One way to add video to the recruitment process is by allowing candidates to record a video pitch. This is a 30 second video in which the candidate can answer one question. Using a pitch lets candidates add personality to their CV, and recruiters can hire based on this personality. It’s a short video and works well for first selection rounds. In a later stage of the recruitment process, a video pitch can be used to make a final decision on the perfect hire for your company.
The video pitch
I dug up a bit of etymology to find the many meanings of the word pitch. In our case, we’re not interested in a resinous substance, or a musical frequency. Two of the literal meanings of the word are the “act of throwing”, or the “act of plunging headfirst”. During a video pitch, candidates are asked to throw their information into their video. They plunge headfirst by using the short amount of time they have available (30 seconds) to present themselves in the most impressive way possible. Much like a pitcher in baseball putting all effort into a single throw, a candidate will have a single moment to shine. Using this analogy, I’d like to present three things you should know about the video pitch in your recruitment process. By throwing these perfect pitches, the batter will strike out!
Strike One: Benefits
Why would you use a video pitch in your recruitment process? First of all, it’s efficient! An interesting article on LinkedIn estimates that 60% of recruiters and hiring managers don’t read cover letters anymore. Those who do, will recognise the tediousness of sifting through cover letters. Whether the letter gets seen or not, the traditional way is not efficient for either candidate or recruiter. Why not allow candidates to upload a personal motivation by video that allows them to add personality to their CV? Another benefit is that the 30-second video is recorded specifically for the vacancy that the candidate applied for. There’s no possibility to copy-paste the letter, so you will get genuine motivations rather than general ones.
Strike Two: Privacy, rules and regulations
Asking candidates to upload a video with their CV should be done with privacy regulations in mind. For example, adding video cannot be a mandatory first step in the recruitment process. Regulations, such as EU-GDPR, are developed with the candidate’s best interest in mind: Their data should be safe and traceable at all times. Asking for a video pitch by email, file transfer or the like, are a no-go. Cammio offers a platform on which recruiters can view, share and review the pitch without taking the video offline. There is only one copy of the video, and it’s stored securely on the platform. When using video in your recruitment, make sure to do so in a way that meets the requirements of these regulations.
Strike Three: Preparing your candidates
We believe preparing candidates for their first video experience is important. Therefore, we set up a candidate support page that contains all the information they need and allows them to practice. For many candidates, this might be their first experience using video for a recruitment process. By offering support, they will feel well prepared and confident, so they can deliver the best possible impression of themselves in their video pitch.
Are you interested in learning more about using video in your recruitment process? Why not take a tour of the Cammio platform?