ADVANCED RECRUITMENT AND SELECTION

PGDM/SDMIMD/2020-22 BATCH

Video Based Recruitment Marketing and Its

Role in Attracting Right Candidates

Submitted to: Dr. Nilanjan Sengupta

Submitted by: Group 8

SHRAVANI S - 20169
PRERANA JAIN - 20038
SHANE ANTONIO DE SOUZA-20046
NEERIKSHA M -20058
SOFI KUSHALAPPA M -20113
YASHASVI B K -20123

Date: 22nd October 2021

 Acknowledgement
The success and final outcome of this project required a lot of guidance from a lot of people,
and we are extremely thankful to have got this throughout the completion of this project.

We respect and thank His Holiness Dr. D Veerendra Hegde, Dharmadikari, Sri KShethra
Dharmasthala, Dakshina Kannada, Chairman, Shri Dharmasthala Manjunatheshwara Institute
for Management Development (SDMIMD), Mysore, for constantly bestowing his blessings
and power.

We express our sincere gratitude to Sri D. Surendra Kumar, Vice President of SDM
Educational Trust, Bangalore, and Prof. S. Prabhakar Secretary, SDM Education Trust,
Ujiri. We also would like to extend our sincere gratitude to Dr. N.R. Parasuraman, Director
& Professor of Finance, and Dr. H. Gayathri Deputy Director and Chairperson – academics,
for constantly encouraging us to get better by providing excellent facilities, which made this
project possible.

This project would not have been possible without the constant support from Dr. Nilanjan
Sengupta PHD Professor – OB/HRM. His constant guidance gave us motivation and
encouragement to enhance our knowledge and skills which helped us to complete the project.
We take this opportunity to thank sir for being instrumental in successful completion of the
project.

The guidance and support received from all the members who contributed and who are
contributing to this project, was vital for the success of the project. We are grateful for their
constant support and help.
 Executive Summary

Gone are the days when they’d be an auditorium packed with people paying attention to a
speaker who’d try to capture their imagination with regards to work culture, business goals
scope, mission, and vision.

Businesses are growing rapidly and sometimes just talking isn’t enough. The advent of video-
based recruitment marketing struck the right chords in attracting the right candidates. People
got a good insight into the business and how they conduct themselves. Recruitment by itself
is a complex process, and there’s no better way then showcasing it through visual and
auditory sensors.

Additionally, a company needs to keep up with the latest trends, and video marketing is the
latest trend. For a company to keep their head above the water they should learn to adapt to
the changing circumstances. Video marketing gives the best insights through the various
companies discussed in this project. It raises positive attitudes and a sense of pride which has
a psychological bond to the organization. [ CITATION Jör20 \l 1033 ]
Table of Contents
INTRODUCTION

What is Video based Recruitment and Why Companies adopting this strategy?
A Recruitment Marketing Video Series is a collection of films that show an applicant what
it’s like to work at a business. Each video in the series could address a different topic, such
mission, or fundamental values. Together, the videos give a comprehensive image of the
company as a workplace. [ CITATION chi20 \l 1033 ]

Recruitment videos commonly shown on job sites to encourage job searchers to apply for
vacant positions. Recruitment videos provide an appealing opportunity to showcase the best
image of your company. Candidates read hundreds of job descriptions and tend to notice the
same selling elements repetitively. Terms like “great corporate culture” and “impressive
associated benefits” tend to seem like clichés rather than characteristics that allow your
organization stand out from competitors. With a recruiting video, your organization becomes
significantly more alive; applicants can really experience what it might be like to join your
workforce. More often, major corporations and start-ups are utilizing recruiting videos to find
qualified applicants. [ CITATION wor21 \l 1033 ]

