Attracting Candidates with Visual Job Descriptions:

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Visual content is consistently looked at, shared and engaged with more than any other type of content, especially across social media. With candidate attraction and engagement an increasingly hot topic amongst corporate recruiters, traditional text job descriptions are simply no longer able to differentiate an employer, their brand and career opportunities from the next. Important considerations, especially when you’re trying to attract passive candidates to your company.

Video job descriptions have been used to great success in recent years by some very recognizable global companies as they are a great way for job seekers to feel a connection with you and your brand however there has always been cyprus whatsapp phone number concern with the effort, skills needed, cost and flexibility of using video to advertise multiple jobs . Companies such as ours (JOBVIDDY) have emerged to remove these concerns by giving employers a very time and cost-effective way to combine their existing corporate and career video content directly with their individual job roles. The result is an attractive, engaging, informative and interactive candidate experience for both the active and passive jobseeker audience.

If you’re serious about attracting talent and not just job applications, then video job descriptions are a valuable addition to any company’s recruitment strategy. They’re no longer time-consuming or costly to produce and you may even find you can secure a free trial to see for yourself exactly the impact this can have on your hiring effectiveness (see link above).


4. Experimenting with New People Aggregator Services
Although LinkedIn is still the go-to website for professional networking, the user base is still a tiny fraction of all the potential job candidates out there… and LinkedIn is becoming saturated with corporate recruiters and hence less effective as a means of approaching candidates. New People Aggregator services, such as HiringSolved, SwoopTalent and Connect6 allow recruiters to search for candidates across multiple social media sites and contact them directly. This means you can skip your “send and pray for a response” ritual the next time you send an InMail because you will have other avenues to connect with candidates.