Video Job Ads — How to Evaluate

By Scot Herrick | Job Search

Jun 25

Here you are, at your computer, checking out the job ads to see if there was something you were interested in pursuing. But instead of checking out those boring job descriptions associated with the ad — how many of them have you read that actually describe the job?? — you click on a link and see a video about the company and the position. See the manager you would be working with and hear the comments from your potential coworkers.

It would be a different experience than the one you have now looking for jobs, wouldn’t it?

Standout Jobs builds recruitment videos for companies to find employees. This technique is growing in popularity. Yet, you’ve never seen one of these videos before. So you check out an ad — kind of like watching a You Tube for jobs — and then what?

Since this is a different medium than written words, you don’t know how to evaluate the ad based upon your “written ad” criteria.

Fortunately, Standout Jobs offers up five criteria and additional references for you on how to evaluate the position offered through the video ad.

This is a new skill set for us to learn. Check out “Top 5 Things To Watch Out For In Recruitment Videos.”

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About the Author

Scot Herrick is the author of “I’ve Landed My Dream Job–Now What???” and owner of Cube Rules, LLC. Scot has a long history of management and individual contribution in multiple Fortune 100 corporations.

  • Scot – Thanks for linking over. There are definitely some challenges in evaluating video job ads versus standard text ones. In my mind you go much more with your gut, “Does the company represent something I believe in? Can I see myself working there? Do the people look like people I’d want to hang out with?”

    It comes down, much more, to a feeling than evaluating basic credentials and boring criteria.

  • Scot Herrick says:

    Ben,

    I think what you are working on in Standout Jobs is really good stuff.

    And while I agree that watching the video job ads really does come down to feelings, the logical side of me still wants to figure out what categories those feelings are located.

    For example, you wrote about seeing the culture of a company come through in a video. I’d want a category of “company culture” that I could say that I feel “X” about.

    Same for the job. Same for the manager. Same for the coworkers.

    If I can outline some different categories and place my feelings about each of the categories, then I can reasonably evaluate the position or know what questions to ask in an interview.

    Video and recruiting is really interesting and I’m more than a little happy you’re right on the edge of it. You bring great insight into these leading edge things with a good business sense to match.

    Good luck and keep on writing.

  • Scot – I know what you mean, and I think with video people can setup their own “metrics” for how much they value certain things. The advantage is they can ask MORE questions. You can now “quantify” the culture and how important that is, and so on. Watching a video isn’t a perfect representation of culture and team, but it’s a start

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