Job posting videos: why one per role beats one company film

Many organisations have one: the employer branding film. Beautifully shot, a drone over head office, someone laughing as they walk down the stairs. It sits at the top of the careers page and is still the same two years later.

The problem isn't quality. The problem is that the film is about "the company", while a candidate wants to know what their own job will look like.

Candidates arrive through a job ad

Most people don't land on your careers homepage. They land straight on a job ad, from a job board, a search engine or a shared link. What they see there decides whether they apply. If the film only lives on the homepage, most candidates never see it.

One film doesn't fit every role

A planner, a driver and a sales manager do very different work, in different teams, sometimes in different places. One general film can't show that. A short video from someone in the same team can.

What a good job posting video shows

• A colleague from the team that's hiring.
• The place where the work really happens.
• One concrete story: an ordinary day, why they stay, what makes the job hard.
• Subtitles, because many people watch without sound.
• Short: 30 to 90 seconds is enough.

But then you need dozens of videos

That's exactly why most organisations stick with one film. A shoot per job ad is unaffordable. The answer is to hand production to colleagues: each person records one short answer on their own phone. Your job becomes asking the question, checking and approving.

How to organise it

1. 01Start with the roles that are hardest to fill.
2. 02Pick one question per team that candidates genuinely wonder about.
3. 03Ask a handful of people from that team for a short answer.
4. 04Put the videos on the job ad and the team page.
5. 05Replace them as the team changes, instead of remaking everything at once.