- Talent Management
There are so many ways to use videos as part of your overall talent management strategy, and it is becoming increasingly popular as there are more tools and resources to create professional-quality videos without a great deal of technical knowledge or a huge production budget.
Regarding talent management, videos can be incredibly useful for not just employee training, but also for recruiting and hiring.
Using Videos for Recruiting
While you can create recruitment videos posted on your own site, you can also post them on YouTube to reach a broader audience and strengthen your employee brand in the eyes of more people. If you create a great video, it may even go viral which could lead to an explosion in talented employees striving to work for you.
Research shows job postings accompanied by videos have 34% more applications, and videos appear in the top 100 search engine results 70% of the time. In terms of YouTube alone, the average visitor spends 15 minutes watching videos, which is a lot longer than you’re going to find the attention span is for other forms of content or even videos in other locations.
A few general tips for creating recruiting videos include:
Along with using videos for recruiting tactics, they’re also becoming increasingly prevalent as part of the employee interview experience.
Using videos as some part of the interview process for new employees is becoming increasingly common.
Video interviews are less expensive than traditional interviews, particularly if you’re interviewing candidates who aren’t local. Using video interviewing can also give hiring managers a good idea of factors like cultural fit before they have candidates progress too far into the hiring process. With the use of video interviews it becomes possible to have a wide variety of stakeholders get to know a candidate, even if they’re located at offices throughout the world.
If you have a large talent pool you’re selecting from, using videos as part of the early stages of the hiring process can allow you to narrow candidates down much more quickly, and this is also a good alternative to phone screenings. As compared to phone screenings, video interviews give you a much more thorough picture of who the candidate is and whether or not they’re a good fit to progress farther into the process.
When you’re looking to tap into the very best talent, they’re likely to be people that are also very busy and in-demand. Video interviews can save not just your hiring manager’s time, but it can also save candidates’ time and pave the way for them to have a more favorable review of your organization. For applicants who aren’t going to make the cut, video interviews give you the opportunity to know that sooner in the process, so you can let them know more quickly to keep them from becoming too invested. This form of early communication is useful for building a strong, positive employer brand.
Finally, when you use video interviews, you’re typically going to have a better chance of eliminating the applicants who aren’t really serious because they’re not usually going to respond to a video invite.
A few best practices for video interviews include:
Let us know your thoughts and how you currently or plan to use videos as part of your recruiting and interviewing strategies.