How are videos changing the recruitment journey? Insights with Video My Job

Shannon: Okay, David, thanks so much for joining us here today. Now, I know we've been a client of Video My Job for many years, probably one of the first to jump on board there. And we know that it's made a massive difference in the world of recruitment. Can you tell us a little bit about who Video My Job is and the impact of the role of video in the recruitment process?

David: Yeah, hi. So Video My Job is really solving a meaningful problem where companies really struggle to communicate culture at a critical time within the talent acquisition workflow. We make it really easy for candidates to understand what it's like to work within the organization, who they're going to be working with, so they can make a call if it is the right fit for them. The benefits are incredible for the organization implementing Video My Job because retaining people costs a lot of money if people join the business, feel disconnected, and then leave. So that's a little bit about Video My Job and what we do. It's a software product that companies around the world really do love. We're in over 50 countries and represent some of the world's biggest companies.

Shannon: Yeah, cool. Now, I think when you came up with the name Video My Job, it was quite literal in what the product does. But I know from our experience across the People to People group and Frog, we started out using it to advertise jobs and to give candidates that peek behind the curtain, sharing information that you just can't fit into a text job advertisement. But pretty quickly, we started using it for other things as well, like promoting candidates or sharing insights with our team. So what are some of the other ways that your clients have benefited from your product?

David: Yeah, the evolution has been similar to what People to People and other recruiters have experienced. Initially, they start to improve the job ad recruitment process. One of the golden rules in recruitment is that recruitment is marketing, so starting with a job ad is a good place to start. But once you get your hands on video, it becomes a bit addictive because you can communicate so much better than with text alone. Improving communication with candidates is a strong use case, but also internally, whether it be through training or internal communication in general. When we started Video My Job back in 2016, 100% of the use cases were for job ads. Fast forward to today, and that represents just 18%. We've seen the rise of employee stories, which are really powerful for building trust and making great connections. These stories inspire people who are on the fence about applying to click the apply button because they feel it's the right opportunity for them.

Shannon: Yeah, fantastic. I guess on the flip side of that, what would you say have been some of the biggest challenges, both for yourself and other recruiters or in-house teams, in terms of making that transition to a more video-centric recruitment process?

David: It's a good question. The barriers have changed, especially pre- and post-COVID. Before COVID, there was a real reluctance for people to get on video because they didn't like how they looked or sounded. But through COVID and the rise of video conferencing, the whole industry took a giant step towards video, which has been helpful. The issues today revolve more around leadership. Recruiters are really busy, managing multiple requirements and juggling different tasks

. It comes down to leaders within the organization having the right strategy and executing a plan to integrate video content into their processes, creating an encouraging environment for people to represent themselves and the company on video.

Shannon: Yeah, cool. Thinking back to my own experience many years ago, initially there was definitely the fear factor of seeing yourself on screen. It's tough when you're replaying and editing it, having to listen to yourself multiple times. There was also a concern about not being tech-savvy enough to handle editing or using captions. But there have been significant developments making it user-friendly, like just using an app on your phone. What would you say to businesses thinking about whether this tool is right for them?

David: I'd say they need to have a clear use case and free up someone's time to implement Video My Job. The software is definitely not the problem. It allows you to film, edit, distribute, and track effortlessly. We've built AI into the platform, and there's a project management tool for sending campaigns to individuals who aren't in the office. The technology supports managing projects easily, even for remote work. It all comes down to leadership, understanding the metrics you want to improve. Implementing video will help you fill jobs faster, get better quality applications, increase conversions, and improve retention. These metrics are crucial for both talent acquisition and recruitment agencies. For every dollar invested in us, we typically provide a twenty-dollar return, whether through making money for recruitment agencies or saving money and improving the candidate experience for talent acquisition.

Shannon: Perfect. Well, hopefully not too many other recruitment agencies are watching today so that we don't lose our competitive edge. Thanks so much for joining us today, David.

David: Thank you, Shannon.