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What to learn from Video JD being a recruiter

What to learn from Video JD being a recruiter


Types of Video JDs

1. Hiring manager giving insights about role & responsibilities and their evaluation style.

2. Q&A between HR & Hiring Manager about the kind of talent he/she is looking for, what a potential candidate can expect while working in that role which is more like an offering.

3. Day in the office of an employee, where video JD incorporates the actual working environment and giving the potential candidate a virtual tour of the office.


Our perspective on Video JDs

Understanding of the role increases: 
Video JDs would help a potential recruit to get a first-hand insight into the role. They would know what kind of skill set would be required, what an ordinary day at the office looks like and they would get to know what people like them are doing in such companies.

For Instance, Role of a brand manager at Unilever would be very different from a brand manager at Café coffee day. But, A person who is looking out for brand manager position would assume the role, skip most of the JD and apply. On the another hand video JD will bring out the essence of the role.

User Generation:
The underlying technology of developing & sharing multimedia content has become easier with the likes of Snapchat & Instagram, coupled with a greater tolerance of low quality/high authenticity production. Which has led to increase in consumption of user-generated content rather than corporate communications.

For Instance, Corporate communications are well thought of marketing spiel. Candidates understand the difference between an authentic content and a staged PR campaign.  So, they would discount most of the things mentioned by the team that looks glossy.

Personalized content:
Personalization is essential in building an advanced candidate journey. Most companies have the same values, look and feel when it comes to the recruitment process. Having a much wider range of multimedia content which is more aligned for a role would help in better personalization.

For Instance, we’ve not met any company who said Integrity is not one of their values. Only addressing integrity and portraying great office space on would not always attract great candidates because someone with 10+ yrs of experience while applying to a progressive company would assume this. Hence, more focus should be given to the type of responsibilities, growth offered or behaviour that is awarded or punished etc.

Be implicit in your Employer Brand communication: 
The brand communication tends to be implicit, by association, rather than explicit, by proclamation. It’s a demonstration of what you are rather than a presentation of what you claim to be. If you want people to think you’re cool, you don’t tell them you’re cool, you do cool things.

Consumption of the content increases if you bake it on a right platform:
If you upload a great video on Youtube there is a chance that you would get few likes and views. But if it gets baked on a platform which attracts millions of job seekers, There is a likelihood that the consumption of the content would increase.

Younger workforce making it easy:
a) Branding guidelines are now getting relaxed due to younger workforce coming in picture, we believe there is a limit to how much a company can censor now. An employee could just click a picture of his office space and upload it to his/her social handles or just mention it on a blog. Thus, companies should rather be more transparent about their work culture and policies.

b) Also, the younger workforce is super comfortable in front of a camera than senior leaders who sometimes are camera conscious.

What Next?

It’s an important piece which we are building on our platform. It’s absolutely free and easy to upload.

Share your Video JDs at

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