Want to Attract Talent Who Know Why They Want to Work For You? Try Video

It’s 5 p.m. It’s been a mind-numbing day of reading through an endless pile of resumes, each candidate more unqualified than the last. You’ve thrown out more than you’ve considered. Impossibly, the stack seems to be growing larger and larger until it towers over you threateningly. Your eyes are weary. You know exactly the type of candidate you’re looking for but at this rate, it feels like finding a needle in a haystack. Finally, you collapse from exhaustion. On your knees you summon your last ounce of energy and yell to the heavens, “WHYYYYY, WHY does it have to be this way?!?!?!?”

It doesn’t. Let’s break it down.

The problem:
Candidates often apply for a lot of jobs, just to cover their bases. These aren’t necessarily jobs that they think they will like or feel qualified for though. On average, a job seeker will spend about 11 hours a week looking for jobs, and before all is said and done they will apply for close to 200 positions (and thousands if you’re an attractive employer or offering an exciting job opportunity). That means a lot of time spent reading job posts. Unfortunately, job posts are often formulaic, boring and anything but user-friendly. Candidates will skim (we’ve all done it) and in their eagerness to attain a job offer, often candidates will not consider whether they would be a good fit. They’ll spend only 60 seconds per post and most of that time is spent on the benefits, title and location. Candidates do not usually focus on the qualifications the position requires - which leads to a lot of headaches for recruiters, who on average get about 250 resumes per post. Over half of these are from unqualified candidates. There has to be a better way for both parties to get through this process without the headaches.

So what can recruiters do to streamline the process to get candidates more suited to their position? Research increasingly points to video.

Here’s Why:

1. Change of pace: Video breaks up the monotony of endless job posts. It is easier to grab a candidate’s attention when you are literally differentiating yourself from the rest.
2. Go Where the Candidates Are: A majority of Gen Z look to YouTube when deciding whether a company might be right for them. Companies that have no content for YouTube will lose out.
3. Boost Engagement: Video is favored in the algorithm of the internet, generating 1200% more engagement than photos or text. Not only will video be more engaging than just text but it will likely reach a wider audience!
4. Share Who You Are: Video quickly and effectively allows the job seeker to learn what you’re all about and decide whether they might be a fit, leading to more qualified candidates who are the right fit and discouraging candidates who just aren’t right. Video can also help you to distill complex ideas in a short period of time.
5. Lower Turnover: Candidates will no longer start a position and then realize the company culture/ work environment/ team isn’t right for them. You’ll have already shown them what to expect upfront.

Even though video posts are leaps and bounds above the boring, run-of-the-mill job post, we know it can be daunting to some. It doesn’t have to be. Check out our tips on filming compelling video content or talk to a WorkReels representative today about how you can use video to recruit the best candidates for every position, info@workreels.com.