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In the last few years, an idea has become popular about how personalisation will be the key to a better candidate experience. And it’s true – candidates expect personalised interactions from companies now more than ever.

But what about hiring teams? Surely you want your own experience to be personalised and relevant too, right? Of course, personalisation helps you save time, increase engagement, improve decision-making and ultimately – whether you want to speed up your sales cycle or think of using video for recruitment.

Here are ways to use video to power sales transformation in talent acquisition:

Leverage technology to power personalisation

Personalisation is key to increasing your sales cycle. While technology can help you personalise your sales cycle, it’s important to remember that effective personalisation isn’t just about using the latest gadget or software.

You need an integrated approach to personalising all aspects of your business across all channels and touchpoints. Apart from using video for recruitment, you can save a lot of time and money for your business.

Focus on one value proposition per role

Your value proposition is the reason a candidate will want to work with your company. This can be anything from an attractive salary, great benefits, flexible work hours and office perks.

It is crucial to ensure that your value proposition is clear and concise. It should be attractive to the candidate, relevant to him/her, and it should benefit both parties equally.

A good way of coming up with a strong value proposition is by using “what” questions: Why would I want this position? What about my job would make me happy? Why does this opportunity appeal to me? And so on.

Tell a story

Tell a story that sounds relevant to the role and gives a sense of what it’s like to work at your company.

If you’re recruiting for an engineering role, for example, tell a story about how the person will be part of a team that solves problems in the field. If you want to sell an internship or apprenticeship program, show candidates what it’s like to work with other interns or apprentices and how they can benefit from this experience long after they’ve finished their degree or training.

The story should also demonstrate what candidates can expect from their new role by highlighting different aspects of it—for example: “You’ll have great colleagues who enjoy working together”, “You’ll get paid well”, or “You’ll get opportunities for advancement.”

Incorporate your story into the candidate’s experience

You’ve heard the importance of storytelling, but how can you tell your own story?

Don’t just rely on video. Don’t rely on text. Don’t rely on images. You need to incorporate all three types of media into your candidate experience in order to truly humanise the process and help candidates better understand who you are and what it would be like to work with you.

By incorporating graphics, photos and videos throughout your job adverts and career pages, along with detailed descriptions of each role’s responsibilities and a few interesting facts about the company itself (like its history), you’re giving candidates something extra that makes them want to apply for positions at your company over other employers’.


By leveraging technology and personalising your communication, you can build relationships with prospects faster and make them feel special. You’ll also get to know their specific needs so you can help them solve problems. Building a solid relationship and communicating in a way that resonates with each person will increase your chances of building rapport and trust. This will shorten the sales cycle and improve the prospect experience.

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