MILITARY - Republic of Singapore Air Force Video

WEBSITE - US National Guard "Moments of Pride"

The US National Guard recently created a website that pulls information from individuals' Facebook pages and combines it with their recruitment video. It is a great step toward making candidates feel that they are already part of the team while giving them a glimpse of the job.

Experience it at: http://www.nationalguard.com/momentsofpride

Articles via:
http://www.earthtimes.org/articles/show/army-guard-launches-new-moments-campaign,1243568.shtml
http://oklahoma.watchdog.org/601/army-national-guard-utilizing-social-media-in-recruitment-efforts/

VIDEO - Healthcare Recruitment Videos

This is just a collection of some of the healthcare recruitment videos I stumbled across on Youtube.com.

VIDEO - Careerbuilder's Super Bowl Spot 2010

Careerbuilder is calling out to people to vote on their favorite video to be played as their 2010 Super Bowl Spot.
Originally they held a contest for users to submit commercials, which had a turnout of 410 videos. They started their contest page on YouTube on April 13, 2009. Three videos were chosen from that group and produced by Careerbuilder to now be voted on again.
via: adrants.com
http://www.careerbuilder.com/tv/?siteid=10_sbhpban

Casual Friday


Job Fairy


Worst Seat


Want to see them before they got remade by Careerbuilder?

Job Fairy


Worst Seat in the Office


Casual Friday

RECRUITMENT VIDEO - Job Search Television Network (JSTN)

This would be another way to go about posting a recruitment video. It is directed more towards facts on the position and company and has a much more organized tone. This is also something that would not be created by your company but is instead part of an already establish channel on YouTube.com.
http://www.youtube.com/user/MYJSTN
What are your thoughts on this approach?

RECRUITMENT VIDEOS - Capturing the Tone of Your Company

When creating your own personal recruitment video there are many routes you can take. One might be focusing on the job, another the environment of the workplace, and another would be how employee's work impacts the world around us.
In ZOBNI's video they focus on the general workplace and tone of the company. Much of the video focuses on the humor that software engineers would enjoy, creating a light dialogue between the company and the candidates.
What are your thoughts on this recruitment video?

VIDEO - Leveraging ROI on a Recruiting Video

http://www.ere.net/2009/03/13/leveraging-roi-on-a-recruiting-video/

Came across this article on Friday but didn't have a chance to post about it.

It lists some great questions to ask yourself before producing / during and after production of a recruitment video. Key points it covers is what messages are delivered, where it should be displayed, does it sound scripted, did you show your current employees and will you use Twitter to get the word out?

VIDEO - There’s No 45-minute Wait for This Video - Cheesecake Factory

http://www.monstervideoprofile.com/mvp/cheesecakefactory/
Found this video for the Cheesecake Factory via ere.net.
The video cost $30,000 and took about two months to produce. It is a 4 minute video and people normally stick around to watch until around 3:48 minutes. The 4 minute video has 4 topics it covers, devoting about 1 minute to each. Aside from posting online, those that are hired and are running through the new hire orientation watch the video. There is a reported average of 40,000 people watching the video per year.
What are your thoughts on the presentation? One thing that disappointed me some was the fact it was not on YouTube.com. Those that work there and blog could easily post it to show their friends and spread the word. It can, however, be found through Google Video.
via: http://www.ere.net/2009/02/13/theres-no-45-minute-wait-for-this-video/

NON-TRADITIONAL - Showcasing Your Company and Careers with Video

I stumbled across this video talking about using video to help bolster your message to your potential candidates. It also mentioned something called 12seconds.tv, a site similar to Twitter but where users upload 12 second videos in the style of Twitter's short messages.

http://www.ere.net/2009/01/29/showcasing-your-company-and-careers-with-video/

VIDEO - How Much of a Typical Video Online Is Actually Watched?

A recent study posted their findings about time length spent on watching videos.
Although this holds some weights particularly for those advertising with Youtube when their ads fall past that first ten seconds, this is also important to note when developing recruitment videos as well. When you are developing your message to be displayed to all you candidates, maybe keep in mind that the most important message, whatever will sell your company best, needs to be in the first ten seconds. It needs to stop your candidates and urge them to continue, whether to find out more about that point of points that may fall under similar interests.
When creating online videos, it would seem, based on the number that the best amount of time to display a video while hitting at least half of your viewers would fall between 30 seconds and 45 seconds.
What are your thoughts?
via: http://www.tubemogul.com/research/index.php?r=18

ONLINE - YouTube tosses 10-minute limit to show full TV episodes

Read more - Don't Bore Your Audience

This might not reach out to recruitment yet, but I wanted to offer a word of warning for those creating recruiting videos should the 10 minute limit be eliminated for general postings.

Just because the time limit is there doesn't mean your candidates have the patience to sit through a 20 minute recruiting message.

Keeping the videos short and focused help to drive points home without losing the attention of your audience. Most candidates are looking for a straight forward delivery of information reviewing who the company is, what they can offer them and how the candidate can contribute. Think more along the lines of TV commercials and don't try to shove too much information into one video. Split the topics up and let candidates choose what to watch based on what is important to them. If you are interviewing people, let each have their own one minute video and in the video description leave a clear explanation of who they are and what they do. This lets your targets have a clear path to the information they are seeking and helps to cut back on the amount of people who give up half way because they have to sift through loads of information to find what they want.

It is a little different once you have your candidates in the door and sitting with you as you display an employee video, though it is nice to try and limit those to 10-15 minutes so they don't get distracted.