
There are many reasons why businesses need to change the Candidate Sourcing Approach (CSA). Generally speaking, when it comes to sourcing talent, companies tend to look for the most desirable candidates first. It’s important to set a clear plan on what you’re looking for in a potential employee within your business. You can’t look for people to work for you without setting clear targets on what exactly you want them to do. Your approach will be useless and you won’t receive the desired results.
If you want to optimize your candidate sourcing approach and growth strategy, it’s important that you learn new ways of thinking about this. Instead of seeking candidates with the minimum skills required for the job at hand, you’re looking for candidates whose abilities meet the specific goals of both your existing and future customers. And then it’s important that when hiring people on this journey – whether they know it or not – you start by asking yourself these fundamental questions: - What do I want to achieve? - How am I going to achieve my goal?
This will translate to your method of sourcing people and it can give a fresh look to your business by using advertising videos. It goes without saying that such approaches should be developed with a high degree of rigor. Otherwise, they can become just another tool used by HR departments in place of real insight into what makes a good hire “good”.
Advertising videos can be used to recruit new people to join your business. You’ll find many recruiting videos online, including those from software companies, advertising agencies, and social media specialists. The most popular ones are often free, but it’s up to you whether you want to pay for them or not.
Whether it’s a free video or a paid one, you should pay attention to how much effort is put into creating it. A big-budget company might have all the resources necessary for making a high-quality video. However, the quality of their work may suffer from the lack of care put into its production.
A good example of poor production is someone playing with a smartphone camera in an office cubicle in front of a blank computer screen. Unless they have an explanation of what they’re shooting, there is no way anyone will notice who they are filming.
Another thing not to overlook is how often certain people use the same phrases over and over again during their videos. They may think this makes them appear more professional or knowledgeable than other people who are doing otherwise similar work. If your potential recruits don’t know that you’re asking them for specific services, then perhaps you should come up with something different when you ask them if they want to join your business.
Recruiting new incomers using advertising videos has a 34% greater application rate than those without. In this day and age, 82% of candidates look for job offers on their mobile phones rather than using other tools. And when we search for statistics regarding mobile traffic, we find that 87% is purely video content.
There’s also the fact that videos on Linkedin are shared 20 times more on a regular basis than on other forms. This goes to show that even using a professional social media platform can help you target the right audience using advertising videos.
The most important thing you can do to increase your chances of landing a new employee is to make advertising videos about what you do. Advertising videos are a way to introduce something you do to the world. It should all be about what you excel in most in order to grab people's attention and be invested in your brand.
You want the prospect to see and know that you’re not just another company trying to recruit without a proper foundation and with a lack of information. You want it to be an experience that they would be interested in.
There are plenty of things you can do to make this video, but the key thing is that it should be very simple and easy for anyone to easily grasp. Adding complex ideas and different layers to your videos will only result in a lengthy video that can take way too much time for people to complete, even for people who are in desperate need of a new job. The best advice is to go straight to the point.
You can even opt for animation as your advertising video. Although most people rave about how animation is only targeted to particular audiences, if done the right way using the right resources, you could have a great start to online recruitment.
Having a good video is not enough; it needs to be a great one (for your own business) — even if it’s just 10 seconds long. You want a winner, not just an advertorial. Having a good voice-over can help, but remember: if you have no voice-over then at least add subtitles for people who prefer to watch it in public areas. You should think of all the different scenarios people can view your advertising videos in and work around that.
A great way of thinking about this is: there are three types of people who might watch your video:
Anyone who wants to learn more about what ‘you’ are selling (i.e., customers)
People who want to be part of your team (i.e., incomers)
Employees who want you bragging
And as long as you keep them in mind and make sure your video demonstrates how amazing they are at doing whatever it is that makes them successful at doing, then in all likelihood, what happens will be exactly what it was intended for — which means you get exactly what you wanted and the influx of applications from interested people will be sent your way! The initial filter is already done, you now have to check the coming applications, and select your winner, or winners!
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