In current market, when nearly half of employed employees are open to a new job while not
actively searching for one, recruitment marketing is more essential than ever. In reality,
organizations who aren’t utilizing marketing techniques as part of their entire recruiting
strategy are losing out on the chance to discover, attract, engage, nourish, and convert
individuals into engaged prospects. [ CITATION Bit19 \l 1033 ] . It’s important to showcase
people the qualities that make your company distinct and in a way that is appealing.
Recruitment video offers a glimpse of factors that into what make your organization
appealing and establishes the foundation for relationship building. In 2020, organizations
must go above and beyond to enhance their employer brand image in this
competitive recruiting market. [ CITATION Emi20 \l 1033 ]

Recruiting marketing videos have helped significantly and proved beneficial to attract
applicants at the beginning of the recruitment funnel. Videos may also be utilized all through
the recruiting process to provide a more engaging applicant experience. If we consider
applicants like a customer, recruitment can be broken down into four stages: awareness,
interest, desire, and action. Video can boost recruiting marketing across all four.
 Awareness: Short videos to post on social media, that represent the work experience at your
company, may make job searchers beyond your region/immediate area aware of the employer
brand.
 Interest: Videos integrated on company website and job pages showing the corporate
culture generate interest in who you are and what you're doing, making applicants more
inclined to apply when an opportunity is available.
 Desire: Video job descriptions that make applicants feel like they might be a good match
appeal directly to them and urge for action.
 Action: Video application process and video interviews offer applicants the freedom to
connect from anywhere, at any time, at their leisure and make the application process more
candidate-centric throughout the recruiting funnel. [ CITATION Sto18 \l 1033 ]

Research indicates that Gen Z is rapidly moving to video for brand discovery and promotion.
And over half of Gen Z in a global poll of 2,000 cross-generational respondent agreed that
they want videos to represent their areas of interest. In summary, if employer are wanting to
make an impact on Gen Z talent joining the workforce in 2020 must inevitably utilize
recruitment video marketing tactic.

Basic Concepts and Frameworks

Review of Literature:
As part of their e-recruitment strategy in the battle for talent, many companies have begun to
emphasize the use of social media as a platform for engaging with and recruiting people.
Some of these businesses have recently started adopting video-based social media platforms,
such as Snapchat, to replace a portion of their e-recruitment process. Social networking has
mainly become an acceptable method for people to socialise, share ideas, and promote
themselves both personally and professionally as technology progresses. Participants were
asked if they would apply to a company that used video-enabled social media in the hiring
process and how they felt about it.

Today, companies like Hilton use AI-enabled technology from companies like AllyO to
analyze first job applicant’s 75 percent to 90% faster than humans can (Yin, Camacho,
Novais, & Tallon, 2018). Furthermore, AI-enabled technology outperforms humans by at
least 25% when it comes to identifying good and undesirable candidates (Kuncel, Klieger, &
Ones, 2014; Van Esch & Mente, 2018).

While focused on the possibility of a job candidate engaging with and finishing a digital, AI-
enabled job application process, the system's practical effectiveness is restricted if reaching
out to prospects via social media actually drives them away from a company's AI-enabled
recruiting process. (Miles & McCamey, 2018; Van Esch & Mente, 2018)

Because they are fresh and early in the development cycle, trendy technologies are noticed as
more than just a transient blip on the technological radar screen. Participating in or engaging
with a popular technology can imbue the person with all of the trendy technology's cool,
unique, and cutting-edge attributes (Van Esch & Mente, 2018). Because some companies
have hired or internally promoted senior executives to new positions with titles like chief AI
officers or global heads of AI, some job seekers may view AI-enabled recruiting as trendy.

Experts and management have been looking for performance indicators that best complement
the selection process for a long time. Despite the recent rise of a variety of recruiting and
selection processes and tactics, such as assessment centers, e-recruitment, corporate websites,
and certification, (Ribeiro, 1996;2007; Van Esch & Mente, 2018; Farahan, Thomas, &
Blomquist, 2019), the individual perspective and support in the metric qualities of the
instruments remain dominant (Ribeiro, 2007) [ CITATION Res19 \l 1033 ]

Industry Practices in The Field

FOREIGN COMPANIES:

MICROSOFT

Microsoft is a large multinational corporation headquartered in Seattle, Washington, that

operates through a number of subsidiaries to supply a wide range of computing products.
Microsoft's most popular products include Windows, Office, and Xbox, and the company was
awarded one of the World's Best Multinational Workplaces in 2011. In recent years, the
computing powerhouse has modernized its recruiting and employer branding strategies, with
social media at the forefront.
Strategy
Microsoft's previous web recruiting presence had grown obsolete, making it a navigational
nightmare for job hunters who were overwhelmed by information and lacked a central, well-
organized careers portal. Instead, then having separate job sites for different countries and
even different business units within the same country, Microsoft now takes a global approach
to hiring.

