The job ad tells people the salary. A recruitment video shows them whether they would actually enjoy working with you. When it is done well, it brings in people who already get your culture, and it saves everyone time on the ones who would not.
I make recruitment and employer brand videos in Liverpool, and these are the things that make the biggest difference.
The short version
- Real people. Your team, in their own words.
- The actual day. Not a highlights reel of the office party.
- Honest moments. What is great and what is tough.
- Room to grow. Show where people have gone.
- Cut for every platform. A main film plus short vertical clips.
1. Real people, not scripts
Candidates can spot a script straight away. I interview your team with a few open questions and let them talk. What they say in their own words is always more believable, and the nerves disappear once it feels like a chat.
2. Show the actual day
Film the work as it really happens: the kitchen during service, the warehouse at full tilt, the team meeting on a Monday. People want to picture themselves there, so real moments beat staged ones every time.
3. Be honest about the tough bits
If the job is busy, say so, and show how the team makes it work. A little honesty builds trust and helps the right people apply. It also cuts down on new starters leaving because the job was not what they expected.
4. Show where people can go
Progression sells a role. If someone started as an apprentice and now runs a team, put them on camera. That one story does more than a paragraph about career paths ever could.
5. Cut it for where candidates are
A main film of around one to two minutes works on your careers page and LinkedIn. Short vertical clips go on Instagram, TikTok and job listings where people are scrolling. Shooting both on the same day keeps it simple and makes your budget go further.
6. Plan how you will use it
Your own channels are included as standard: website, careers page, social media and presentations. If you want to run the video as a paid advert, that licence is agreed up front, so there are no surprises later.
Your recruitment video plan
Before the shoot
- The roles you are hiring for
- Two or three team members happy to talk
- The moments that show the real day
- Where the video will be posted
On the day
- A quiet room for interviews
- Access to the working areas
- Someone to point me to the right people
Questions employers ask
How long should a recruitment video be?
Around one to two minutes for the main film, plus short clips for social media and job listings.
Do staff need to be confident on camera?
Not at all. I keep it relaxed and conversational, and the best interviews usually come from the people who were most nervous beforehand.
How much does it cost?
Every recruitment video is quoted to what you need: how many roles, locations and finished edits. This guide explains what moves the price.
More business video guides: How to plan a promo video and Video ideas for small businesses.
Hiring soon?
Let’s show people why they should join you
Tell me about the roles and your team, and I will put together a plan and a quote.