Social media and recorded video interviews have both quite recently become relevant in recruiting. Social media is a great place to share your job adds.
Social media and recorded video interviews have both quite recently become relevant in recruiting. Social media is a great place to share your job ads since you already have a following that hopefully includes a bunch of prospective job candidates. Video interviews on the other hand provide a great tool for making your recruiting process more efficient and interactive. But did you know that you can combine these two and enjoy the benefits of them both? Next, I’ll introduce a way to do this:
A public video interview is a type of video interview where, instead of first receiving and screening job applications, the interview is actually the first step of the hiring process.
A good practice is to record an introduction video and place it as the first video of your interview. This introduction video will fulfill the same role as a written job description would. When the candidate lands on the public video interview page this video will be the first one they will watch and after that, they can decide if they want to apply for the job.
On our tool, we provide an option for a public video interview (here is an example).To conduct a public video interview, simply create a regular video interview and, instead of sending the interview invites, go to publishing settings and click Create public link.
After you have created the video interview and created the public link, you are good to go! Just write a social media post and include the link with it, or click the social media icon in our tool and share the post.
Write something that will grab your candidates’ attention and include some basic information regarding the open position. The rest of the relevant information should be found on the first video of the interview, so don’t go overboard with the information you include in the post.
Now, you are ready to publish the post.
After the post is published candidates can apply by clicking the link on your post. To reach a wider audience you can ask your colleagues to share the post from their personal social media accounts.
Whether you publish the link through your personal account or company account, your post will be visible to your followers, and since they follow you, most of them probably have a positive image of you or your company. Leaning on this logic, it’s possible that among your followers are also people who fit your description of a prospective employee and people who are looking for a job and consider your company as a potential employer.
And don’t forget – using a video recruitment platform and top-of-the-line recruiting systems, in general, contribute to making you appear as a modern recruiter!
By writing an intriguing post you have grasped your audience’s attention. What happens next is that once a candidate clicks the public video interview link they will land on our tool, fill in personal details, and begin the video interview. This whole process will take approximately 30 minutes, and can also be done completely using a mobile device. If you wish to also receive written attachments such as CVs and cover letters, they can be attached through the tool as well.
Another benefit of using social media as a recruiting channel is that it’s very interactive. Your applicants can leave comments and ask questions on point. Active interaction can also result in boosting the visibility of your post. The most creative job posts can even go viral, and reach multiple times the audience you have by default, completely free. So there is an incentive for you to stand out from the crowd.
If you want to reach a wider audience directly, consider using paid promotion. It’s similar to social media marketing, so many of the same principles apply. Depending on the social media channels you are using, you can for example use Facebook banners that appear on people’s feeds or sponsored Instagram content. Just add the aforementioned link to the description and you have an effective job ad. Paid promotion can also help you better target a certain niche, so it can be very effective.
A good employer brand is an important part of all things social media. Some companies are able to form a ”fan base” because of their superior employer brand.
Think about Google, for example. A strong employer brand will help to gain a strong social media following. And with strong social media following all the social media actions will result in better outcomes. So remember to keep this in mind at all times.
By carefully building your employer brand you might end up getting more and better quality candidates. Lucky for you we have published an employer branding handbook, so you can start building your employer brand right away!