Microsoft began a major recruitment overhaul about five years ago, as competition from
rivals such as Google made finding top people even more difficult. This recruitment
marketing project's goal was to achieve important business and marketing objectives such as
generating a consistent global message, managing their employer brand, and improving the
user experience. Twitter, Facebook, LinkedIn, and YouTube are all used by the organization
to engage with, impress, and excite potential job candidates. Microsoft saw a 300 percent rise
in new hires in 2010, and the company expects this trend to continue as social recruitment
techniques and technologies improve.

On the Microsoft Careers YouTube channel, there are 115 videos that present worldwide
perspectives on a variety of issues, including internships, culture, and diversity at Microsoft.
By displaying genuine employees' perspectives on what it's like to work at Microsoft, videos
like "Work Meets Life at Microsoft" assist to strengthen Microsoft's employer brand.
(Sundberg, 2021)

What We Can Learn about Recruitment from Microsoft Research through their
Videos.
Microsoft released a video to promote Microsoft Research and from the video we can take
back the following lessons.

 Find content sweet spot and add value: Microsoft targeted early PhD graduates to
consider a career with Microsoft Research. They went to explain the amazing benefits and
the best technology that they harbor and what waits for them once they come onboard.
The researchers will be fitted with the best of kits to get their work done smoothly in
collaboration with Microsoft. Microsoft goes on to show them the centers they’ll be
working at to entice them further. And they are told they are free to do whatever research
they want which shows a good amount of flexibility.
 Tell a great story and make it authentic: Microsoft understands that while facts and
figures are important people want to know the Why? And that’s where the story comes
into play. They bring the importance of development and knowledge that we all strive for
but more importantly helping the world become a better place through development.
 Leverage your employees to tell the story: Microsoft begins the video not showing its
CEO or vice president but the employees who are the foundation of this whole business.
They show a diverse set of employees. Some black some white and different genders to
show that Microsoft doesn’t discriminate but welcomes all those who have an idea. Each
employee speaks briefly about how their innovations will touch millions of lives and
others speak how they will create an impact to many others through interface etc. One key
point that each employee highlights is Freedom followed by vision and the power is in
their hands. They end by saying they are Microsoft research.
 Role of choosing the correct location for hosting your video: Microsoft hosts the
video on 2 platforms i.e., their own website which is Microsoft and a third part website
which also happens to be the second largest search engine in the world i.e., YouTube.
YouTube is an excellent platform as it's free and has a lot of traffic.
 Video Interviewing: The core idea concept is that the recruiters ask current employees,
CEO, Vice Presidents certain questions about Microsoft and they give a genuine response
or in some cases a scripted one wherein they talk about the ins and outs about the
business and how they feel.
 Communicate values: Microsoft highlights certain attributes such as hard work,
authenticity, changing lives, dedication, innovation through its video in trying to appeal to
early PhD graduates who have innovative ideas. They are free to go where their hearts
take them and above all have an impact in their space.
 Link recruitment efforts to the bigger picture: In the video not once do they talk about
how they want Microsoft to succeed and become the best at research, but they highlight
the stories of each of the employees interviewed and show its much bigger than the
company. The bigger picture equals a more developed world. They reiterate how their job
is to make a difference in the world and that only be done with competent people.
(Studios, 2007)

STARBUCKS
Starbucks is an ideal example for the way a multinational business should utilize
recruitment video to focus their work on prospect and current employee. Starbucks has
shaken and shook the recruiting market, making social media the go-to place for new hires.
And other companies including new start-ups might surely want to raise their standards.
[ CITATION Dan19 \l 1033 ]

They extensively promote videos on their culture & values site about a multi-generational
farming family who got coffee plants given by Starbucks to assist develop their family
company. This video is put beside their corporate responsibility efforts and employee
testimonies, including a few links to additional films demonstrating their dedication to ethical
provisioning and social determination. This is a sensible approach for a big company to
demonstrate that their people are the heart of their business and persuade applicants that they
are dedicated to creating a community and a sense of belongingness.

Starbucks aims at making their recruiting video extremely personal. Starbucks focuses on

students and new graduates who are about to start their careers, emphasizing
on the opportunities for growth and mentoring, the company offers. It’s aimed at entry level
applicants who are seeking for a job with career security and an easy, welcome move into
adulthood. [ CITATION Hir191 \l 1033 ]
Many job applicants wonder, "What would it be like to work here?" while applying for a
position. The answer to this question was made considerably easier by Starbucks. A look at
Starbucks' Facebook page, for example, reveals a series of films with titles like "What It's
Like to Be a Starbucks Partner" and "Meet a Few of Our Store Partners."
Their Twitter account highlights a training session recently held in Peru in which baristas
were allowed to take a master’s class on coffee. And on Instagram, the company offers a
series of pictures of happy colleagues dressed in Christmas and Halloween attire. [ CITATION
Bit20 \l 1033 ]

The important aspect here is to emphasize on the people within a company. Record each
employee and ask them to be honest about why they love working at your company. This
"human face" will not only improve your company's web image and increase application
interest, but it will also give prospective employees the impression that they are submitting
their CV to a real person rather than a robotic e-mail response-generating system.
Following are the Two Examples of their most viewed Recruitment Videos:

 Video on What’s it like to be a Starbuck’s partner: This video shows the early career

Starbucks ‘partners.’ Starbucks certainly understands what draws early career applicants
and makes a point of highlighting the learning opportunities, career development,
community involvement, and fun culture one can anticipate from Starbucks. They also
truly push home the message that working with Starbucks offers individuals the chance to
“be a part of something greater.”
https://www.youtube.com/watch?v=JzHH3b4J6cY

 Video on Retail Career’s at Starbucks: From the very first words, we receive a distinct
feeling of warmth. It’s stated by personnel rather than by leadership, and it encompasses
an emotion. She states: “I adore my crew that they are now the greatest part of my day.”

Instantly, the audience will realize that this company is created with cooperation in mind.
There’s a family vibe from the get-go, which itself is confirmed when she says: “They
assist one another. They push each other forward. They assist each other. And they have
happiness while they’re doing it.” It’s extremely difficult to convey the same feeling of
spirit in a formal job description. And Starbucks has brilliantly produced a recruiting
video with a casual, laid-back, togetherness-built tone.
Also, examine the filming technique. There have been no fancy transitions. It could’ve
simply been recorded with one camera during a casual conversation. It doesn’t seem
rehearsed or scripted. Even the music emphasizes the idea of trust, optimism, and
collaboration.
They explain their brand principles clearly throughout the video, and the fact that it’s
centred on a small workforce in one specific location is extremely effective. We also get
know the team’s names, and instantly, we feel like part of the group. It’s intriguing,
explains the advantages of working at Starbucks, and wonderfully depicts the working
dynamics within a team.
https://www.youtube.com/watch?v=VpPisi1F5jI

Starbucks Recruitment Video is top notch for following reasons:

 A major benefit to adopting Starbucks’ recruiting video approach is that you don’t require
an exorbitant budget.
 The essential element here is to emphasize on the people within a team. Record each
employee and ask them to be honest about why they love working at your company.
 Starbucks shared important information from their employees on their learning finest
aspects about your company.
 Starbucks carefully considered the company’s values, which they poured through the
recruiting video.
 Starbucks also discusses how the staff interacts with the customers, giving us a feel of
their working style. They recreated this by displaying video of your workers engaging
with customers or clients, or possibly even being on a call and laughing.

DELOITTE

Deloitte is the world's leading provider of auditing, consulting, financial advising, risk
advisory, tax, and other associated services. Through more than 150 years of hard work and
dedication to making a true difference, the organisation has grown in size and variety. These
services are provided by about 286,000 personnel in 150 nations and territories, yet their
common culture has stayed unchanged. The group serves four out of every five Fortune
Global 500 companies.

Experimentation with tech solutions and services is the largest disruptor in talent acquisition
today. Third-party providers account for more than 70% of TA systems, indicating that
vendors are aggressively working to capitalise on these emerging technologies. Many of them
are becoming cognitive capabilities as a result of improvements in mobile and cloud
technologies, as well as social networking platforms like LinkedIn.

When Deloitte created their interactive game-style film, they intended to take their recruiting
technique to a whole new level. The film combines a typical "day in the life" tale in their
Auckland office with clickable decisions that correspond to the company's basic values in a
unique way. Longer recruiting videos can become tedious or lose an audience's interest but
making a video interactive will keep candidates engaged and possibly entertained.

The average day depicted in the movie may appear theatrical (complete with a high-speed go-
kart racing), but at the conclusion of the video, candidates can choose the line of service that
their function would fall under to learn more about the team in a more serious situation.
While this film stands out as a novel method to recruiting, Deloitte also produces engaging
videos for its YouTube channel Life at Deloitte and has more typical instructional movies on
their careers page.

About Deloitte’s Will You Fit into Deloitte? Video:

 It's a gamified interactive video where the audience gets to choose their own path. The
goal of this movie was to acquaint a candidate about Deloitte's friendly work
environment.
 The audience is taken through a sequence of scenarios that he must deal with.
 Every decision has its own set of consequences. This was created with the goal of
introducing the user to Deloitte's inviting environment.

Using video as a tool for a compelling candidate experience:

The initial part of the employee experience is the candidate experience. Despite this, only
15% of global CEOs polled this year say their firms do a good job of cultivating and
maintaining long-term relationships with potential recruits.

Video is gaining popularity as a way to alleviate this issue by offering a more engaging
applicant experience. SAP, for example, expresses its culture through humorous cartoons and
video games. Other businesses are reimagining the age-old job description with video. On
Facebook, video-enhanced job postings generate 36% more applications.

As a result of video, people are changing the way they conduct interviews. AI and video
interviews may be more effective than traditional interviews in identifying promising
candidates, saving time and money. By adopting video interviewing technology, Hilton, for
example, was able to reduce their recruiting period from six weeks to only five days. The
amount of pre-hire evaluation questions can be reduced from 200 to just 5, allowing for one-
interview hires.

Because traditional interviewing is subjective and unstandardized, many people believe it is

an unreliable method of predicting a potential employee's success. Efforts to fight
unconscious bias in the workplace are on the rise, much as blind musical auditions increased
the number of women in American orchestras. [ CITATION Del18 \l 1033 ]
INDIAN COMPANIES:

Ashok Leyland

Ashok Leyland is an Indian automobile company headquartered in Chennai, India. It is

owned by the Hinduja Group. It was founded in 1948 as Ashok Motors and became Ashok
Leyland in the year 1955.Ashok Leyland, flagship of the Hinduja group, is the 2nd largest
manufacturer of commercial vehicles in India, the 3rd largest manufacturer of buses in the
world, and the 10th largest manufacturers of trucks. Headquartered in Chennai, 9
manufacturing plants gives an international footprint and a joint venture. Ashok Leyland has
a well-diversified portfolio across the automobile industry. Ashok Leyland has recently been
ranked as 34th best brand in India. In 2019, the company was awarded the AON Best
Employers for India award.

“We as an organization focus a lot on building our own talent. We invest a lot in our
recruitment process and also focus a lot on retention”, says N.V Balachandar President
-HR Communication & CSR, Ashok Leyland. 

He shares the three C’s which are the key focus areas for Ashok Leyland when it comes to
their people practices – Culture, Capability and Capacity. For this Indian automobile
company staying innovative and on the edge of technology is most important. And for
attaining this getting the right people and training them to prepare for the future is imperative.
Therefore, when it comes to talent, Ashok Leyland invests in a lot of activities, from
recruitment and skilling to engagement.

Video 1: Employee Testimonial

Ashok Leyland is a firm believer in its people and processes. A great company is made up of
a combination of the two. When he first started at Ashok Leyland as a fresher, he went
through six Sigma black belt training in two production sites in Hosur. He was then certified
as a 6 Sigma black belt by the American Society. He also mentions that he was one of the
world's youngest black belts, owing to the support he received from his management and his
entire team. He describes how Ashok Leyland empowers you in terms of work culture. He
was given such flexibility in the organisation that he was able to change processes, go to
upper management, advise them, and tell them what needed to be done. He further notes that
at Ashok Leyland, having the desire to work and develop is the main priority for everybody.
He describes his experience as "wonderful" because his employer encouraged him to achieve
more at an early age. This is something that no other company offers.

Video 2: People Development and Retention

They truly believe in tagline, “Your success is my success” and communicate the same to all
their employees. Employee explains that when an engineer has worked for Ashok Leyland for
a few years and has completed his stint as a Graduate engineering trainee, he or she can apply
for a "young talent programme" within two years. They describe the training in the video as
"a robust programme with a solid selection procedure and rigorous instruction." Young talent
is exposed to cross-functional learning while also being assured that they will always have
something to anticipate.

Ashok Leyland believes in the continuous growth of an employee and hence focuses on it.
They have even partnered with Great Lakes Institute of Management and also offer their
employees various certificate programs like six sigma, lean manufacturing processes, people
capability and living the brand. This video motivates freshmen to join the organisation
because it offers training and certificates as well as opportunities for advancement.

Video 3: IGNITE (Idea Generation)

Inspired by APJ Abdul Kalam’s book Ignited Minds, Ashok Leyland created an initiative
called Ignite, wherein individuals came together and presented their ideas to the board. Ignite
is a platform which is open to everyone in the organization. This platform is an opportunity
for individuals to present their whacky ideas or technology that they want to spend time on.
People can make a concept presentation and create a prototype and showcase it in front of the
internal board. The board then assesses it and in case they approve the idea then they invest in
terms of money and resources.

With innovative initiatives like these Ashok Leyland ensures engagement and maintains the
excitement and hunger to grow in its employees. This also directly benefits the business as it
creates more ideas and at the same time creates capabilities to implement these
ideas. Focusing on hiring right and investing in the continuous development of employees is
what worked for Ashok Leyland.

The three videos listed above were put on their websites and YouTube channels, where they
have 1.6 million views and comments, as well as 114 thousand followers. This will
encourage viewers to share videos with their friends, broadening the reach of your skill
across multiple user networks.

These videos are used in their recruitment campaigns. The focus of these three videos is when
potential employees visit a career site, they are seeking for methods to learn more about the
company's brand and what it's like to work there. This is a better method to effectively
express those topics through video. Displaying your lovely workspaces, showcasing
corporate culture, providing employee testimonials, providing insight into day-to-day
responsibilities, etc. When you use video to provide a true picture of your company's work
style, it helps you connect with the suitable applicants more effectively. [ CITATION nhr20 \l
1033 ]

TATA CONSULTANCY SERVICES (TCS)

Tata Consultancy Services (TCS), a software service and consulting corporation based in
Mumbai, India, was formed in 1968. F.C. Kohli was the initial general manager, while J.R.D.
Tata was the first chairman, who was replaced by Nani Palkhivala. It began as the 'Tata
Computer Centre,' a Tata Group subsidiary whose major business was to provide computer
services to other Tata Group companies and was quickly renamed TCS. With interests in
energy, telecommunications, financial services, manufacturing, chemicals, engineering,
materials, government, and health care, the Tata Group is one of Asia's most famous
corporations. TCS is Asia's largest information technology (IT) and business process
outsourcing (BPO) provider. It also served as a bureau for Unit Trust of India, making it one
of the first organizations to provide BPO services. [ CITATION TCS20 \l 1033 ]

