Progressive organizations today are looking for every possible advantage to attract and retain the best candidates. These organizations are continuously searching for new ways to engage candidates earlier, communicate their compelling employment brand story, and enhance the candidate experience.
One of the reasons? Millennials are demanding more from organizations — they want 24/7 workplace flexibility and want an unprecedented level of transparency when it comes to understand company culture and career opportunities, before they apply for any jobs. This has now permeated all the other generations before them.
Using video for your talent acquisition process is no longer a ‘nice to have;’ it is expected. Today’s tech-savvy multi-generational candidates look for information via video, with 89 million Americans watching 1.2 billion online videos daily1 with the added benefit of higher rates of engagement2 and retention3.
In fact, incorporating video, peer-to-peer collaboration, personalization, and analytics all help dramatically improve recruiting. They enable a collaborative hiring process personalized for your candidates as well as recruiters and hiring managers.
However, when many people hear “video” and “talent acquisition” they immediately think of video interviewing. Video-enabled talent acquisition is much more than this. Video in its many forms can be use to enhance the experience at every step of the recruiting process: discovery, screening, interviewing, and evaluation. They can also be used internally to educate recruiters and hiring managers alike on the best approaches to screen and select candidates.
Join us on May 28th to hear from Meghan Biro, CEO of TalentCulture Consulting Group, as she explores the advantages of video through multiple lenses like:
