TalentEgg Trends

Today’s Talent, Tomorrow’s Leaders

Knowledge Hub For Employers, Career Educators And Coaches

Tag: video (page 1 of 2)

Why It’s More Important than Ever to Connect With Candidates Online

It’s common knowledge that employers need a web-presence and a digital strategy to promote their jobs and attract young talent. However, simply having a career website that posts job descriptions is no longer enough.

The first component of being online is indeed having a career website with compelling job descriptions and robust employer branding content. This is where you can showcase your eggs-ceptional culture, the benefits of working at your company, and your company’s competitive distinctions as an employer of choice. Your web presence is the primary tool for you to attract and engage young candidates and the go-to place where they will launch their job search. In our 2019 survey, 86% of post-secondary students stated that they look for jobs online (which includes social media as well as websites), which indicates that your online presence is vital to attracting young candidates.

“Having just the right amount of information on the website and it being easy to navigate makes the user’s life much easier and makes the website itself easier on the eyes.” – Saisurutyi Sridaran, Ryerson University, 2021

“In 2019 you definitely need to have a website that is optimized for mobile.” – Mallory Thompson, Western University, 2019

The second component is, of course, social media. It is a highly preferred method of job search and employer research among young professionals (1 to 5 years after graduation). 87% of early career professionals surveyed also prefer to look for jobs online, including social media, and there is a good reason for that. Employers who excel at finding the best candidates tend to have strong social media engagement by having authentic conversations with job seekers beyond the static one way posts. Employers with a strong social media strategy have a human voice and communicate their employer value proposition in a demonstrative way through their employees Instead of telling candidates, “working for us is awesome”, make sure to show candidates what a fun, inclusive workplace culture you have, as experienced by recent hires, who candidates can relate to, in video, Instagram Stories and testimonials, creating a compelling and authentic reflection of work life within your organization.

But each social media platform resonates with a different audience, and matching the content to the best platform for the right candidates can be difficult. Where exactly do students and recent grads spend their time? Our 2019 survey proved once again that Instagram is still king with 59% of high school students, 41% of post-secondary students and 49% of early career professionals preferring that social media platform over the others for employer branding content.

What type of content should employers post to attract maximum attention? You might have guessed it already, but video is still king as the medium of choice, and it’s popularity is only increasing. 82% of high school and 69% of post-secondary respondents prefer to engage with videos for career-related information on all platforms and media channels.

TalentEgg Talks: Live with Mercedes-Benz
Financial Services (Instagram and Facebook Live)

The main area of concern when it comes to social media is getting around tricky social media algorithms to ensure your audience is seeing your content. While we can’t fully predict algorithms, which are constantly evolving, we know that the more your audience engages with your content, the better it performs. Moreover, Facebook and Instagram are well known to favour video content and showcase it to more users on their platforms, so it’s truly a win-win. With our less text-focused content for those who like getting visual information, we are shifting how we deliver your brand messaging. We communicate your values by producing videos, hosting live Q&As with representatives of your organization in a simulcast video on Facebook and Instagram (TalentEgg Talks LIVE) and creating Instagram Stories. In other words, we’re bringing your employer messaging straight to the target candidate! Be exactly where your young talent pool is – on Instagram, and engage in an authentic way through Instagram Takeovers and TalentEgg Talks LIVE Events. The great value-add is that if your existing social media followers aren’t Gen Y and Z, we can help you build out that audience on your own social media channels. The video recording also makes great content for your Employer Profile on TalentEgg and can be repurposed and re-edited by TalentEgg for short video clips on social media to continually refresh your feed with snappy, well packaged video shorts.

Even though video is king and social media is rising, direct email remains a strong medium for the delivery of career-related information among students and recent grads. The convenience of receiving targeted job alerts in the candidates’ inboxes, the ability to customize which content reaches them, and the ease with which the job seekers can find emails tailored to their needs, all attribute to email’s continued popularity. Our research indicated that 60% of post-secondary and 52% of early career professionals prefer email communication for job postings, indicating that while candidates like learning about employers on their smartphones and social media, they still prefer to actually apply to jobs from their laptop. With our ability to personalize and create custom email blasts for our clients, we’re targeting your employer brand message directly to students and grads.

Year after year, our Incubator blog is an invaluable resource for students and grads who are hatching their careers. Our custom editorials highlight various features of your organization to amplify your employer brand and connect with our audience. In our 2019 TalentEgg Survey, we asked what type of content students and grads wanted to read about and they overwhelmingly connected to editorials that were easy to read in Q and A format, enjoy resume and interview tips, day-in-the-life stories about young relatable employees and appreciate interviews with recruiters, interns and co-op students from your organization. Many of these topics provide an inside look into the company’s culture – exactly what our respondents care about the most. Every demographic we surveyed said that the most important thing they look for in an employer is positive and friendly company culture (92% of all respondents, including high school students, post secondary students and grads, and early career professionals).

