5 golden rules for an effective recruitment video

 

With the rise of digital advertising, video has emerged as the tool to dust off the world of recruitment. A far cry from traditional text ads, video captures the attention of potential candidates in a fast, high-impact way.

In an increasingly competitive job market, companies need to stand out from the crowd to attract the best talent. Thanks to its dynamic format, video offers a unique opportunity to present the company, its working environment and its values in an engaging way.

Today, more and more companies are adopting this approach to humanize their job offers and boost their employer brand. This visual format doesn't just describe the job, it creates an immediate first connection with the future employee, allowing them to project themselves into their future team.

In our article, you'll discover five essential tips for creating a powerful recruitment video that attracts qualified profiles while reflecting your company's image.

 

Rule 1: define a solid HR strategy

Identifying needs

Before embarking on the creation of a recruitment video, it's essential to clearly define the position to be filled and the purpose of hiring. This initial step enables you to target legitimate candidates based on the skills ,experience and interpersonal skills required.

What are the ideal profiles for this position? What specific skills are required? By clarifying these points, you can avoid any ambiguity in the video and go straight to the right talent.

In addition, it's important to define the objectives of recruitment, whether it's to strengthen a team, fill a strategic position or attract new talent in a context of growth.

Focus on corporate culture

A successful recruitment video is more than just a job description. It must also reflect the company'sDNA and values. Corporate culture plays a key role in attracting like-minded candidates.

Showing an authentic work environment, presenting employee testimonials or highlighting corporate social responsibility (CSR) initiatives are all ways of standing out from the crowd.

A transparent company, which values its employees and respects strong principles, attracts talent in search of an opportunity aligned with their aspirations.

Track KPIs to measure effectiveness

It's essential to measure the interactions generated around the recruitment video. KPIs enable you to adjust your future strategies.

Indicators to monitor include view rate, click-through rate (CTR), number of shares, volume of applications received and, most importantly, conversion rate (number of candidates actually recruited).

This data not only verifies theimpact of the video, but also identifies areas for improvement. This ensures that future videos will be even more effective in achieving the objectives set for hiring.

 

Rule 2: choose the right video format

Short or long video?

To capture the attention of potential candidates, the length of the video is a key factor. Studies show that the most effective videos last between 60 and 90 seconds. This is enough time to convey a clear message, without saying too much or risking losing the viewer'sattention. Beyond that, engagement drops off considerably.

It's up to you to decide which duration is most appropriate for your target profile and communication channel. The main aim is to get straight to the point, presenting the most relevant information and answering the main questions candidates have.

You can't overdo it! You also need to keep a certain amount of mystery to arouse the interest of future recruits.

Dynamic or institutional style

The tone and style of the video should be in keeping with the company's image and the position to be filled. For a start-up or creative company, a lighter, more dynamic and modern style may be appropriate. This type of video shows a fun, relaxed work environment, attracting candidates looking forinnovation and flexibility.

Conversely, a large company with a more formal culture will favor an institutional tone, emphasizing stability, growth andexpertise. The choice of style is therefore the key to targeting candidates who are in tune with your values.

Interactive or immersive format?

Innovative formats such as interactive or immersive videos, like virtual reality, offer candidates a unique experience. These formats enable applicants to better project themselves into the company, by offering them the chance toexplore virtual premises or respond to interactive scenarios. This creates greater commitment and boosts the attractiveness of the job offer, particularly with younger or technophile talent.

Some time ago, Vinci Construction had already opted for this technique. Find out more by watching the video.

 

Rule no. 3: think carefully about video content

Attractive storytelling

Convincing storytelling is essential to capture a candidate's attention. The video has to tell a story- about the company, the values it stands for, and the vision it wishes to share with future employees.

Candidates must be able to project themselves into this human adventure. A central question must be answered: Why join this company? Well-crafted storytelling creates an emotional connection, which is essential to hold attention.

Introduce teams and work environment

The presentation of the work environment and teams reinforces the video's authenticity. Showing welcoming premises and a friendly atmosphere helps to create the desire to join your teams.

This humanizes the company and makes the work experience more tangible. The aim is to help candidates visualize what their daily life would be like within the organization.

Illustrate the job's mission

The video should concisely and effectively present the main tasks of the position to be filled. By illustrating responsibilities in concrete terms, you help candidates understand expectations and assess whether their skills match your organization's needs. This clarifies the message and makes the advertisement more effective.

Promoting career opportunities

To attract motivated, long-term profiles, it's important to highlight the opportunities fordevelopment within the company. By emphasizing the possibilities for progression and explaining the values that govern the corporate culture, you encourage candidates to project themselves into a fulfilling career process aligned with their ambitions.

Use employee testimonials

Integrating testimonials from current employees reinforces the human aspect of the video. These authentic testimonials add a personal touch and allow candidates to discover the reality of the company from the inside. These experiences, shared by employees, help to lend credibility to the video and encourage candidates to seek an interview.

 

Rule 4: don't neglect technique

Visual and sound quality

First impressions count. A badly filmed recruitment video or one with poor sound quality can quickly lose a candidate's interest, or worse, give off an unprofessional image!

It's essential to invest in the right equipment or call in an expert, like tydeo, to guarantee a clear image and clear sound. Good visual and sound quality inspires confidence and reflects the seriousness of the company.