Application Videos: Top or Flop For Your Recruitment?

You may have heard that some companies offer the opportunity to applyfor a job via video. Have you ever thought about offering this possibility in your company? An application video is a new trend, but beware of disadvantages! In this article, we like to show you whether the application video is a good idea for your recruitment, or whether you should rather keep your hands off of it.

Offering applications via video is of course a further step towards digitalisation. Recruiting has developed from a paper medium to an almost completely digital one. Read below to find out whether this digital trend could be something for your recruiting.

Application video in recruiting: What you should consider

Of course, you should define a few guidelines and rules within the framework of the Application video in Recruiting:

1. Specify how long you want the video to be. You certainly don't want to watch 10 minute application videos or even videos that are only a few seconds long. An application video up to 3 minutes long should be enough for the applicant to introduce himself and his personality.
2. Tell candidates what you value. Do you have to be creative for the advertised profession? Do you need some foreign languages? Tell the applicants what you want to see in the video so that you can find out even more easily whether the person applying is suitable for the job. "Be creative" or "Show us your foreign language skills" can be enough to teach the applicant what is required.
3. Make clear that the applicant should not pretend. Unfortunately, there may be the case that an applicant presents himself differently than he is. The applicant says in the video, for example, that he is extroverted, but when you have hired him he shows himseld rather as an introverted person. Therefore you should explain to your applicants from the beginning that they should be themself in the video without pretending to be different.
4. How do you want it? Tell the applicants the possibilities of sending in the application video. The application video can be sent e.g. by post burned on CD, as a file sent via an online form, or by e-mail.

The Pros & Cons of Application Videos:

The Pros:

When you give applicants the opportunity to apply via video, some creative minds from the group of digital natives will certainly get in touch with you. Generation Y has grown up with social media and new technologies, so they prefer to submit an application video. The application video is therefore the perfect way to reach younger generations.

Unlike the written application, the application video reveals more about the character traits of a candidate. You can better assess the candidate and learn more about his personality and characteristics. If you read an application, you don't know right away what kind of person is applying for it, this only becomes apparent in an job interview. The evaluation and assessment of the candidate is made much easier by the characteristics, skills and character traits shown in a video.

The application video is perfect for the digital world. In the age of mobile recruiting, candidates value being able to apply conveniently and easily. Especially via smartphone the application video works great. The application video can be recorded quickly with the mobile phone and directly send. 

Viewing and evaluating mostly long and detailed applications takes a lot of time and slows down the selection process. In contrast to the application video, one has to guess whether the candidate fits into the company. With the possibility of applying by video you shorten and specify your selection process. The first personal impression of the candidate is not gained in the interview, but already when watching the video. Thus, the Candidate Journey is also much better optimized.

With the possibility of applying to your company by video, you present yourself as a modern company. Your employer branding in particular will benefit if candidates see that you can also apply via video. You will ensure a positive employer brand and perhaps receive more applications.

The Cons:

The application video cannot replace written application documents. If you receive an application video in which the applicant reads out his curriculum vitae or his school grades, the process starts to become problematic. After all, you don't want to sit there with pen and paper and summarize the CV by yourself.

Not everyone is interested in an application video. Introverted people are deprived of the chance to show themselves because they are rather quiet. Also applicants who are rather camera-shy don't stand a chance. If they tried it, you would quickly notice that they are uncomfortable, stuttering, nervous and worried.

It is of course clear to everyone that an application video costs much more than a written application. Most candidates already have written documents, which they update again and again. Candidates will think twice about whether they will take the effort to shoot an additional video.

Rather less interesting is the application by video also for older generations. They are very unfamiliar with the digital possibilities today and would therefore drop out of the possibility to apply via video.

Conclusion:

In the end it depends on which target group you want to reach and which position the application is about. An application video is less suitable in professions where seriousness instead of creativity is required, e.g. insurance companies or banks. An application via video is worthwhile in professions where contact with customers plays a major role, e.g. in customer consulting or in marketing and sales. Also in communicative jobs the possibility of an application video is worthwhile.

Talention offers all the functions required for modern recruiting, from career page to talent pool and sourcing. We would be happy to show you in a non-binding demo how we can support you. Request a demo today!