Free easy video clip manager12/29/2023 The first known integrated video job description, in which video, JD text, apply button and other components were on a single Web page, was created by Ongig in early 2011. These were one-off videos that would appear on a site like YouTube and did not necessarily have a way to apply - the call to action might be just to visit the employer's web site. Will Staney and the VMware team tested out a number of what they called "Video Job Posts" - this Senior Technical Writer video job description was the first one of theirs that appeared on YouTube on Oct. ExpertVillage, an instructional Web site, showed video job descriptions as early as 2007 such as this one for a news reporter. There were a number of pioneers who tried video job descriptions in the early days. What is the history of the video job description? Where did it all begin? Many industry leaders are implementing and leveraging video job descriptions including Fidelity, Comcast, Accenture, Yelp, Salesforce, GoDaddy, Autodesk, Verizon, Lending Club, American Express and Intel just to name a few. What types of employers are leveraging video job descriptions? We recommend you test different recruiting videos and examine metrics such as time-on-page (typically the longer a candidate spends on a page, the more they are examining your job opportunity), apply rate (the number of people who view a video then apply) and ultimately the hire ratio (the number of people who view a video, then apply and then get hired). How do you measure the effectiveness of a video job ad? The Talent Acquisition team may need to defer to the Marketing team to select the tone of recruiting videos, though many Talent Acquisition teams are empowered to choose their own marketing theme. However, we've heard from both employers and candidates that recruiting videos shot by amateurs with mobile devices shows more authenticity and transparency. With high-end production you will benefit from a cleaner, better directed recruiting video overall. We have seen equally effective results from a video recording by a professional with high-end equipment versus an employee using a tablet or mobile device. Should the recruiting video be produced by professionals or is it acceptable to use amateurs in production?
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