Human resource professionals are busier than ever before recruiting and hiring for their companies, so timesaving measures are a necessity to doing their jobs. One of the hottest timesaving methods right now is pre-recorded videos that serve as introductions to the company or even as an interview method. While videos are nothing new, it’s all about the way in which they’re used that makes them the go-to method of the day.
As your company sets out to create and utilize pre-recorded videos (called Questionnaires by my friends at TalentCircles), it’s also important to recognize the relationship between videos, candidates and HR professionals. Videos are a tool that HR professionals use, but they certainly don’t replace the role HR plays in recruiting, building relationships and connecting with new employees. However, when utilized as a one of many tools in your HR toolbox, they are invaluable improving candidate quality while also saving you time and money. And who couldn’t use more of all three?
Take a look at these three ways pre-recorded videos just make sense:
Pre-recorded videos make sense for a lot of reasons but one of the most significant is the fact that there is no limit to when or how often they can be utilized. When used for interviews or orientation, pre-recorded videos act as the HR professional that is always available. This is especially valuable for companies interviewing many candidates in a short amount of time, even allowing them to interview on the spot at career fairs and similar events.
Companies looking for a cost-effective solution for large-scale interviewing or a solution to a low number of HR staff should consider pre-recorded videos. Even larger companies that can afford to produce quality videos will likely find it’s a worthwhile investment. Another great thing about utilizing pre-recorded video is that there are so many ways you can create them, from doing so internally to hiring a videography company, to having one member of your HR department present or 10 different employees appear in a video. This provides quite a bit of wiggle room to customize a video to fit your budget.
Introductory, interview and onboarding videos each provide an opportunity to establish your employment branding before a candidate even starts working at your company. In the same way you can customize videos to fit your budget needs, you can tailor videos to fit your employer brand. That means that the tone, feel and look is all up to you. This is a real asset as there is no limit to the customization options available. Whether your company is most accurately represented by a formal, corporate tone or a fun, loose atmosphere, videos are easily tailored to fit each organization individually. This can be one more significant piece of your employment branding.
TalentCircles also offer the ability to add questions (text, multi-choice with one or several answers). Responses of types (included video-answers) can be scored. In the event you have hundreds of responses, you can sort candidates par scores.
Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs.