I have seen hundreds of online videos. Last year my blog consisted of mostly critiques of online videos businesses were using for marketing or recruiting. There are three things that will pretty much destroy a video for businesses.

1. Bad sound

This could be solved easily enough with a lapel microphone. It is called a “close mic,” as opposed to the built in microphone on the video recorder (while standing ten or fifteen feet away the person being filmed). Built-in microphones pick up everything and are worse with distance. If the video has good sound, that alone sometimes can carry a video…but if the video looks great and there is crappy sound, people don’t want to watch it.

2. Unstable and unclear video

This could be solved easily enough with a tripod, using a manual white balance, and making sure the video recorder is in focus. I can’t stand camera shake. It is a major distraction and shortens how long someone is willing to watch the video (which is already very short – less than 3 minutes on average). Then if the subject is out of focus or (because of white balance done improperly) the person looks like they are ill because they are tinged blue, green, etc. All these scream amateur who doesn’t know what they are doing…which is not the image you want for a business video.

3. Too Long

I already hinted at this in #2, but you don’t have long in online videos before the viewers become bored and move on. I still see too many videos 6, 8, or 10 or more minutes long. This is a killer in business videos. The message must be focused, as well as quick and to the point. When you want to talk about more than one thing, it may be better to make another video. Three 3-minute videos are more likely to be seen than one 9-minute video. Keep in mind that as soon as the viewer becomes bored, they are gone. Also, they are watching for their benefit…not your benefit. They are looking for some information and/or to be entertained. The content must benefit the viewers right away or they will go elsewhere shortly.

I would say these are also my three biggest pet peeves. If you have a short video with stable & clear video and good sound (that gives content to the viewer), it is really hard to mess it up. People will watch it. It doesn’t have to be flashy. It doesn’t have to cost a fortune and look like Hollywood produced it. Just don’t commit these three mistakes.

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I have been looking at a lot of companies’ career pages on Facebook. Seeing what other people post and trying to figure out what might be other good things to post. I thought this would make a good blog post, because I find a lot of recruiters are familiar with the idea of using Facebook for recruiting…and even creating a careers page…but sometimes I find people who are not sure what to post or what kind of content will be on the page.

This is just some types of content I have found on other career pages on Facebook…and a few that I thought up as well as things that should be on the pages:

  • Promotions / Contests of interest candidates – (Taco Bell offered a free Limeade Sparkler Coupon)
  • Involvement in charities and community (when, where, who, etc.)
  • Notices of awards won (best places to work, top 50 diversity, etc.)
  • Notices of job fairs being attended
  • Employee events recap (showing that your company is a fun place to work)
  • Notices of some jobs (not all) – highlight certain ones – high profile or otherwise special
  • Career related podcasts (day in life, hear from hiring manager, etc.)
  • Notices of new videos (career related)
  • Stories of core values being lived (employee recognition)
  • Why not have more Employee Recognition (show that there is some in your company by doing it publically)
  • Internship info
  • Testimonials by employees (why it is a great place to work)
  • Who we hired (from what school if grad, read her story)
  • Articles, podcasts, experts about job market and perhaps job searching in general (that is the audience)
  • Surveys – candidate experience and opinions about things like what is most important to you in a job
  • Questions to the recruiters (interaction and engagement is the soul of social media)
  • Posts from the hiring manager or department champion
  • Comments about candidate experience (this content comes from the applicants)
  • Some applicants are customers, and so some content will be fans commenting on how great your products and services are

That’s all I could find and come up with at the moment…hope this perhaps gets your creative juices flowing for what to include. If you see something clever or know of something else, please leave a comment.

~ Eric

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Hello!

I miss blogging, so I’ve decided to start up again…slightly revised. I will cover more topics, including giving tips and techniques for recruiting, marketing, and video production. I will be doing more than just video critiques. I will do them sometimes, but I have over 160 videos cateloged already. Some have been removed, so they can no longer be played…but I don’t want to remove the critiques (as they may be helpful).

I also will be posting more rarely. I just burned out doing a post every other day (3 to 4 a week). I will try to post at least weekly. I also recommend interaction. Please feel free to comment on my posts.

Thanks for tuning in!

~ Eric

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This short, 50 second video is just a quick tip by a Life Coach. She made a lot of these (daily tip video), so she did them herself with a webcam…but she was close to the microphone (so the sound was not too bad) and the she was well lit. This tip involves the law of attraction…which a lot of people search for. Since the video was published 2 years ago, it has been viewed over 10,000 times.

Of course, I can see some people who think the law of attraction stuff to be bunk would be turned off by her and perhaps not hire her, but there are plenty of people who are interested in this and may decide to hire her because she talks about it. In marketing, you can’t speak to everyone…you can’t make everyone happy. So it is best to target your ideal customers and speak to them (even if in doing so would turn off other potential customers). This is smart marketing because to appeal to everyone is to appeal to no one.

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This 2 minute 11 second recruiting video is quite good. It is focused on millenials…for entry level (starting your career). They speak only to this age group in this video and what is important to them (at least what we are told at in recruiting conferences and workshops). There is also a strong focus on diversity (which is important to millenials).

This kind of video gives them a huge edge over companies just pushing their job description. The best and brightest would be attracted. In the four months it has been published on YouTube, it has been viewed over 3,000 times. They wisely also show off their award…”BusinessWeek ranked Deloitte #1 on its 2009 list of Best Places to Launch a Career. Watch to see why our people agree.”

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About this blog

A blog written by a Minnesota Recruiter and Video Producer about marketing, social media, online video production, recruiting, and some about what I'm doing in life. Professionally, I am very interested in online videos for businesses marketing their products & services, and videos for recruiting for their open positions.

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