Guide to Video Job Post Content

Content prompts to help you sell the company and job opportunity so that candidates click apply

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Written by Olivia
Updated over a week ago

Video Job Post Template Structure

The C-Me Video Job Post template has two video inserts. Here's a formula you can use to create a great video job post:

  • Part 1 - Excite candidates by explaining what the organisation stands for

  • Part 2 - Excite them further when describing the job by establishing purpose

The objective is to excite viewers to find out more and apply if they feel qualified. Avoid going into too much detail as this is included in your job description text. Focus instead on content that compels the viewer to want to find out more!

Presenters

The two video inserts can be recorded by the same person or different people. The first video could be the Founder, CEO or Managing Director and the second one the hiring manager. Or you could combine the hiring manager and a team member (employees doing the same role can be highly engaging).

Content prompts

You can use the content prompts below to help make your video job post attract applicants. Two or three from each section are all you need. They are just for guidance, however, as enthusiasm and passion will go a long way.

Part 1 - Excite candidates by explaining what the organisation stands for

  • What makes your company special?

  • What are you trying to achieve as an organisation?

  • How does the company fit in with, or challenge, the wider industry?

  • What makes your brand unique?

  • What are the company’s growth aspirations?

  • What is it about your company culture that employees love?

  • What has the company achieved in the last year?

  • What do customers say about your company?

Part 2 - Excite candidates further when describing the job by establishing purpose

  • What’s the job’s major function and who does it report into

  • How does the role fit into the bigger company picture, its objectives and strategy?

  • What are the expectations for the position?

  • Why would someone love the job?

  • How does it help solve business issues or social issues?

  • Talk about the potential for career progression, development and growth

  • Consider mentioning some of the unique benefits on offer (e.g. flexible hours, wellbeing allowance, pet-friendly office, etc.)

Other considerations

  • Consider getting members of the team to contribute when working out the above points

  • Try to focus on concrete values rather than a more vague notion of ‘company fit’

  • Avoid jargon and over-the-top language (world-class, rockstars, etc.) as it can put people off

  • Avoid gender-biased language (research shows neutral wording gets more applicants)

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