How to use 360 degree video in recruitment marketing

How to use 360 degree video in recruitment marketing Video has been a big player for marketing during 2017.

How to use 360 degree video in recruitment marketing

Video has been a big player for marketing during 2017. The rise in ‘live’ features such as Facebook Live, Twitter’s First View, and Instagram increasing video ads from 30 to 60 seconds has no doubt contributed to this. As we move into 2018, we will continue to see an explosion in the use of video, with candidates relying on a more visual approach to search for positions. This explosion in the popularity of video leaves the door open for innovative, ground breaking techniques such as 360 degree video.

360 degree panoramic video symbol. line icon, outline and solid vector sign, linear and full pictogram isolated on white, colorful logo illustration

So what is 360 degree video?

360 degree video, also known as immersive or spherical video, puts the viewer in the centre of the action. It is an excellent way to show off your brand as:

  • 20,000 360 degree videos have been uploaded to Facebook and one million 360 degree videos are watched on Facebook per day!
  • A Google study revealed that 360 degree videos are watched for longer, achieve higher click-through rates and are 42% more likely to be shared.
  • Since launching a 360 degree video on Facebook and YouTube, NASA has seen a 35% increase in YouTube subscribers, while video views have doubled.

Smartphone vr virtual reality

Using 360 degree video in recruitment marketing

Live
Show prospective candidates that your organisation is a great place to work with a live 360 degree video feed from the social area of your office. This also builds trust in your brand as a live video is a candid way to see what goes on in the real day to day life of your office.

A day in the life
Offer candidates the chance to step into the shoes of the job role that they are applying for. Letting them immerse themselves in your organisation will give candidates the chance to decide whether the role is really for them, allowing for self-exclusion from the recruitment process if the role doesn’t suit. 3d illustration spherical 360 degrees, seamless panorama of living room interior design. Modern studio apartment in the Scandinavian minimalist style

Behind the scenes
Much like a live view into your organisation, offering 360 degree behind the scenes footage gives candidates a real feel of your brand. It also shows your culture, giving candidates the feeling of value as they are viewing normally ‘out of bounds’ areas.

Gaming
Gamifying the recruitment process will surely appeal to most candidates. Turning screening questions into a 360 degree video game makes the process much less stressful, more fun and you’re potentially going to get a more true to life response.

Video game flat icons with outlines

Add some realism
A standard video walkthrough is fantastic, but you will only get to see where the filmmaker wants you to. A 360 degree video will give candidates a view of your workplace that they wouldn’t get without being there in person, so it can’t get much more realistic.

Use the latest 360 degree technology

360 degree video offers you the chance to engage your candidates in an innovative way. If there’s ever an opportunity to make yourself stand out from the crowd, this is it. By incorporating the technology into your recruitment marketing, you’ll have candidates clamouring to work for you as such a forward-thinking organisation.

To chat to an expert in using video in recruitment marketing, speak to us today;

Please email info@enhancemedia.co.uk or call us on 01483 719020.

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Enhance Media

“Enhance Media have produced 9 fully interactive video job descriptions for John Lewis Partnership which have been really well received by our resourcing team, hiring managers as well as candidates. We love the natural and honest feel to the videos, the excitement they bring about the role as well as providing a realistic portrayal, and the interactive element helps really bring the role to life. They are really useful as a self-selection tool for candidates to help them decide if it’s the right role for them – much more enlightening and interesting than a traditional job description”

Resourcing Strategy Manager, John Lewis Partnership