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Tag: video
How would you brand a newly minted London firm that recruits intellectual property attorneys for jobs all over the world? With a video of a wedding photographer kicking a goose, of course. How else?
Amazingly, that’s what Fellows and Associates has done. And just to make sure you get it, the firm issued a press release over the weekend discussing the video. keep reading…
We live in a world of pictures, movies, and sound. The printed word is being replaced and expanded by cheap, easy access to video websites like YouTube as well as sites such as Hulu.com and Veoh.com.
According to Gartner, Inc., the world’s leading information technology research and advisory company, more than 25 percent of the content that workers view each day will be dominated by pictures, video or audio by 2013. keep reading…
Last week I introduced this series on the use of “live” video interviews by briefly discussing the business case and primary advantages for organizations adopting the emerging best practice. This second and final installment, built on the list of advantages introduced last week, introduces some problems you should anticipate and proposes some approaches to improve the scheduling of any in-person interviews that you hold.
Recording “Live” Video Interviews Provide Several Additional Benefits
Not all firms choose to record and keep their live video interviews, primarily due to technology limitations, cost, or privacy concerns (no candidate wants to find an embarrassing interview posted on YouTube). However, if you do record your interviews, there are several benefits that can accrue to your firm, including: keep reading…
Most of the media coverage these days about recruiting is devoted to social networking, mobile recruiting, and blogging, but the recruiting technology likely to have the most impact if it continues to catch on at the current rate is interviewing candidates “live” from remote locations. The approach I call “interviewing from anywhere” takes advantage of widespread broadband Internet access and inexpensive webcams, two factors that severely restricted videoconferencing as a feasible alternative to face-to-face interviews a decade ago. keep reading…
It is very hard to find an organization today that is not trying to stay lean during these challenging economic times. There is no reason that you should expect anything less from your recruiting video.
The March 2009 issue of Fast Company lists its take on the 50 most innovative companies in the world.
As I read their analysis, it seemed evident that the lessons learned about what makes a company innovative could be directly applied to the recruiting industry. With this perspective in mind, here’s how I’d translate business and product innovation into recruiting ideas.
Some of them are wild and crazy, but then again, they might just work.
Claire Prager of the Cheesecake Factory describes the making of this $30,000, four-minute video developed and produced in two months last year as “pretty painless” — which is not how I’d describe trying to finish off its entire dinner-size Thai Chicken Pasta.
Job seekers are viewing the video at a rate of about 40,000 per year. Their eyes are peeled for an average of 3:48 minutes. (The average for similar videos is 2:33.)
Prager, senior manager, talent selection, was responsible for the overall execution of the video, a task she says MadDash’s good work made easier. The video, aimed particularly at the passive job seeker, was posted on Monster, CareerBuilder, AHRE.org, and HCareers. The Cheesecake Factory shows it again during new-hire orientation (which, we report with jealousy, involves a meal at the Cheesecake Factory), as well as at college career fairs and other job fairs, and on the company’s careers site.
The Cheesecake Factory selected an Area Director, Senior Vice President of Kitchen Operations, Executive Kitchen Manager, and General Manager to play key roles in telling the story. While developing the video, it selected the following elements to include:
The uber-consistent restaurant chain also owns the Grand Lux Cafe and now RockSugar.
Our friends at Fistful of Talent just launched the pilot of their new FOTv show this morning.
There’s a ton of noise in the recruiting blogosphere these days, and Fistful is on a very short list of the blogs that have become my daily must-reads. Like everything they do, the pilot is fun and opinionated, and the production values set the bar high for everyone else in our industry who works with video.
I spoke with FOT Editor Kris Dunn today to learn more about the thinking behind the project and what we should expect in the future, and here’s what he told me:
FOTv – Show #1 from Fistful of Talent on Vimeo.
