· Choose the script that most closely matches your preferred style, or mix and match.
· Feel free to change the wording to more closely match your “voice”.
· Each video ends with several different calls-to-action. Choose the one that’s most suitable for your marketing strategy and adapt it accordingly.
· If possible, rather than reading the script verbatim, try absorbing the main points and delivering the message in your own words.
· When choosing a location to record, consider the background – avoid anything busy, messy or distracting.
· Get creative with your location – try recording outdoors or in your car.
· When setting up the camera, remember the rule of thirds! Aim to position your eyes one-third of the way from the top of the frame.
· If you make a mistake, don’t start over. Simply move the camera to a different position and go again from just before the flub. The video can then be edited together to create a seamless recording.
Video Script #1: This Recruitment Strategy Can Save You £100K Per Hire
Did you know that the Recruitment & Employment Confederation published a report claiming that 40% of new hires leave within 18 months?
What the report didn’t say is just how much money that’s costing the employer.
Think about it…
You have fees paid to the recruiter, wasted salary, wasted training, reduced productivity, damage to team morale, lost business. Put all of these direct and indirect costs together, and you’re easily looking at a bill of more than £100K, every time you make a new hire that doesn’t work out.
Obviously, it’s impossible to get it right every time. But what if you could get that 40% failure rate after 18 months, down to 30%? Or 20%? Or even 10%?
That would represent a HUGE saving.
And yet, bizarrely enough, most employers and even recruiters, don’t factor in employee retention as part of their hiring strategy. They seem to view it as something that’s out of their control.
Well it isn’t.
With the right hiring strategy in place, it’s absolutely possible for you to reduce the number of bad hires and greatly increase your employee retention rate.
And all it takes is some simple, but critical, adjustments to the way in which you assess your candidates.
But don’t just take my word for it…
<CALL TO ACTION>
· Click the link below to book a free Recruitment Process Audit. I’ll help you identify the critical metrics in your hiring process, calculate the costs of your current hiring strategy, and then I’ll give you some simple recommendations for improving your results.
· Click the link below to arrange a free consultation. I’ll review your existing hiring strategy, identify any hidden weakness in your current processes, and give you some clear recommendations on how to improve your retention rates.
· Click the link below for a free demonstration of <SOFTWARE NAME>. This unique candidate assessment application is proven to reduce your overall cost-to-hire and increase the retention rate of new hires.
· Click the link below for a free copy of my white paper, <REPORT NAME>, and I’ll show you proof that, with the right recruitment strategy in place, you can save literally hundreds of thousands of pounds in wasted money and resources.
Video Script #2: Is Your Recruiter Wrecking Your Reputation?
Your recruiter comes into contact with hundreds, maybe even thousands, of potential candidates. And when they’re representing you and your firm, are you confident that they’re acting professionally?
Or is it possible that, through their actions, they’re running your brand and reputation into the ground?
I’ve worked in the recruitment industry for many years and, sadly, this kind of thing is all too common.
Nuisance phone calls, impersonal emails, not returning phone calls, stringing candidates along, misrepresenting your opportunity…
When these things happen, and the candidate becomes irritated, frustrated or even angry, those feelings and those memories linger. And a lot of the time, they’re not directed at the recruiter, but rather they’re directed at the employer who is being represented.
This isn’t a new problem, but it’s a problem that won’t go away on its own. You need to act.
Start by rethinking the way in which you view your hiring strategy. Every recruitment campaign you carry out should be viewed as an extension of your marketing and public relations. Every recruitment campaign is an opportunity to increase the number of people in your industry who know about you, what you stand for, and the value you add to your marketplace.
That’s for starters…
Secondly, you need to work with a recruiter who understands the effect of your hiring campaigns on your reputation and is capable of making a positive difference.
For example, when I handle a new hiring campaign for my clients, I recommend two very important steps that will greatly improve the public image of their firm during the course of their recruitment.
<CALL TO ACTION>
· If you’d like to know what those critical steps are, please click the link below to book a free consultation. I’ll review your existing hiring strategy, identify any hidden weakness in your current processes, and give you some clear recommendations on how to protect your brand and boost your reputation.
· If you’d like to know what those critical steps are, click the link below for a free demonstration of <SOFTWARE NAME>. This unique candidate assessment application is designed to boost the sophistication of your recruitment campaigns and leave every candidate with an improved view of your company and brand.
· If you’d like to know what those critical steps are, please click the link below for a free copy of my white paper, <REPORT NAME>. I’ll show you the simple adjustments you can make to your hiring strategy that will protect your brand and boost your reputation.
Video Script #3: Ask Your Recruiter This Question and Watch Them Squirm
Most employers agree that hiring a great candidate is pointless if they leave after just a few months.
Which makes it all the more remarkable that most recruiters promote their ability to find great candidates, rather than their ability to find the RIGHT candidate.
So, here’s a question to ask your current recruiter – or the next recruiter that calls you, pitching for your business:
What percentage of the candidates you place are still in the role after 12 months?
Most of the time, the recruiter will have no idea, so they’ll give you their best guess. And then they’ll give you some waffle about how employee retention is out of their control, and it’s down to the employer to look after their employees.
And they’re wrong. They’re just wrong.
I know this because my recruitment firm uses a cutting-edge blend of technology and strategy to deliver a retention rate, after 12 months, of 96%.
Put another way, 24 out of every 25 placements I make are still in the role after 12 months.
Yes, there will always be some things out of my control and out of your control, but with the right candidate assessment tools and strategies, you can create an employee retention rate that is way above the average.
This isn’t a small issue.
If your recruiter doesn’t know the retention rate of their clients – or if it’s so low they’re too embarrassed to advertise it – this is costing you money. It’s estimated that every bad hire costs the employer upwards of £100K in lost fees, salary and productivity.
So, if you want to work with a recruiter who cares enough to measure the retention rate of their placements and has a proven track record in delivering increased retention rates as well as a reduction in overall cost-to-hire…
<CALL TO ACTION>
· Click the link below to book a free Recruitment Process Audit. I’ll help you identify the critical metrics in your hiring process, calculate the costs of your current hiring strategy, and then I’ll give you some simple recommendations for improving your results.
· Click the link below to arrange a free consultation. I’ll review your existing hiring strategy, identify any hidden weakness in your current processes, and give you some clear recommendations on how to improve your retention rates.
· Click the link below for a free demonstration of <SOFTWARE NAME>. This unique candidate assessment application is proven to reduce your overall cost-to-hire and increase the retention rate of new hires.
· Click the link below for a free copy of my white paper, <REPORT NAME>, and I’ll show you proof that, with the right recruitment strategy in place, you can save literally hundreds of thousands of pounds in wasted money and resources.