Increasingly, we are hearing from recruiters who are using Vsnap to bring a personal layer back to what is ultimately a people business. Since Vsnap easily bolts onto platforms like LinkedIn and Twitter, it offers both a personal touch and massive reach, as well as ease of use for both sender and recipient.
In fact, given the uptick in Vsnap usage by recruiters, we’re now introducing a free weekly webinar to share all of our knowledge of tips and tricks, as well as more nuanced insights, on how talent acquisition professionals can use Vsnap to create major impact in their business. You can sign up here.
This post offers background for recruiters who aren’t already using Vsnap, or who don’t know what it is.
In short, Vsnap offers simple web and mobile applications that make it easy to record, send and measure short video messages with attachments. The benefit is that recipients take action about 40% more than email recipients. This is because (as we all know) a personal touch matters to people, and because video captures tone, emotion and sincerity in a way that text cannot.
Here are seven benefits for recruiters that are using Vsnap to engage candidates and clients, both before and after filling a job placement.
1. Increase response rates from passive candidates
Send a vsnap rather than a text-based message when you reach out to passive candidates. The personal layer differentiates you and builds trust, which brings them into your hiring funnel at a higher rate.
Given all this recruiter activity, we have juggled our development roadmap and will soon integrate with LinkedIn’s API to allow you to send a vsnap notification in a LinkedIn message. In the meantime, some recruiters tell us they are recording a vsnap to a candidate, then sending it to themselves. They then copy that url where the vsnap is hosted and make it into a bitly link. When they write an InMail or a LinkedIn message to the candidate they want to engage, they just paste the bitly link there along with a short text greeting. “Hi Tom, I thought you might know someone who’s right for this opportunity. I recorded a 60 second video message for you with more details.”
Note, Bitly.com tracks the visits to that link, so you can easily see whether your candidate viewed your vsnap. That’s practical in terms of figuring out what your next touch should be.
2. Increase the eyeballs on your opportunity
Invite your passive candidate to share your vsnap with others in his or her network. Most people like to bring opportunities to friends as long as they feel the opportunities are high quality and come from good people. Seeing the recruiter in the video message increases the sense of transparency and trust, and therefore increases recirculation.
3. Decrease wasted interview time for the client
Invite interested candidates to send a vsnap that you can forward to the hiring manager. Two tips here to make these messages focused and valuable. (1) Give them a specific question to answer so they don’t just ramble generically, and (2) have them attach a link to their LinkedIn profile.
Bonus: these candidate vsnaps will remain in your Vsnap.com feed, so if the candidate is not a fit for the current opportunity, it’ll be easy for you revisit and re-use these messages for future opportunities. There’s no better way to refresh your memory about a candidate than to watch a short video message.
4. Keep recommended candidates warm
When the decision-makers at the client company are unsure or just hard to get focused, and you need to keep one or more candidates engaged and invested in the process, send them short vsnaps every couple of days just as personal status updates. Again, you want them to feel that there is transparency in the process. Nothing says transparency like seeing the face of the person send me a message.
5. Close top candidates faster
If you need more firepower to close a candidate, just ask HR to have one of the key team members at the client company record a quick vsnap letting the candidate know how important they are to the company’s success. If you’re trying to land a bright young engineer, consider how it will feel to him or her to receive a personal video message from the CTO or VP Engineering. Pretty special. (That’s one of Vsnap’s five core values: make people feel special.)
6. Grow business by vsnapping your clients in between assignments
Vsnap is a great tool to personalize any sales dialogue, especially when it’s an extended dialogue and you need ways to stay on the client’s radar and keep them engaged. So some recruiters with their biz dev hats on are sending vsnaps to clients they’ve worked with before. This works best when you attach something of value, such as a relevant blog post. For the client it’s like the video version of a handwritten note. It’s thoughtful and personal and let’s them know you’re thinking of them. And now they’re thinking of you.
Remember when you share vsnaps via email (through the “Share” page on our apps or Vsnap.com), you can always see whether your recipients watched the message and whether they clicked on any pdfs or links you attached.
7. Create buzz about your services with Vsnap + Twitter
When a candidate accepts a new position, that’s a moment of high emotion. There’s happiness, anxiety, pride, achievement – and more. A vsnap is the rarest of messages: an electronic communication that actually can capture and convey emotion. So use it after a candidate makes his new role public to send a heartfelt congratulations to your candidate (use your discretion). In this case, share it via Twitter. This way your candidate receives the message away from the madness of his email inbox, and other people in his network will also see that you’re a person who cares enough to send a personal message even after the client’s check has cleared the bank. A great time to send this vsnap is the candidate’s first day on the new job.
Pro Tip: Use Vsnap’s Twitter share to send a personal “thank you for your business” message to the client. Don’t expect high views on these messages because Twitter is a moving stream. Vsnap shows you these view counts when you share via Twitter, and somewhere between 20 and 100 is typical. But in most cases these are from people who are highly similar to your client, so they often need similar recruiting services themselves.
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