Does anyone read job postings anymore? Should I be using video in job postings instead? Is that what candidates want? That is the topic we’re going to cover here today.

When people want to use video, they think we can use it as an alternative to job postings. Who needs those 250 words anymore?

You, you need those 250 words. And while I’m probably very biased on this topic, here’s the reality. Search is key to an effective job posting. If no one can find your post, no one can apply. It doesn’t matter what it says if no one even sees it. So we want it to be great, but we have to make sure it’s found.

That means you have to use the same language that a candidate searches to get people there in the first place. Video doesn’t help search results.

It does capture a day-in-the-life video, really niche details about the work, etc.

As part of the application process, my friends over at SkillScout do this incredibly well. I’ve seen them use it on manufacturing jobs and more where they show a plan or a system that someone in this field should know. They use that video to enhance the assessment experience with practical and experiential content that explains so much more than text can. This video is just one example of how they did that for a utility company.

So my advice when it comes to using job postings and video? Use both.

Use the job posting to get the right candidates for your job, then use video to enhance the experience. Whether a video is used to sell your company to the candidate or in the assessment experience to assure that candidates know what they’ll do on the job, video can only make a great job posting better.

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