Recruit with Videos
If you’re looking to reach candidates in a more engaging and authentic way, video should be a top priority. Although you can type out the job details, describe the company culture, and list all the reasons your company is a great place to work – video will take these topics to another level and leave a lasting impression.
Host videos on YouTube or Vimeo and post them on your Monster Job Template, your career site and social channels. This strategy will give your employment brand a boost and offer candidates more transparency into the work, the people, and the environment. Read on to learn how you can get started.
See how it’s done!
Check out this sample recruitment video, advertising a Project Manager role.
Video Making Tips
Learn how you can create recruitment videos from behind the scenes.
Lengthy Approval Process?
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Short on Time?
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What is the benefit of recruitment videos?
Video is an exciting way to engage and connect with candidates and stand out from competitors who are still working solely with text-based company descriptions and photography. Video allows you to communicate so many things in an instant; like your company values, the attitudes of your workforce, the office environment, the caliber of talent you’re seeking, and more. Video can capture your employer brand and captivate your target candidates in as little as 60 seconds. It’s a valuable recruitment tool for every company, large or small.
Why would I need a video job ad if I already have a job description?
If a picture is worth a thousand words, just think about what a video can present to your target candidates. Video offers transparency and an inside look into your company – which is something very valuable to job seekers who are looking for the right fit. With video, you can effortlessly present people, places and products so clearly and with minimal effort compared to writing out long descriptions. Plus, you have complete control over how your company is perceived with this medium – so you can expect to strengthen your employment brand with every video you create.
What should I include in my video job ad?
We recommend including your company logo, a brief description of the position, some details about your company culture, location and benefits – and of course – and invitation to apply. If you want to view sample video scripts to get some inspiration, review our Script Writing Best Practices.
How do I add a video to my Monster Account?
You can easily feature videos in your Monster Job Template and Premium Company Profile. As candidates look beyond the job ad and dive into your company information, welcome them to apply with a video! You can add up to 3 videos. Review our articles on Employer Branding to learn how.
How long should my video job ad be?
Although candidates appreciate video content, you’ll want to be considerate of their time. We recommend a 1-2 minute video. This gives you enough time to cover the job details and the type of candidate you’re looking for.
What elements should I include in a general recruitment video?
If you’re looking to create an employer brand video to position yourself as an employer of choice, you will want to check out our Recruitment Video Checklist article. It will help you consider a few elements that are vital to the success of any recruitment video. In addition to that, ask yourself this question: What sets my company apart from the competition, and what should candidates take away from the video. Video is a great medium to support and advertise your employer brand proposition, so keep it in mind from the start.
I’m not sure how to write a video script. Any tips?
We have an article dedicated to this topic. Check out our Script Writing Best Practices to learn what you should include, best practices and a few sample scripts for reference.
I don’t like to be on camera. Is there any way around that?
Definitely! We have some creative tips for anyone looking to stay out of the limelight in our Overcoming Video Jitters article. You can leverage a colleague’s video, feature a photo slideshow with a voiceover, or let someone else take the stage by interviewing the hiring manager or team.