Video is the fastest growing medium for consuming content online. In fact, in June 2011, 178 million internet users watched online video, averaging 16.8 hours of viewing per person!
With this type of reach, it’s no wonder many companies are incorporating video into their recruitment marketing strategies. Not only does video play a role in search engine optimization (SEO), it provides a way to attract and engage talent who want to learn more about your company culture and career opportunities.
If you’ve considered using an online recruitment video but haven’t taken the leap, consider how the following six benefits can help boost your current recruiting strategies:
- Increase your ROI. The constant improvements to technology have made it easier – and more cost effective – than ever to create and host videos online. For example, you can add a YouTube tab to your Facebook careers page in two simple steps. And because videos are incredibly engaging and easy to share across networks, you can reach a larger pool of talent for a much lower cost.
- Stay competitive. Companies are increasingly using online video as a recruitment tool, so if you choose to stick with text-only career sites, job descriptions and social networks, your tech savvy competitors will begin to overshadow you.
- Widen your audience reach. There were 178 million online video viewers in June 2011, and that number is only going to increase. The popularity of online video provides the opportunity to reach a huge network of both passive and active candidates in a new way.
- Strengthen your employment brand. Video allows you to showcase your organization, company culture and overall employment brand in a way that resonates with job seekers. Instead of simply reading about your company and what you have to offer, they can see, hear and feel it from current leaders and team members.
- Get higher response rates. Data shows that job postings coupled with video received an average of 12% more views and 34% more applications than those that weren’t.
- Eliminate irrelevant applications. By giving job seekers the opportunity to hear from current executives and employees, virtually tour your facility and get an overall feel for your company culture, you’re giving them the opportunity to determine if the opportunity is right for them. If they don’t see themselves as a fit, they will self-select out of the process, saving you time later in the process.