Managing a company’s reputation is another important task. 68% of post-secondary students state that negative company culture or workplace, bad online reputation and negative candidate experience are the most important factors when turning down an employer. That is exactly why it is so important for companies to tune into the social conversation about their brand, create a positive candidate experience, and highlight their engaged and inclusive employee culture!

94% of students believe that it’s somewhat to very important for employers to have a strong online presence. This includes your social media presence and website usability. If students can’t find what they are looking for easily and in an engaging way, they are on to the next thing. We know that students are busy with school, work and social lives, and if they need to search in multiple areas or click through multiple pages, you’ll likely lose their attention. That’s why our custom employer profiles are a one-stop place for job seekers to learn more about your company, as well as explore jobs and events. It’s also a great place to post your employer branding videos, social media clips and editorials.  

Testimonial from a student: TalentEgg helped me obtained numerous information regarding the internship opportunities with your all-in-one platform.

 

Keeping all of these factors in mind can be very overwhelming, especially during a busy hiring season. TalentEgg is here to help. With our trusted and talented team of writers and account managers, we can help you craft and execute your employer branding strategies to attract the best of the best in campus recruitment and beyond. Visit talentegg.ca and keep reading this guide to find out how eggs-actly we can assist you on this journey.

Custom Client Videos: Walmart Dare

Client Custom Editorial: Chang School

Custom Client Videos: EF Tours

TalentEgg Newsletter

Client Custom Editorial: Sysco

Email Blast BMO

TalentEgg Talks: Live with Career Connections (Instagram and Facebook Live)

TalentEgg launches Canada’s first candidate showcase featuring video profiles allowing students and grads to communicate strengths beyond the resume, improve visibility and directly connect to employers

FOR IMMEDIATE RELEASE Aug. 1, 2019 (Toronto, Canada). TalentEgg is pleased to announce Canada’s first talent marketplace featuring video-based features allowing candidates to introduce themselves beyond the resume and get noticed by employers. The platform helps Gen Y & Z candidates to tell their story in their own words by providing convenient, easy to use functionality that allows them to record their video introduction, upload their resume, and respond to interview requests from employers, from any device, on their schedule. With the TalentEgg Candidate Video Showcase, recruiters and employers now have the ability to search the job seekers’ video profiles with resumes and invite them to a video interview directly from the profile.

Video interviewing is now a mainstream assessment method in recruitment and student and grad job seekers are practicing and developing their digital interviewing skills while at University and College. Now they have an opportunity to put those skills to work in the real world and on their own terms on a platform where they can control their own message. The TalentEgg Candidate Video Showcase offers the candidate the ability to upload their resume and record a video introduction directly into their personal candidate profile. They can include a descriptive paragraph about themselves and credentials which are displayed to the employer and is searchable based on location, school, year of graduation, program of study and preferred industries, or by relevant keywords.

“Employers are looking for more efficient methods to recruit and interview graduates and improve campus recruiting efficiency. Students and grads are looking for new ways to get noticed by employers outside of traditional methods. Schools are looking for more ways to help their students and grads make the transition from school to work effectively by showcasing great candidates to employers of choice,” says Mary Barroll, President of TalentEgg. “TalentEgg’s Candidate Video Showcase brings all of these features and capabilities together at one digital job marketplace destination. We believe it’s a real win-win-win and an exceptional opportunity for schools, employers and job seekers alike, and a gamechanger in the campus recruitment space.”

“The resume is no longer an adequate tool for representing the potential that candidates can bring to the workplace. Job seekers are increasingly frustrated with their inability to differentiate themselves in their job search. They are eager to share more about themselves by answering questions and sharing other aspects of their character that, in the case of students and graduates, can supplement their sometimes limited work history,” says Catharine Fennell, CEO, videoBIO. “We are pleased to provide the video technology to support TalentEgg’s job marketplace to advance connections between employers and job seekers.”

To learn more and add a profile visit https://talentegg.ca/register

For more information please contact:

Mary Barroll
President, TalentEgg Inc.
Mary@talentegg.ca
416-358-3991

Natasha Reichen
VP of Operations, TalentEgg Inc.
Natasha@talentegg.ca
416-875-8055

12 Tips For Conducting Video Interviews With Students And Grads

With the development of technology, video interviews are becoming the go-to method for a lot of recruiters. Although most students and new grads are familiar with webcams and computers, engaging in a professional on-screen meeting can still feel like unfamiliar territory.

