In yesterday’s post, “The Effectiveness (Or Not) of Job Postings“, we shared an example of what not to do, and also highlighted the non-traditional approach to posting jobs that Deluxe Corporation is taking with the use of video. Deluxe’s feedback from their customers (both candidates and hiring leaders), and their results, speak for themselves.
Using a traditional approach of posting job descriptions (yes we assume Marketing helped create a crafty company intro filled with fluff) doesn’t yield the results most would hope.
With record numbers of non-qualified (meeting basic job requirements) candidates applying for jobs and the black hole of HR getting bigger and bigger, there is no better time than now to separate yourself as a leader in Talent Management and recruiting practices. As my personal trainer would say “Answers, Not Excuses”! Create a more engaging and compelling experience for candidates to consider an opportunity – or company.
As mentioned yesterday, posting jobs on YouTube isn’t for everyone, and you or your company may have stronger brand requirements or resource constraints to making it a reality. Don’t let that stop you from considering other more effective options for job postings – that are mutually beneficial to both job seekers and recruiters. Help is on the way..
There are plenty of other options to consider, and we will highlight two. The first is from online recruiting guru, Chris Russell, and his new app called JobSpeek (job listings that talk).
I caught up with Chris to get his views and opinions on the current state of job postings. Here’s what Chris had to say:
Today’s job descriptions are dull and uninspiring. Too many recruiters just don’t know how to sell the role and company. I wish employers would get to the point in job ads. With new technology like smartphones we now have the ability to create interesting and compelling content. JobSpeek is an attempt to make job descriptions more personal and engage candidates with a picture and your own voice.
JobSpeek is built for the mobile web. The best feature is it’s short, condensed, and more engaging than a standard job posting. Posting jobs on JobSpeek is easy, and allows you to publish your posting to the job aggregators and social networks. And, it’s free!
The second option to consider is partnering with a company – like the Job Search Television Network – JSTN. The Job Search Television Network (JSTN) partners with organizations to create the use of video with company profiles, job postings, and more.
I had a chance to catch up with Lindsay Stanton, JSTN’s Chief Client Officer and asked her about their clients’ results with the use of video. Here is what she shared:
JSTN’s clients are generating phenomenal results through our dynamic video recruitment and branding solutions. Organizations are able to communicate in-depth information about the position openings they are recruiting for along with the company culture behind them. Through completely trackable, Search Optimized video, organizations can immediate attract a more qualified candidate. Our clients have found candidates do a better job of self selecting through the deep engagement achieved with video. Building a story about your organization is critical to fostering candidate engagement. Through a fully integrated campaign that goes viral, organizations are generating 3-9 times the conversion rates of traditional text postings.
The options for integrating and embedding video with JSTN are endless. A few examples from their clients include a segment on company insights, or a job report (video posting).
While I have no affiliation with either JobSpeek and JSTN, they are just two of the many ways you can consider when thinking about taking a new approach with posting jobs. Think candidate conversion!