We’ve all witnessed the slow disintegration of weekly print ad use to pull in resumes for your need to fill quickly positions, as the online web posting has filled pages and pages of job boards and niche sites – from the top and side, static and flashing banners, leaderboards and skyscrapers hugging the screens of selected career sites, to the monthly or weekly blast of an emailed opportunity reminder, we’ve covered the gamut.
Everyone’s looking for the next big thing. What can we do to stay ahead of the curve? You’re doing the social networking thing, and it’s going great. You’re up to 1,894 fans, and have 587 followers already, and your talent network is growing everyday. Now what?
Things are going quite well, but there’s always room for improvement. You still can’t seem to find the right candidate for the same 3 hard to fill positions. The experience isn’t there, the education isn’t enough, and/or the qualifications don’t match. You wonder, “What else can I do to attract possible hires that meet the needs of these positions”?
Have you considered what the response would be if you were able to bring more life to your tired old job description? Let’s face it, your hard to fill positions are usually calling for those candidates that are currently working in their careers – the passive jobseeker. To catch those big fish, you need to reel them in with more than a job title and a simple “We’re the biggest and best”. In this time of social media, people are more inclined to be drawn to something that speaks to their interests, both professionally and personally. They’re interested in what it’s really like to work for and with you, and not just the approved jargon put out by HR management. Every company is a “best place to work”, according to them. But what do the employees really think about working there? What is the position they’re interested in really like in the day to day? Who would they send the most time with, and how understanding and flexible is management? What is the environment really like underneath the perfect photos presented in the ads?
The answers to these inquiries can be given in a hiring video. Give your job description a personality with a manager, recruiter, or employee giving a sincere account of the position for interested candidates to get the feel of the job, and what the onboarding process would be like for them. Appeal to their emotional side and share with them the culture of the company and its community involvement. Ask yourself, what would lure you into this new opportunity? A passionate explanation of the vast strides their division/discipline is making in their profession can attract those who are familiar with their claim, and want to contribute to its advancement.
This video is a chance to say what you’re really thinking when you want to stress the value in your location, the benefits you offer, how fortunate you feel to work for an administration that assists you with childcare and other amenities, and also what applicants will probably not fair well in that particular position and should refer to your other openings. The sincerity and enthusiasm observed in the facial expression, body language, and speech of the interpreter really delivers a true narrative for the interested party, and in turn, may help limit the amount of unqualified responses.
If you’re wondering what’s next in the realm of successful recruiting, a video designed to peak the interests and address the concerns of the passive jobseeker may be just what the HR gods ordered. These informative yet friendly videos are a perfect complement to your social networking pages, and should be used in conjunction with your social media approach. Preparing a video for each of your hard to fill positions would be an ideal start. If you’d like a professional but welcoming video produced for your positions, contact Alstin – we’ll get the job done, and you’ll get the job filled!