Even the most experiences interviewee can experience nerves during their first online interview. So how do you help them perform at their best? Consider these 12 tips:

Setting up the interview

1. Establish the tone – Students and grads will sometimes get the impression that online interactions are casual. It’s important to make it clear that this video interview is just as important as a face-to-face meeting. Simply mentioning to your candidate that they should treat this interview as a face to face engagement should suffice.

2. Plan for technical issues – Every type of engagement comes with their possible setbacks. For video interviews, weak internet signals and computer malfunctions can be enough to derail the meeting. Be sure to establish an alternate phone number your candidate can reach you at, and ensure that they have a phone nearby in case you need to reach them.

3. Give them some tips – When scheduling your engagement, it helps to casually ask if your candidate has done a video interview before. If this if your candidate’s first time, encourage them to do some research online. This will help them feel more prepared on the day of the interview, and help them perform better.

Tip: TalentEgg has a great introduction to video interviews for students and grads. Check it out here.

 
4. Remember the time difference – Often, video interviews are used to interview candidates that live a distance away. If they’re in another time zone, make sure you’re clear when scheduling the date and time. For example: “So we’ll meet this upcoming Monday at 10am Toronto time. That will be 11am Halifax time for you.” This will help clear any confusion.

Right before the interview

5. Test your technology – Have a co-worker do a test video call with you. Ensure the connection is strong, and they can see and hear you well (it’s best to use a headset for engagements like these). Doing this beforehand can minimize the risk of something going wrong during the interview.

6. Check your lighting – While you don’t need professional lighting, it’s best to have a flattering light when chatting with your candidate. Try facing a window for a soft, natural light (not harsh sunlight!). Alternatively, set yourself up in a well-lit room. The last thing you want is a candidate squinting and struggling to see you, ultimately creating a distracting performance.

7. Send a message – If you are using a program like Skype, use the chat feature to send your candidate a message ten minutes before the interview. Otherwise, send them a quick email. Let them know that you’re preparing for the interview, and you will call them at the agreed time. This will take some pressure off of them, so they don’t have to worry whether or not you’re online and ready to go.

8. Minimize distractions – If you had a candidate come into your office for an interview, would you permit noisy co-workers in the room with you? Likely, your answer is no – as it should be! Be sure that you have a quiet room to work in, and if necessary, leave a note to let your colleagues know you’re in an interview.

Tip: Most companies will provide a branded backdrop for conducting interviews. If you don’t have one of these, try to have a wall as your background. Try not to have co-workers walking back and forth – it can be very distracting for a candidate.

During the interview

9. Engage in small talk – In a face to face interview, there is usually that period of “down time” before and after the interview where you are able to casually chat with the candidate. Don’t leave that out – take a few minutes to ease them into the conversation before diving into your questions.

Tip: Depending on the software your company uses, you can tailor any of these tips to the features that the program offers (pre-recorded videos, scheduling features, etc.). Get creative – but make sure that that in the end, there is a personal, “human” quality of interaction.

 
10. Validate their apprehensions – Talking to a camera can feel weird to a lot of students and grads. If they seem out of their element, casually let them know they’re not alone. A comment as simple as “it can feel a bit strange, I know.” or “I remember my first video interview. You get used to it.” can be enough to help them feel at ease.

11. Be aware of the delay – Connection delay may just be the most annoying part of a video interview. Candidates may experience heightened nerves if their technology shorts out – often they’ll feel like it may cost them the interview. Let them know that you’re experiencing a poor connection on your end as well, and assure them that it happens from time to time.

12. Don’t forget to interact – Sometimes it’s easy to forget that you’re talking to a person, and not a screen. Be sure to give the candidate feedback: nod and give verbal responses when appropriate. There’s always the worry that your conversation partner can’t hear you, so having constant responses throughout the interview can help set your candidate’s mind at ease.

Discussion: Which type of interview do you find students and grads perform best in… video or in-person?

What students want: 4 elements of an engaging campus career website

Updating your campus career website? Good call. Your campus career website is like the virtual front door to your organization and, like a home, it needs some serious curb appeal to get students and grads interested in what you’re selling: your career opportunities.

No matter how candidates arrive at your website – via your TalentEgg profile, Twitter account, Facebook page or LinkedIn page – you risk losing them pretty quickly if your website is difficult to navigate or lacking the information students and grads need to make good decisions about where to start their careers.

Continue reading

Older posts

© 2020 TalentEgg Trends

Theme by Anders NorenUp ↑