If candidates are already coming in for the interview - what else do you need to prep them on? In this episode of #HRAgainstLame, Angie Verros is back with Elena Valentine and shares her tips for keeping job candidates engaged and excited throughout the interview process.
In this episode you will learn:
Have any other tips to engage and prep candidates for their interviews? Share them with us!
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Fluid-Aire Dynamics, a family owned business that specializes in industrial compressed air systems for over 33 years. Fluid-Aire has headquarters in the greater Chicago-land area, and centrally located to serve the southern Wisconsin and Northern Indiana area. How did they effectively use job videos in their recruiting efforts?
"Since we've been working with Skill Scout four months ago, we've been able to fill all four positions. We've been able to create a pool of candidates, and really been able to hire the most qualified people who are going to do the best on our team."
-Derrick, Fluid-Aire Dynamics
Want to know what other companies and candidates say about the Skill Scout experience? Check out other testimonials.
Guest Blogger | Tierney Farrell
These days, I often imagine myself the Pat Benatar of recruiters singing out, “heartache to heartache we stand!” when lamenting about the difficulty of finding talent with other recruiters. At my company, we’re always on the hunt for new team members to support our growing business needs. But what to do when unemployment rates continue to decline and qualified folks are nowhere to be found? After exhausting the usual protocols, posting ads on every possible job board we could think of and even kicking it old school with newspaper ads, we turned to Skill Scout and Facebook for a more interactive and social approach to recruiting. First, we filmed a Job Video with Skill Scout to amp up our job description game and then we married it to our Facebook page. It was a match made in heaven.
Here are 3 quick tips on how your team can use your Job Video on Facebook to increase your candidate pipelines:
Tip # 1) Upload your Job Video to your company Facebook Page...ASAP!
In case you didn’t know, Facebook is quickly becoming the #1 hunting ground for talent. The reason? The user base. According to ERE Media, “every fifth person alive is on Facebook.” That’s more than 1.6 billion active members! Pair that large user base with Facebook’s progressive trend of crushing the video viewership arena and you’ve got the perfect set-up to attract passive candidates with a Job Video. My team added two of our Skill Scout videos, a Job Video and a funny vignette, to the video section of our Facebook page. Using Facebook’s video insights, we found that our Job Video got 89 views and was watched for more than 38 minutes during the first week it was posted. We considered this to be a success given the newness of our Facebook page and small population of page followers.
Tip # 2) Create a Facebook Ad
You don’t need a crazy budget to launch a Facebook Ad. Got $20? $50? $100? Then you’ve got enough for an ad, my friend! My team and I scrounged up $150 for a Facebook ad featuring, you guessed it, our Job Video, and we increased our reach by thousands (beyond that tiny follower-base). We ran our promotion for a mere 20 days, received more than 100 reactions, and reached more than 5K people! We were new to this method of advertising so we arbitrarily picked $150 to start with. Our decision to run a Facebook ad happened to be 20 days before the Superbowl so we piggybacked on other advertisers hashtagging #thebiggame until the actual big game, which surely influenced our reach. Ads on Facebook are effective because they allow you to target your audience, set parameters around the times the ads run, and provide you with tools to evaluate the effectiveness of your overall ad strategy. Considering the cost of some job boards these days, I’d say this cost-effective strategy was pretty effective.
Tip # 3) Blast out your Job Video via Posts
Facebook constantly updates the list of posts on a news feed, which means your posts are like the Pokemon Go phenomenon - here one moment, gone the next. So two things here:
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