How to Use Video to Attract and Acquire Talented Interior Designers

Hiring today looks different than hiring three years ago. Expectations have changed; honestly, they may have changed even more than you think. Many firms continue to struggle with not only hiring but retaining qualified candidates. One idea you may not have thought of is using video to enhance your hiring process. This article discusses using video to attract and acquire new interior design talent. 

How Video Makes a Larger Impact on Applicants

Reading a job posting is deflating and scary for potential applicants. Most job descriptions are written with internal speak and talk at the candidate in a way that dares them to apply. They often list a laundry list of requirements that most humans cannot match. And they are impersonal. 

I have reviewed several job postings in the design industry, and by the time I get to the end, I think there is no point in applying because I don't meet these requirements. I am not even looking for a job. Imagine what younger professionals think. It is overwhelming. 

First, Video can help you attract candidates to your job by showing the company has a personality. A job description can't show a personality like a video. 

Additionally, A video allows a personal connection between you and the candidate before you directly speak with them. 

Further, video can help screen candidates to ensure you are not wasting their time or yours. 

Finally, video can be used across multiple channels, giving you a larger talent reach. 

It may be time to set the job description aside and use video to attract interior design candidates. 

How to Attract Qualified Candidates Using Video

Rather than posting a job description across multiple sites, consider using a recruitment video to entice candidates to apply for your job. Creating a recruitment video is an excellent way to attract potential candidates and showcase your organization's culture and values. Here's a step-by-step guide on how to make a recruitment video:

1. Define your objectives: Determine the purpose of your recruitment video. Are you trying to attract specific skill sets, promote company culture, or highlight your organization's mission? Clearly outline your goals before moving forward. 

2. Identify your target audience: Understand who your video is intended for. Consider the demographics, interests, and values of your ideal candidates. Tailoring your video to resonate with your target audience will make it more effective.

3. Plan your content: Develop a script or storyboard that outlines the key messages and visuals you want to convey in your video. Consider the following elements:

• Introduction: Start with a compelling hook that grabs the viewer's attention
• Company overview: Highlight your organization's history, mission, and values.
• Workplace culture: Showcase your company's unique work environment, employee benefits, and any employee testimonials.
• Job description: Clearly explain the position you're recruiting for, including its responsibilities and requirements.
• Career progression: Emphasize opportunities for growth and advancement within your organization.
• Call to action: Encourage viewers to apply or visit your website for more information.

4. Choose a video style: Select a video style that aligns with your organization's brand and the desired tone of your recruitment video. Depending on your company culture, it can be professional, energetic, or creative. Common video styles include interviews, animations, or a mix of live-action and graphics.

5. Prepare the visuals: Gather the necessary visuals for your video, such as footage of your workplace, employee interviews, or stock footage representing your specialized industry. You can also create animations or use motion graphics to add visual interest.

6. Shoot and edit your video: If you plan to include live-action footage, ensure you have the necessary equipment, such as a high-quality camera and microphone. Shoot the footage according to your script or storyboard. Afterward, edit the video using video editing software, adding transitions, captions, and music to enhance the overall appeal.

7. Incorporate branding elements: Add your company logo, colors, and any relevant branding elements throughout the video to reinforce your brand identity.

8. Add music and audio: Choose background music that complements the style and tone of your video. Ensure the music is licensed or royalty-free to avoid copyright issues. Additionally, include voice-over narration or interviews with employees to provide context and personalization.

9. Optimize for distribution: Consider the platforms where you plan to distribute your recruitment video. Format the video accordingly, keeping in mind each platform's specific requirements, whether it's social media, your website, or job portals.

10. Promote and share: Once your video is ready, promote it across your recruitment channels. Share it on your company website, social media accounts, job portals, and other relevant platforms. Encourage your employees to share it with their networks as well.

Remember to continuously evaluate the impact of your recruitment video by monitoring engagement and tracking the number of applications generated. Adjust your approach as necessary to improve your recruitment efforts.

Note: If you lack the in-house resources or expertise to create a recruitment video, consider hiring a professional videographer or partnering with a video production company to ensure high-quality results. If done right, you can reuse your recruitment video over and over. 