Getting your company known to the right potential candidates is tough. This is especially the case when trying to attract the right graduating college students. Students at the big schools are flooded with information, career days, job fairs, emails, and posters. The information is often generic and broad — deliberately so and designed to attract a cross-section of students. But, at the same time it can lead to a flood of unqualified applicants and can degrade your on-campus brand and image. Most organizations focus on the bigger schools, so there is no budget or time left for smaller campuses. Students at small private schools and often even at state universities are left out of the active recruiting process for these reasons. Any tool or service that allows you to spread the word about your opportunities with better focus and wider penetration is a winner.
As I have previously written, video has become king. A recent report by Gartner predicts that 25% of all content will be delivered by audio or video by 2013. Those who want to gain mindshare and generate interest in their career opportunities or organization need to use some kind of interactive media — video, instant messaging, polls — anything that attracts and engages Gen Y. The most useful and powerful interactive tools include social networks — particularly Facebook if you are targeting college students — and even LinkedIn and Twitter — as well as video sites such as Youtube, Hulu, and AOLvideo.
Laura Short at Stout University of Wisconsin has created an interesting slideshow for college students giving them reasons to use LinkedIn and encouraging them to — because it is where you are. In this presentation she encourages students to develop a personal video and post it as a LinkedIn video. She also talks about the importance of a video presence.
As video is becoming the dominant form of communication, recruiters who stick with text-based career sites and even text-oriented social networks will find themselves in trouble if they are looking for younger candidates.
There are many services that produce videos and I have listed a cross-section of them in previous articles. But it is very hard to find any company doing something different enough that it may change the way we interact and communicate with candidates. All the social networks I am aware of are based on reading and writing. You have to create a written profile and list and bullet your experiences, education, and so forth. Recommendations are written. Resumes are written. Any interactivity is through asynchronous conversations (e.g. email), a smattering of instant messaging, and sometimes the ability to post messages, pictures, and videos and make comments.
There is, however, one company that has gotten my attention. It is U.S.-based and aimed squarely at college students.
Next week, four company founders will take the platform at ERE’s second Startup Forum to tell the world about their better mousetrap. They’ll follow in the footsteps of four other startups that introduced themselves at the Spring Expo in San Diego, and who, today, are just emerging from beta or, in one case, not yet there, or about to launch a new version, but in every case still still here and hopeful.
At ERE’s Fall Expo in Hollywood Beach, Florida, recruiters will meet the newest businesses to launch. Two of the founders will talk about how their respective companies are harnessing the power of video to help recruiters make better hiring choices and save the environment while also saving the hiring company a few dollars.
Is your company’s recruiting video boring? If you didn’t think so before, you might think it’s a yawner after you check out Liz Claiborne Inc.’s new recruiting video “Runway of Opportunity” (embedded at the end of this article). When Helene Richter, director of talent operations for Liz, set out to create a recruiting video that matched the energy of the company and the fashion creativity pitched to consumers in the company’s clothing ads, she watched a lot of recruiting videos. Her conclusion: “They were sometimes humorous, always educational, but mostly boring, and certainly not artful,” said Richter.
Richter teamed up with Yahoo! HotJobs (profile) creative director David Lam and created “Runway” which features Liz Claiborne’s chief creative officer and mentor from TV show Project Runway, Tim Gunn.
Lam approached several clients late last year about creating recruiting videos as part of a Yahoo! HotJobs pilot program, and Richter jumped at the chance. She also came up with the video’s main concept and the basic script. Richter said that the video’s production costs would typically average $20,000 to $25,000; she received a discount for being part of the pilot program.
Besides revealing the company’s creative side, Richter also wanted to show prospective applicants that not everyone who works in the fashion industry looks like Kate Moss and that a typical day at Liz doesn’t begin with a cry of “gird your loins” as it did when Miranda Priestly arrived at the office in “The Devil Wears Prada.”
Yahoo, Beth Israel Deaconess, and Hyatt each handled the recession and the prospect of layoffs differently. Hyatt, says brand... more »