5 Tips for Making a Recruitment Agency Marketing Video that Works

Creating a marketing video for your recruitment agencyYouTube’s popularity is reflected in its more than 1 billion unique users each month, and 100 hours of video uploaded every single minute. Thanks to that vast audience pool, videos can boost company visibility and, when used correctly, be a compelling way to tell a business’s story. How can recruitment agencies create video content to market their business that stands out from the crowd and generates real value for them?

So, what makes a recruitment agency video work? Here we share our top five tips for the right approach.

  1. Pinpoint your recruitment company’s audience and answer their questions.

Start off by surveying your recruiters and sales team about the questions they hear most frequently. Then put yourself into your ideal candidates’ and clients’ shoes and answer those questions, including the types of job placements you offer and the benefits of working with your agency.

According to Anna Wright, a social media consultant for LinkedIn, the content itself needs to remain clear and informative, staying away from a sales focus. A ‘non-salesy’ approach should be clear about what the agency does, opportunities for advancement, the types of jobs the company typically needs to fill and the desired background of candidates they’d like to hire.

  1. Highlight your recruitment firm’s differentiators.

Your next step is pinpointing what makes your recruitment company different from the others out there. From the niche industries you specialise in to proven results, show your audience why your company should be their number one choice for recruiting. Leverage video to connect with your audience, highlight your success stories and prove the value you can offer in finding the right talent for the right job. Highlight any awards you may have won and specific industries you target.

  1. Incorporate sound, personality and your recruitment agency’s culture.

Now that you know your audience and differentiators, it’s time to think about adding pizzazz to your content. What makes your company different? Add engaging, occasionally amusing interviews and catchy music.

Include clips of compelling interviews with top clients, successful candidates and internal employees to add personality and charm to your video.

  1. Add interesting visuals to support your recruitment firm’s success.

You may choose to include some hard data in your marketing video, which is fine as long as you don’t let it slow down the video’s pace and energy. At points in the video where you’re offering statistics or general information, use interesting visuals, animated graphics, and presentations to support the ‘talking head’ who’s delivering your data, and your message.

Your audience doesn’t want to see one person drone on—after seeing the person who’s talking, cover what they’re saying with valuable, pertinent graphs, grids, bullet points and video. For example, if your interviewee is discussing statistics regarding the percentage of successful placements, you could show short animated graphics then return to the interview video, with the interview audio continuing throughout.

  1. Develop a compelling story about your agency.

You may have heard the saying, ‘Facts tell, stories sell.’ This is particularly true when you’re creating your marketing video. Recruitment firms need to focus on the interesting story they can tell and who the main characters are.

If possible, focus on a successful client or candidate, or have one of your employees serve as the narrator for the video. Then, create a compelling story that connects to your target audience with energy and style.

Video content can be a powerful vehicle for getting your message out to numerous candidates and clients. When done well, video allows your recruitment agency to connect with your audience on multiple levels—a personal touch as well as statistics and data that prove your value.

Ten Steps to Successful Staffing and Recruitment Software Integration

Recruitment software integrationIn a fiercely competitive marketplace, technological innovation is a clear competitive differentiator. Used well, the right technology can make the difference between identifying a candidate quickly and missing the boat; it can help candidates reach out to recruitment companies at a time and in the way they prefer; and it can enable recruitment consultants to enhance the quality and timeliness of client interaction.

In the first instalment, James Payne, Sales Director, AdaptUX, takes a look at the top ten steps for staffing and recruitment software integration.

Staffing and recruitment software plays a crucial role in the continued success of agencies but there are also many opportunities to integrate third party applications with that recruitment software to smooth workflows, boost efficiency and transform performance.

From streamlining back office processes, such as payroll and invoicing, to exploring innovative front office applications, integration with the central recruitment software hub is compelling.

But there are a number of issues to consider to ensure success – from defining requirements to getting the right integration model. The following ten step approach for integrating third party applications to staffing and recruitment software should provide organisations with a clear understanding of how best to meet business objectives.

