HR Case Study: Recruitment Video

[Joywtome231]

– We need to recruit new drawing artists! I can't handle this situation anymore! We will not be able to successfully complete any new projects if we don't nip this problem in the head…! – said Klaudia nervously.

Micha and I nodded our heads. The discussion began.

How about we get the job offer out digitally? How about a video? And how long will it take? Do we even know how to do it? I remembered that I could use some of my recruitment materials from my studies…but how time-consuming will this process be and how will Klaudia be able to do that if she is so overloaded with work? Our schedules are booked up and we have the conference next week!

Nobody was up to this dreary task of beginning the recruitment process, but it had to be done. We knew how tiresome it could be, especially when you are trying to source people from the creative industry. We were in doubt that we would even be able to find enough candidates, but we had no choice but to give it a go.

I sat down in front of my computer and prepared a standard job offer containing 'Company description / Responsibilities / Required skills / What we offered’. It was not a bad attempt, but it needed to be more convincing to the audience nepal phone number library we were to be targeting. If our objective was to target people from the creative industry, we needed to speak their language. We finished our meeting off by agreeing to all be on the same page as we went about this important task.

In the evening, Klaudia came up with a brilliant idea. She went to the office, turned the camera on, and spontaneously described the kind of people we needed to be part of our company. When I came to the office the following day, I found out that the recruitment video was almost ready. Klaudia just had to edit the video.

– Oh. I remember that there was an idea for a video, but I did not realize that it needn't be complicated and time-consuming!

– You will see… it is really cool.

I had waited a few hours and it proved that she was spot on. It was now or never. I shared the video on our social platform, and already within five minutes, the feedback was more immediate than was expected. After 48 hours, we were already sure that we would reach our recruitment target without any problems.