Picture this: You’re eager to expand your team, and right after the job posting goes live, hundreds of resumes start flooding in. But as you begin reviewing them, excitement turns into disappointment. Many applicants seem like they didn’t even read the job description, leaving you wondering if you’ll ever find the right person for the role.
If you’ve ever posted a job online, you can relate to this common struggle. Attracting applicants isn’t the issue; it’s attracting the right candidates that can be challenging.
In this blog post, I’ll share one of the most powerful strategies to attract the right talent by leveraging the partnership between hiring managers and recruiters.
As a seasoned recruiter and hiring manager, I’ve encountered this situation several times. Most recently, I had it happen while trying to fill roles with titles that, although very common, mean different things at different companies.
Take, for instance, the role of an eCommerce Manager. The title itself can mean so many things.
And although we explained it well in the Job Description, we all know that most candidates apply solely based on the title, barely reading through the rest of the details. There has to be a better way!
The recruiter assigned to the role and the Hiring Manager were both familiar and comfortable with social recruiting. So, we decided to try a “non-traditional” approach. We created a video where the hiring manager shared the backstory of the role and insights into what would make someone successful in it. Here’s the link to the video.
@leaf_group We’re hiring an eCommerce manager at @society6! 🎉 📍Location: Remote 💰Salary: $85,000 – $105,000 per year Society6 is an online marketplace of unique wall art, home decor and lifestyle goods featuring designs by independent artists. 🎨🖼 We are looking for an eCommerce Manager to help us manage the day-to-day maintenance of Society6.com. This role performs a variety of content, marketing activities, and web merchandising to ensure the Society6 website truly reflects the brand and our campaign strategies. Apply at the link in our bio or by visiting leafgroup.com/careers ⚡️ any questions about the role? Ask away! #society6 #society6artist #ecommercemarketing #ecommerceexpert #ecommerce #digitalmarketingjob #nowhiring #remoteroles #creativejobs ♬ Oogum Boogum Song – Brenton Wood
The results were impressive – the video attracted more qualified candidates, and we quickly filled the role.
Using video to recruit isn’t new; many companies do this. This particular video worked because of the following reasons:
The video focused on the candidate’s needs rather than the hiring manager’s credentials. It got straight to the point, answering the “what’s in it for me” question that candidates often have.
The video shared a compelling story about why the role was open and what a typical day would look like for the candidate, offering a glimpse into the company culture and team dynamics.
Keeping the video short was essential. In today’s fast-paced world, nobody wants to watch a lengthy monologue. The hiring manager stuck to the crucial facts and avoided unnecessary rambling.
Although this video performed exceptionally well, there’s always room for improvement. Here are some of the things I would change if we were to re-do this video:
Including the word “You” in the first 3-5 seconds of the video would have increased viewer engagement.
Although the CTA was present on-screen and in the caption, speaking it out loud helps reinforce the desired action.
But what made this video truly successful was its authenticity. I didn’t script the hiring manager or provide too much direction. I simply asked her to create a video to promote the role keeping it under 90 seconds. The video captured her genuine personality, giving candidates a sense of who they’d be working with. Too many guidelines can stifle authenticity, leading to ineffective videos.
Creating the video was just the first step. We had a Freelance Social Media Coordinator on the team who handled basic edits and executed our posting strategy. We carefully selected the right platforms, posting times, and tailored our approach based on analytics and our understanding of our ideal candidate’s social media behavior.
Speed is of the essence here. Many teams get stuck in the post-production phase, but candidates prefer a less-produced, more relatable video, akin to what they see daily on social media.
Video is a game-changer in attracting the right candidates and building trust and connection. To recap, here are the key takeaways:
Remember, the right video can help candidates know, like, and trust you, leading to better connections and successful hires.
For more tips on leveraging your personal brand to attract top talent, fill out the form below to subscribe to my newsletter. Happy recruiting!
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