I wrote this blog earlier this year and even though it’s only 6 months on I actually can’t believe nothing has changed in terms of video usage within recruitment. Six months is not a long time I know, but the power that utilising video showed through-out the campaign highlighted below is outstanding. Have a read and let me know what you think.
I recently posted a blog regarding a very successful job hunting campaign by Tourism Queensland for “The best job in the world” . This campaign went viral, no job (other then Obama’s) has created so much press all over the world. The result has been 20,000 video applications since the start of the campaign, from all around the world. That’s right, 20,000, it may be The Best job in the World, but it’s a staggering number!!!!
I was recently told that the only reason that the video application is so high, is because this is what the client asked for…… A rather naive viewpoint if you ask me.
Yes the client wants to see video….but why????
Video provides a more dynamic and diverse application method that can offer more about a person then what words on paper possibly can. You can learn more about someone in 30 seconds via video, then you can in 2 minutes reading their resume (and yes I know it only takes about 30 seconds to read a resume you will tell me but you get my point).
Whilst video will never replace a traditional CV, and nor it should , it does add a greater dimension to the persons personality and potential cultural fit then a resume can. We are after all hiring a person, not the words on the piece of paper. So why wouldn’t I want to see that person in the flesh, however you can, at the earliest possible stage?
There have been 20,000 video applications to this job, an amazing number. The majority of applications have come from the US, with Italy, Germany and Britain making up the top four. But this was not the only method to apply.
What this ad shows us is that globally, candidates will apply via video if you ask them to, others will apply via a traditional CV, either way candidates will stay with what they are comfortable with, and is their anything wrong with that? What you will get from the video CV is a person,a person with personality and substance, what you get from a traditional resume is words, areas that will need clarification, and more then likely things that are missing. Video can fill in gaps and give you a greater understanding of WHO it is you are reading about.
Video applications/profiles/CV’s are happening, their is some education required about the right approach and use, but as the online recruitment strategy was a no go zone only 10 years ago, the video application world is, and should be a natural progression.
