6 video applications that make recruitment more personal
trends
July 24th, 2018

Dear recruiters and HR professionals,

I am wondering: why does almost all labor market communication consist of written text? Do you believe that text is still an attractive and effective way of communication?

Mostly, when you're applying for a job, you already ask your candidate to submit a short video pitch, because it shows so much more than your resume and a motivation letter. Why do we still see so little of the team behind the products & services, their departments, and their stories?

Personalize your recruitment process with these 6 video applications!

1. Job ad

Text, so much text... A long list of job requirements and a few bullet points about what you get in return. After the first paragraph, I already wandered off track. As I scroll down, I'm looking for visuals that will show me who I am going to be working with, to see if I will fit the company culture. I click on 'About us' section, where I find the photos of the team. They seem like a cool group of people, but I'm searching for more.

If only they had some videos of the team in this job explaining a bit about the position and their work environment...

2. Thank You Page/Thank You Email

Often I see the following message after clicking on the 'Apply' button.

"Thanks for your application! We will contact you as soon as possible."

Then I receive an autoreply e-mail, and usually, it is not even from the responsible recruiter, but from a 'standard' recruitment e-mail address such as recruitment@xyz.com.

Your application at the XYZ

We have received your application for the Marketing Manager vacancy in good order. We hope to send you a response as soon as possible.

Sincerely,

Recruitment team XYZ

I frown: they 'hope' to send me a response as soon as possible? So maybe I don't even get a response? And how fast is 'as quickly as possible'? Is that 1, 2 or 3 days? A week? Two? And if I still have questions meanwhile, who can I contact? Of course, I don't want my question to end up in the general recruitment mailbox and get lost there.

You could also replace this text with a video:

3. Invitation to an interview

In this step I usually get a call asking if I want to come to a conversation, then a number of data via email follow. But very often I also receive emails like this:

Hi,

I would like to invite you for your first interview for the Marketing Manager position within our company. Could you please contact me at 06-12345678 to make an appointment?

Sincerely,

Karen

Of course, I am happy to receive such an email, but I wish it would be more personal.

But what if she sent me a personal video?

4. Rejection

Thank you for applying for the position of Marketing Manager at XYZ.

We have carefully reviewed your experience and are impressed by your accomplishments to date. However, your particular blend of skills and experience do not match our current hiring needs for this role. Therefore, after careful consideration, we have concluded that it is not in our mutual interest to progress further.

Unfortunately, due to the large number of applications we receive, we are unable to provide individual feedback on your background and skills at this stage.

Once again, we appreciate your interest in our company and wish you every success in your career endeavors. With your permission we would like to save your resume in our database, so we can contact you might any job opportunities come along in the future.

Good luck with further applications!

Sincerely,

Karen

If you were so impressed with my skills, Karen, what kind of superhero did get invited to the next round? I get insecure about my knowledge and skills because it is still not clear to me based on what I was rejected. The email is GDPR-friendly, that yeah. I tried to reply, asking for clarification, but I never heard from Karen again. That's unfortunate.

Tip: you can make a rejection a little more personal by at least indicating that you are prepared to explain why someone was not hired. This enhances your candidate experience because with this information the candidate gets feedback on what he/she can improve for his/her next application. In addition, he/she will continue to feel good about your brand or company.

5. Hired

Yaaay! You got the job! Congratulations! You will receive an e-mail stating that you still have to tick off some administrative matters.

Welcome to the team!

As discussed earlier on the phone, please see your contract attached. Could you please go through it and return a signed copy?

I look forward to seeing you on Monday, June 23 at 11:00, so we can go through a few things together.

Sincerely,

Marit

Add a funny gif of your team welcoming their new colleague to your communications and make your new team member smile!

6. Onboarding

It's your first day at work and you are super excited! What time do I start? What do I wear and what will I do? Record a short welcome video with your team to manage expectations!

P.S.: All the videos are recorded with a smartphone (iPhone 7)!

Do you want to add video to your (employer branding) communications? Send me an email at ellyn@flipbase.com or call me at +31 6 36 251 625