Step One: Why integrate and what integrations are required?

Many organisations approach a new recruitment software investment with a list of existing applications for integration which are unique to their business. But it is important to consider the depth of functionality available in the new solution – are all those applications still required?

Step Two: Prioritise Requirements

Separating front and back office integration requirements enables a business to quickly differentiate between the ‘essential’ and ‘nice to have’ integrations. Organisations should not undertake all these integrations at once; identify those that are business critical and those on the wish list.

Step Three: Understand the Recruitment Software Integration Model

The timeline for the integration development will depend on the complexity involved. Does the vendor have off-the-shelf integrations built through direct collaboration with other software providers? Understanding the integration models is key to creating a workable roadmap.

Step Four: Take a Measured Approach

One pitfall to avoid is requesting a lot of integrations and developing a hugely complex bespoke system upfront.  It is advisable to undertake these integrations one by one. Keep it simple and make sure the integrations are absolutely required. 

Step Five: Test, Test and Test Again

The testing process is critical and should encompass not only software testing but also process testing. For example, when payroll is integrated with the recruitment software, it is important to set aside ample time to test the payroll run. Organisations need to be realistic about how long the configuration and testing will take.

In the next instalment, we take a look at the final five steps in how to successfully integrate recruitment and staffing software.



Bond International Software Provides LinkPoint Resources with Bond Adapt OnDemand

LinkPoint LogoLinkPoint Resources, Admin and Secretarial, Building and Engineering and IT recruitment specialists, have selected Bond International Software, the global provider of staffing and recruitment software, to provide Bond Adapt OnDemand recruitment-specific CRM via high-speed cloud delivery.

London-based, with offices in Kent, Guildford, Essex, Cambridge and Luton, LinkPoint Resources bring over fifteen years of recruitment experience to their marketplace. Active members of the Recruitment and Employment Confederation (REC), the agency’s inception was driven by director Martin Smickler’s desire to add real value to the recruitment process by setting new standards in service, support and business ethics. Outgrowing their general office CRM, LinkPoint Resources selected Bond Adapt OnDemand following an in-depth market review of CRM software systems.

Using the Bond Adapt OnDemand solution, LinkPoint Resources will add new efficiencies throughout all their existing recruitment processes. Keen to streamline client and candidate communications, the Adapt Outlook Add-in (AOA) will enable LinkPoint Resources consultant’s to view client and candidate records and run workflows within Adapt directly from Outlook, without switching between the two systems. Using the Adapt InTouch mobile app will enable LinkPoint Resources to effectively recruit on the move and reduce office-based admin to further advance client and candidate services. Bringing the system full circle, LinkPoint Resources will also take advantage of the straightforward integration of Adapt and their preferred temp payroll software.

Martin Smickler, Director, LinkPoint Resources, comments, “We started LinkPoint with a clear vision to add real value to our clients’ businesses and strengthen the industry’s reputation by working to the highest ethical standards. Recognising every recruitment project has unique requirements, we constantly evolve our working methods and strive to deliver beyond expectations. When the time was right to upgrade our CRM software, we looked closely at a number of systems before selecting Bond Adapt OnDemand. The market is saturated with good CRMs, but only Bond Adapt is truly built to enhance every aspect of the recruitment process. The right choice was clear and we’re confident using Adapt will solidify our existing business practices and drive further growth and expansion.”

Toby Conibear, European Business Development Director, Bond International Software, comments, “In these times of skills shortages and ever more challenging recruitment projects, agencies must provide exemplary client and candidate services to stay ahead. LinkPoint Resources have successfully grown and expanded in this climate whilst retaining the admirable business ethics the agency was founded upon. We are delighted they have chosen Bond Adapt OnDemand to become their new hub of all recruitment activity and we look forward to seeing them prosper and set new standards in their marketplace.”