A few months ago I attempted to make a video job description with a colleague for a new paid internship we just opened for Generation Listen. It bombed. Our intentions were in the right place, but our execution missed. I’ve tried a few others. Some turned out okay, so were so bad they couldn’t make a blooper real. I thought I’d share some of what I’ve learned so far as I’ve experimented with video.
Here are some of the things we got wrong:
- No script. The idea to make the above mentioned video was spontaneous. We thought having an unscripted discussion about the opportunity was the best way to convey our excitement about the role. While I don’t necessarily think you need to have every word scripted, having at least an outline of what you plan to cover is a better way to go.
- No plan. If you’re developing a solo shot video (maybe of the hiring manager) with no editing you’re good to go. If there are two or more people in the shot, you need to have an idea of when you’ll kick it back and forth to each other. Natural banter is good, awkward transitions are not.
- Time of day matters. Shooting a video late in the day is probably not the way to go. You’re punchy, it’s late.
- Setting matters. What’s your ideal backdrop? We ended up doing several takes from a variety of angles to find one we liked for video two below. Is there a black background? Remember black shirt = floating head.
- K.I.S.S. Unless you have experienced multimedia pros in your arsenal - keep it simple, and keep it short. No one wants to sit through a lengthy pitch. Have a point and get to it soon. I was excited about this Q&A with our VP, Programming to promote hiring for the new TED Radio Hour show – but at 5+ minutes, even I had a hard time watching the entire thing. Continue reading
I had an opportunity to join HCI’s Talent Management Conference last month in Boston to share NPR’s recruiting journey in social media and employment branding. The following presentation touches on the current state of social recruiting, and outlines the steps we took in leveraging social media to build NPR’s employment brand.
You can read a recap of the presentation on HCI’s blog, or see review the case study post on these efforts.
Please leave any tips or suggestions you’d like to share in the comments section. I’ll incorporate them all into a future blog post.
Can you feel it in the air?
That magical moustachical month we call Movember is fast approaching. A month where refined and debonair gentlemen walk the streets bringing civility, and a large dose of handsome, to all they encounter. A time when our Mo Sistas stand by our sides, reinforcing our manly lip sweaters, showcasing their own amazingnacity, and joining us to collectively tell cancer, “Pardon me scoundrel, you will not be taking any more of the good men we love dearly. We will band together, and we will vanquish you.”
What is Movember?
http://www.youtube.com/watch?v=HjRhqx2EaQs Continue reading
We’re less than a week away from SHRM12. I’m excited to be part of the official blogger/press coverage this year. I aim to capture some of the sessions, atmosphere, etc to share with my readers here and on the SHRM Buzz site. What’s SHRM Buzz? It’s the brainchild of SHRM’s Social Media guru (I called him that so it’s allowable), Curtis Midkiff. SHRM has really been pushing the envelope around social media engagement under Curt’s leadership and Buzz is another great example. Buzz is a collection of blog posts from fellow HR bloggers and more. They have a great social circles feature where you can plan your networking and learn about other attendees. You can even add suggestions and help pick the music playlist during opening general sessions. Creative, cool, engaged – I really like what SHRM has going on here.
I’m going to be experimenting with some video blogging at SHRM12 to capture some footage from the conference, and possibly some interviews with thought leaders in the talent space. Apologies in advance for the low-budget production value and likely shaky cam as I’ll be recording on my iPhone. Continue reading