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As part of our Talent Blazers series, we spoke with Quila Cervelli, Global Employer Branding Manager at RMIT, to learn how video can be used to boost diversity, equity and inclusion efforts. She also shares tips to address some common video challenges in recruitment marketing.
Yep, it’s true. We launched the world’s biggest study into the use of video in talent on the edge of a post-pandemic resignation boom—let me take you on the ride.
The most effective employer branding videos showcase your full team. But how do you encourage less-confident employees to take part?
Just eight weeks ago, a global pandemic was the stuff of nightmares and Netflix. Today, it’s our daily reality and it’s fair to say that the pandemic response has well and truly disrupted the business of ‘work.’
Now more than ever, candidates are demanding transparency from employers. They want insights, better communication and realistic job role and company culture expectations. So why aren’t we giving it to them?
In times of crisis, how your company chooses to show up for its employees, customers and partners speaks volumes about your culture — more than that dusty set of values next to the photocopier ever will.
Congratulations! You’ve storyboarded, filmed and edited your first in-house video … now what? Video planning and production is the first step to getting authentic and engaging culture content in front of your ideal candidate. The next step may feel a little daunting, but it’s essential for making sure your video gets found.
What’s keeping the world's most senior leaders in talent up at night? As part of our inaugural State of Video in Talent survey we asked the executives tasked with leading talent acquisition and attraction teams to share their challenges, and their plans for addressing those challenges in 2020.
How will Employer Branding evolve in 2020?
It feels like the last few years have been a love parade of glittering tech floats, so many amazing shiny tools to choose from; chatbots, programmatic ads, video, augmented writing … what could possibly be next?
