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Maddash Hire Minds Presentation
- 2. Introduction
- 6. Candidate Behaviors Drive Client Response
- 7. Candidate Behaviors Drive Client Response
- 11. … .Return on Investment (ROI)….
- 12. … .Return on Investment (ROI)….
- 19. Create Your Video Plan…
- 21. … Creating Your Video… Company Culture
- 22. … Creating Your Video… Day-In-The-Life
- 23. … Creating Your Video… Testimonial
- 24. Now what?
- 25. Distribution Channels Career Site Video Channels Social Networks Blogs Micro Blogs Professional Networks Email Job Boards
- 37. Reporting Video Plays Unique Video Plays Average Watch Time Video Conversion* Domain traffic * if embedded in a web page
- 38. It’s your brand and reputation!
Notas do Editor
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- With advancement of online bandwidth and technology (Flash) companies like YouTube have created a whole new market for sharing content online no matter if you’re an individual uploading your videos of family, friends, events or and organization that wants to market to marketing your image, culture product or service….
- With advancement of online bandwidth and technology (Flash) companies like YouTube have created a whole new market for sharing content online no matter if you’re an individual uploading your videos as a toddler or organizations that marketing their latest product/service
- With advancement of online bandwidth and technology (Flash) companies like YouTube have created a whole new market for sharing content online no matter if you’re an individual uploading your videos as a toddler or organizations that marketing their latest product/service
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- Reinforce your employment brand…..as long as it’s a “respectable one right”? :O - Not just differentiate you from the competition because you have an online recruitment video but actually differentiate yourself versus who you are and what you offer! Digital Reach! “Anywhere at Anytime – think mobile application/s also” – Multi-purpose – Not just deliverables like CD, DVD or Trade Booth but also in when and who you present to…clients, vendors, investors………….
- One Size does not fit all – When I think about this all I keep coming back to is analysis paralysis! How much did I pay for my video? If it was “free” that still may not be a good thing at all…..Turnover$ per hourly employee can average $7,000 and Turnover$ per Mgr of those hourly employees can average $20,000
- One Size does not fit all – When I think about this all I keep coming back to is analysis paralysis! How much did I pay for my video? If it was “free” that still may not be a good thing at all…..Turnover$ per hourly employee can average $7,000 and Turnover$ per Mgr of those hourly employees can average $20,000
- One Size does not fit all – When I think about this all I keep coming back to is analysis paralysis! How much did I pay for my video? If it was “free” that still may not be a good thing at all…..Turnover$ per hourly employee can average $7,000 and Turnover$ per Mgr of those hourly employees can average $20,000
- One Size does not fit all – When I think about this all I keep coming back to is analysis paralysis! How much did I pay for my video? If it was “free” that still may not be a good thing at all…..Turnover$ per hourly employee can average $7,000 and Turnover$ per Mgr of those hourly employees can average $20,000
- You need to invest time, effort and some budget dollars into your message-production value ……you need to be credible what you say is who you are…..for screening purposes also…you want the right applicant and minimize turnover…..get your message out an appropriate time frame – don’t lose your audience…it is not “IF YOU BUILD IT THEY WILL COME”!!!! This will most likely live on your brand sites for a year………….or two – you want to give a high quality, accurate, appropriately timed and easy to find location and user experience. Easy to view and share – additional features. ROI on the video and Measurements of the outcome.
- You want/need to get corporate buy in – one reason is your finished product needs to pass the “sniff” test of your Mar/Com and possible legal team – don’t make this mistake.
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- And I don’t mean talking heads “yapping away”…”I love my job…I love my job…..” Employee recruitment don’t overglamorize when they want specifics though…keep them engaged – your commitment to applicants needs to be mirror your commitment to customers. Don’t highlight your awards from 2005 for employee satisfaction or images of old brand/uniforms – employer brand should be synonymous with customer brand.
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- TEXT BASED VIDEO LINK VS GRAPHIC BASED VIDEO LINK
- TOYS R US, TRACTOR SUPPLY, DAVE & BUSTERS ect…………….
- You tube as a destination site and to insure access to Google search…..
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- Did you get employee signed releases? Do you know where your recruitment video files are? What is your current process and strategy with videos that are……Outdated…..not your current version……being used inappropriately..? You need to be careful on how you construct your recruitment video strategy….
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