Competing for labour on a global scale requires a recruitment strategy that differentiates your organisation from all others. The process of recruitment is simply two stories being told; the organisation’s and the candidate’s, but the challenge for any organisation is to create a first impression that entices a candidate to listen to their story. Leveraging digital media and technology can help tell that story and positively engage a wider talent pool for selection.
In the era of the Great Resignation, there is a focus on generating greater brand awareness to attract a larger pool of active and passive candidates. Digital media such as recruitment videos can be marketed on social media platforms to attract candidates in both categories. Weaving the use of video into recruitment at different touch points, can provide a candidate with a visual insight into the role, the physical workplace and the organisation’s culture and purpose. Using testimonials of employees or alumni, creating a realistic job preview, or promoting the company’s employee value proposition and vision can help you stand out. Video helps to form a sense of connection with a role and workplace without the candidate needing to be physically present to experience it. Personalise your video to create interactions which are meaningful and reflect the organisation’s DNA.
Traditionally, interviews were largely conducted in person, however the pandemic has seen a rapid shift in how we leverage communication platforms. Despite geographical location or time zones, pre-recorded video interviewing allows an organisation to recruit 24/7, and in turn captures a greater number of potential candidates. Pre-recorded video interviewing is a cost-effective means to accelerate the screening process for high volume roles and reduces the administrative workload with less phone screens or in-person interviews required.
Pre-recorded video interviewing adds a level of consistency to the selection process. Candidates are asked to respond to the same set of questions, so it is an even assessment, based purely on the candidate’s submitted response. The key to video interviews is to ask one-way questions that will help build a clear picture of the candidate’s capabilities, communication skills and alignment with the company culture and values.
Interviewing can be stressful for any candidate, however, video interviewing allows flexibility to record responses at a chosen time, pace and location. Video offers candidates a safe environment to tell their story.
We’ve seen a rapid advancement in technology and digitalisation, which has brought with it the need for recruitment practices to evolve. The up-and-coming workforce expects employers to be creative, innovative and personable. To attract and retain the right candidates, organisations need to create a memorable experience from the very first interaction or click. Utilising different forms of technology and digital media can really help achieve this. So, the question is, how will you tell your story?