Video based Recruitment Marketing at TCS

 TCS Ninja hiring: In TCS careers, they have showcased why young talent should think
to register for TCS Ninja hiring. This is a recent initiative taken by TCS where they are
inviting engineering graduates of Year of Pass 2022.
 Think career, think TCS: For a fresher to understand career growth and development at
TCS many employees have spoken about life at TCS and also what are the benefits of
joining TCS at initial stages of career.
 Employee testimonials: Here experts and new bees in TCS talk about the exciting
technology and domain areas in which fresher’s get an opportunity to work. Information
is given on areas of work, which is classified into internal solution development, client-
 based solution development, product development and research and innovation.
Engagement of freshers would be in prototyping, proof of concepts, proof of technologies
etc.
 Choosing career paths: With the changing dynamics of IT industry people are confused
on which career path to embrace. So, TCS has provided role specific descriptions, it’s
future at TCS. For instance, there is a video which emphasizes on why software testing is
an exciting career option, how is research career at TCS and also on how to grow and
think digital while embracing new careers.
 Training at TCS: Information on training at TCS which briefs on hands on exposure to
cutting edge technology, collaborating with fellow TCS people, transforming a student
into corporate professional and also about a future with TCS.
 CSR: They have also used Video based recruitment marketing strategy to show their
CSR activities for instance the TCS advance computer training center for visually
impaired.
 TCS belief song: Recently it has also released a song which is written, composed and
sung by TCS members which emphasizes that they are “For visionary innovation, for a
better future, for you and us- All we need is to believe!

https://www.youtube.com/c/tcsglobal/search?query=careers

Attracting young talent: As a part of TCS ninja hiring, TCS incorporated video interviews
into the TNQT-compliant entry-level employment procedure because of its robust IT
infrastructure. As a result, both turnaround time and cost were significantly reduced. Because
of the seamless integration of systems and processes, a comprehensive digital ecosystem has
been built to perform TNQT and organize online trainings. Web-based learning portals help
new hires through the induction process while still in college and after they start working for
the company, ensuring that they are ready for deployment. [ CITATION TCS191 \l 1033 ]

WIPRO:
CONCLUSION

Using videos to recruit is a fantastic way to boost your SEO efforts and raise your presence in
search results. Video enhances organic traffic from search engine results pages by 157
percent, according to Brightcove. Videos are helpful at attracting potential job candidates'
attention as well as persuading them to apply for your open positions.

According to research by CareerBuilder, job adverts with videos generate 34% more
applications. To put it another way, having a video in your job posting will allow you to
choose from a far bigger pool of candidates.

Videos are ideal for establishing the employer brand and showcasing your organization as a
fantastic place to work. Videos can be used to create a story about business, showcase
company values, and present employee value proposition. It helps show off the company’s
corporate culture and workspace, giving potential candidates a window into what it's like to
work at the place of business.
All of these will assist in doing more than simply telling candidates that company are an
excellent employer. This literally show them how amazing it is to work at your firm by using
videos.
You may improve your hiring process by incorporating video into it. You may use videos to
reach out to more candidates, attract their attention, present your employer brand in an
engaging way, enhance your application rate, test and interview candidates, track job
applications throughout the hiring process, and improve the candidate experience.
[ CITATION Tal20 \l 1033 ]
LEARNINGS
References
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https://ripplematch.com/journal/article/companies-that-embrace-video-in-their-
recruitment-marketing-strategies-e52d2d7f/
basumallick, c. (2020). HR Tech. From https://www.hrtechnologist.com/:
https://www.hrtechnologist.com/articles/recruitment-marketing/videos-for-recruitment-
marketing/
Biteable . (2020). From https://biteable.com: https://biteable.com/blog/recruitment-video-
ideas-inspiration/
Biteable. (2019). From https://biteable.com: https://biteable.com/blog/recruitment-video-
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