Episode 7

full
Published on:

25th Feb 2025

Video Killed the Recruiting Star

You already know you need to build video to tell your story, to activate your brand, and to stand out. So how come sooooo many recruiting and employer branding videos are dull, forgettable, and generic feeling?

It isn't about the tech, the subject or even what you spend. It's all about your video strategy.

And yet, when we talk to video builders, they are often filling space, checking boxes, and grinding out videos no one will ever enjoy or share.

So in this episode of People MBA, Bryan and James get super serious about the very fun process of video creation.

This episode comes with an 11-page ebook on how to walk through the process of building your own video strategy to help you run good thinking into action... and results!

The ebook is free at PeopleMBA.com

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Brought to you by Job Pixel:

The TikTokifcation of Employer Brand is REAL.

If you are still not utilizing video in your strategy, you are missing out on cost savings, huge ROI, strong brand development, and much more. 

Click here to see how User-Generated video content looks like on your current career site and FEEL the difference! 

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For more information, check us out on PeopleMBA.com

Transcript
James:

So there's a really good chance you're watching this on video.

James:

So maybe we should talk a little bit about video because it is

James:

absolutely necessary these days.

James:

There's no way to avoid it.

James:

I'm going to admit something.

James:

Not two hours ago, I started playing with CapCut.

James:

So y'all are in trouble now.

James:

Y'all are in trouble now.

James:

It's going to be nothing but animations and transitions.

James:

It's going to be fantastic.

James:

You should all be terrified.

James:

But that's the thing.

James:

Video is so very now and you have to watch it.

James:

to get involved.

James:

However, there are only about a million ways to do it poorly and

James:

we'd like to help you avoid most of them if we can, if not all of them.

James:

So today we're going to talk about how do you build a video strategy?

James:

Not a video.

James:

We're not talking about technology.

James:

We're not complaining about our mics or our cameras or our headphones.

James:

We were talking about how to build a video strategy because with a

James:

strategy, whatever technology, whatever platforms, whatever you use to build

James:

video, your answer, your outcomes, your value will be way, way higher.

James:

See you in a minute.

Host VO:

One gave up coffee and the other just got off two seven hour plane rides,

Host VO:

and they both have faces for radio.

Host VO:

So why are they talking about video strategy?

Host VO:

This one's a doozy, folks.

Host VO:

To get the full strategy building guide, subscribe for freetopeoplemba.

Host VO:

com.

Host VO:

This episode is brought to you by JobPixel.

Host VO:

You've reached the People MBA.

Host VO:

We're out shopping for our new global headquarters, so go

Host VO:

ahead and talk after the beep.

Caller:

Hey, James.

Caller:

Hey, Brian, Mia here.

Caller:

Quick question around video content strategy.

Caller:

We're building out our employer brand, and obviously I'm always

Caller:

interested in attracting more talent to the energy sector and I need

Caller:

some help around video content.

Caller:

What works?

Caller:

What doesn't work?

Caller:

How do I actually speak to the people I'm trying to attract?

Caller:

Looking forward to your insights.

Caller:

Talk soon.

James:

All right, so it's time to talk about video.

James:

We've got in the downloads an entire document.

James:

It's a big document.

James:

It's a good size document with lots of good questions and lots

James:

of leading questions to help you define your own video strategy.

James:

This episode and this download is brought to you by JobPixel.

James:

Thank you so much, JobPixel, for bringing this to everybody.

James:

I know that you.

James:

A lot of people, especially in the recruiting TA employer brand

James:

space, when they think video, they go, Oh, that's a really good idea.

James:

And then they go, Oh, crap.

James:

What do I do?

James:

How do I do it?

James:

How do I make it happen?

James:

And that's what today is all about.

James:

Brian, tell me, you know, what is your experience with video when

James:

his video really worked for you?

James:

Um, you know, you got any good video stories, either wins or not so wins.

Bryanb:

Ooh.

Bryanb:

Uh, remember that time where we started recording the video?

Bryanb:

Where I was 90, 90 minutes off a transatlantic flight,

Bryanb:

and I look like I'm dead.

Bryanb:

Remember that one?

Bryanb:

Oh, my God.

