A recruitment video can show work that is difficult to explain in one sentence: a machine, workplace or handover between colleagues. It is useful when it helps applicants understand something, not because every vacancy needs video.
I would start with one ordinary working situation. Show the task and environment honestly rather than promising a perfect day.
A shot list for about 30 seconds
- Opening: name the role and location, including text on screen.
- Middle: show one or two representative tasks. A colleague can explain their work briefly if they freely choose to participate.
- Ending: state the schedule and direct viewers to the full advert with pay and conditions.
This timing is a practical format, not a proven ideal length. Remove anything that adds no information.
Before filming
Get permission from identifiable people. Avoid customer data, confidential screens and unsafe actions. Show the actual role and do not present stock footage as your workplace.
Keep the information available without video
Add readable captions. Include the important information in the written advert and do not make watching necessary to apply. Check picture, sound and load time on a phone.
Measure a bounded trial
Where possible, compare the same vacancy with and without video across similar periods and audiences. Track visits, completed responses and relevant interviews. Account for budget and distribution differences. Video guarantees neither higher Google rankings nor a fixed increase in applications.
Begin with a clear written advert and use the social recruiting plan for distribution.
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