How to Use Video to Screen Candidates

If you have ever looked through a stack of resumes, you can attest to how physically and mentally draining it can feel. When you finally narrow your search to a handful of candidates, you set up interviews. Nine out of ten times, what you see on paper, doesn't resonate in person. This disconnect is a painful process. It can also be a very time-consuming process for everyone involved. 

In today's busy environment, it is important to maximize your time. You must find the right candidate that will perform well in the position and fit into your culture. 

Hiring someone who fits the culture and will excel within your organization is incredibly important for increasing employee satisfaction and retention. Here is how you can use video screening to enhance the process and ensure you bring in viable prospects with the skills and personality to fit in your organization. 

To use video for screening hiring candidates, you can follow these steps:

1. Define the screening criteria: Determine the key qualifications, skills, and attributes you seek in a candidate. Create a list of specific criteria that will help you assess these qualities. I encourage you to create a must-have and a nice-to-have list. It would be best if you were also very specific about what you absolutely need. Also, identify areas that you are willing to train the ideal candidate, such as Revit. 

2. Prepare a standardized set of questions: Develop a list of interview questions that will enable you to evaluate candidates consistently. Include questions that address both technical competencies and cultural fit within your organization. Each candidate should be instructed to answer these questions in their video. Only ask 4-7 questions to help you evaluate whether you want to interview the person in person. 

3. Choose the method you prefer to receive the video. Some videos may be too large to email. There are several ways for someone to send you a large file besides attachments. You can create a Cloud folder for each candidate to upload their video, such as Dropbox. Whatever you decide, write clear instructions on what to do when the video is ready for viewing. 

4. Communicate with candidates: Inform them about the interview format and provide the necessary instructions. Share the date, time, and any technical requirements they must fulfill to participate in the video interview successfully. Be clear on how you plan to use the video. 

5. Conduct the video interviews: When it's time for the interview, log into the video conferencing platform and start the session. Follow your prepared questions and allow candidates to showcase their skills and experiences.

6. Assess candidates' performance: Take notes during the interview to document each candidate's responses, strengths, and weaknesses. A standardized evaluation rubric ensures fair and consistent assessments across all candidates.

7. Review and compare candidates: Once all the video interviews are submitted, review your notes and evaluate each candidate based on the screening criteria you established earlier. Compare their qualifications, skills, and overall fit with your organization.

8. Select candidates for further rounds: Identify the top candidates who meet your criteria and invite them for additional rounds, such as in-person interviews or skills assessments, depending on your hiring process.

9. Provide feedback: Offer constructive feedback to candidates not selected to proceed to the next stage. This feedback helps maintain a positive employer brand and ensures a respectful candidate experience.

10. Maintain confidentiality and compliance: Adhere to privacy regulations and ensure the security of any recorded video interviews. If you decide to record the live interviews, obtain the candidates' consent and handle the recordings appropriately.

Remember, video interviews for screening candidates can save time and resources in the early stages of the hiring process. However, it's essential to balance technology with human judgment and follow legal and ethical guidelines.

More Ideas for Using Video for Hiring Purposes

Personalizing the interaction between a candidate and the management is a fool-proof way to ensure candidates want to work at your firm. Some hiring managers forget that it isn't just you interviewing them and seeing if they fit; it is also the candidate interviewing your company. As the hiring manager, you must bridge the gap between these unknowns. 

A personalized video can do just that. It allows you to showcase your culture and company personality. Here are a few more ways you can use video to help you recruit. 

• Invite a candidate to a second interview through video. Use an app such as Loom to quickly and briefly record a message with details. You can attach that to the email and include additional details in written form. 
• Send a personalized video to candidates that you have chosen not to hire. Rather than calling them, which can feel awkward, send them a thank you for applying video stating why you liked them and wishing them the best of luck. Stay positive, and this will keep the door open if another position at your firm opens up. 
• Welcome to the company video and send it to the applicate the night before the start date. This video generates excitement for their first day. Gather the team and shoot a short video of everyone cheering and welcoming the new candidate. Use their name either in words or with a banner. 

I do not know anyone who likes to hire or look for a job. But you can add creativity and fun the next time you hire a new employee.  

If you aren't sure how to get started with creating video content, check out our free 16-page comprehensive guidebook. This guidebook was exclusively developed for interior designers, and it walks you through equipment to sharing your videos.