For later ease of editing, be sure to start and stop recording between each take. Challenge them while you’re filming to outdo your example, but be sure to keep their response to 10 seconds or so (also be sure to keep the outtakes or do-overs as these can be better than the planned out answers). To get a good audio level, use an external microphone, do a close up, or do it in a closed in space where there isn’t a wide area for the sound to bounce around. Then turn the camera around and ask them the same questions and record their answers. When you get to your employee’s work area, warm up your subjects by showing them your video. Try to make your answers fun (or get someone you know to be your guinea pig). Send them an email letting them know you’ll be stopping by their work area to ask them about your 2-3 positive topics.Ī sure fire way to make it fun is to grab your mobile phone and answer your own questions in a video selfie. When crafting this employee list, don’t focus only on the most photogenic, also include people who are representative of average employees. These are the outgoing people that ham it up and have something to say about everything (if you’re unsure and have HR Generalists or HRBP’s on staff, they will know who to approach). To set the stage, create a list of the front-line employees (non-management) who are known to have opinions and are not afraid to voice them (typically the extroverts). One of the best and easiest ways to get employees involved is to make it fun. Now it’s time to decide on which employees to have in your videos. Take these cool things about your company and think of questions that will clearly drive positive comments when employees are asked. It could be the natural light everyone basks in, monthly celebrations of company accomplishments or the number of smiles that employees encounter each day. List 3 things that you’re confident are viewed positively by most employees. Whether you have established an Employee Value Proposition (EVP) or not, regardless of what’s said on Glassdoor, there should be several (4-6) positive attributes or traits that you feel make the company a good place to work. These comments are ingredients that will be used later in our recipe. Take your collection of the most prominent Glassdoor comments and plot them separately in a column of a spreadsheet (4-6 should do it). The objective is to embrace the anonymous Glassdoor sentiments and comparing them to what actual employees think from real live comments captured on video.
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Later in this post I’ll give you the details of how to obtain this view, but for now let’s focus on Glassdoor.
If you work at a company with few Glassdoor comments, you can still make the case for using “employee generated content.” Instead of Glassdoor content, you’ll need to determine how the talent marketplace views your company. The first thing I would do is to collect the most prominent Glassdoor comments and use these as a baseline to make your case for your employment branding videos. Management Decision Makerġ - Company Career Page and Social Media platforms
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Once added to your career pages and shared in Social Media, these videos will greatly move the needle for converting Career Site Visitors as high quality applicants.ģ - Questions or topic any employee will have positive things to comment onĦ-8 - Outgoing and enthusiastic employees not shy about sharing opinionsġ - Email requesting employees to share opinions/commentsġ - A simple external microphone you can use with your Smartphone (optional)ġ - Spreadsheet column full of recurring Glassdoor commentsġ - Spreadsheet column listing the employee transcribed answers from your videoġ - Simple to use Video Editing Software (iMovie, WeVideo, Loopster, etc.)ġ - Executive or Sr. Below you’ll find a “recipe” for creating authentic videos that are easier to gain approval. It can be challenging, but there are methods that can be used to leap over these hurdles.
If you find it difficult to get it approved, fear not, I have steps for you to help overcome this. Accomplishing this using video will attract the greatest number of views and is far and away the best method to share your story. Getting “front line” employees’ honest impressions onto the career page will greatly impact a prospect’s perception of your company. Sadly, they’re also typically the most ignored element, since site visitors view them as propaganda. This is why polished CEO videos are so prevalent. This can be tricky, particularly with executives who fear the story may not fit their image of the company. I always recommend the importance of telling an authentic story, and who better to tell it like it is than the ones living it, the employees.
A capable Employment Branding effort will deliver to the public impressions of what it’s like to work at your company.
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