Bryanb:

So it's, it seems so long

James:

ago.

James:

We are recording this literally a day after seeing each other in TA week,

James:

hanging out and doing some stuff.

James:

So, uh, if this isn't a punchy episode, you're

Bryanb:

welcome.

Bryanb:

Well, you know, video is, um, I feel like it's been.

Bryanb:

Growing in importance for like how many years and now I think, um, it's finally

Bryanb:

reached a place where it's the default, you know, I would argue that it's

Bryanb:

now taking over the 600 word bloggers that, you know, it's the foundational

Bryanb:

aspect of everybody's content.

James:

Yeah.

James:

Absolutely.

James:

YouTube is the number one podcast channel.

James:

For those of you who are not aware and which chances are you listening

James:

to us or watching us on that channel?

James:

Exactly.

James:

And that's why we started this project on video first and figured

James:

out how to migrate it to other places.

James:

Video is so central.

James:

So let's start with the central question.

James:

You're a TA leader, you're an employer brand leader, you're a

James:

whoever recruitment marketer and you know, you need to get into video.

James:

What are some things we should be starting to think about to make

James:

sure we're stay on the right path?

James:

That we're Achieving the outcomes we want and we're not just wasting our

James:

time, energy and money because Lord knows when it comes to video, it is an

James:

absolute time, energy and money suck.

James:

It will destroy you if you don't avoid it.

Bryanb:

Yeah.

Bryanb:

So, I mean, from experience of, of making films with, with very big

Bryanb:

budgets, um, I can tell you that the more attention to detail and the

Bryanb:

more time you put into the planning to get the, uh, the strategy right.

Bryanb:

Yeah.

Bryanb:

You will save significant exponential budget.

Bryanb:

Um, when, when it comes to shoes and, you know, so it's, it goes back to

Bryanb:

any, any good strategy really changed.

Bryanb:

It's about understanding.

Bryanb:

What's a success look like?

Bryanb:

Who's the audience?

Bryanb:

You know, what does high value look like?

Bryanb:

And designing an approach that's just really.

Bryanb:

Um, smart and feasible and achievable and within within your budget,

Bryanb:

uh, and it always for me always comes down to the more insight you

Bryanb:

have about your audience, the more interesting you can make the content,

Bryanb:

the more high value you can make it.

Bryanb:

So it resonates and people come back for more.

James:

Yeah, there's a really funny story about Alfred Hitchcock that he was worried

James:

about his producers mucking up his movie.

James:

And so what he did is he prepared exact shots.

James:

There was not coverage shots.

James:

There's not, let's just shoot an extra one just to see.

James:

What about if it comes in from that way?

James:

He did not mess around.

James:

He shot exactly what he needed so that there was nothing that the producers could

James:

do to say, What if we swap this around?

James:

What if we added this?

James:

Because there was no this to add.

James:

So planning is critical.

James:

And to your point, look, The world is filled with generic videos.

James:

It's so it's such a common thing there.

James:

Actually, if you go to YouTube and Google generic employer brand video or generic

James:

recruitment video, there are many people making fun of generic employer brand

James:

recruitment videos and they are right to do so because most of them are crap.

James:

Most of them are such, you know, I joke if I had a dollar for every time I saw an

James:

employer brand video or a hero video on a career site that started with that 45

James:

minute slow fade in, Music swells, camera pans across, pictures on a corkboard

James:

of old people who used to work there, leadership, the leader on a desk, but

James:

made of a chair or a table or whatever.

James:

And then it takes 45 seconds or 60 seconds for anybody says anything of value.

James:

Oh my God, I'd be a rich person if I could have had a buck for every one of those.

James:

It's not do it.

James:

And, but it's so, it's so expected these days.

James:

It's unfortunate.

Bryanb:

Well, I think it's a mindset thing.

Bryanb:

We've all grown up watching feature film.

Bryanb:

And when you talk about video, it seems like a big thing.

Bryanb:

So.

Bryanb:

It's almost like we need a mindset shift, um, you know, and the sort of

Bryanb:

counterargument to the strategic planning and taking it seriously and meticulously

Bryanb:

understanding what success looks like.

Bryanb:

The counter to that is also turn the camera on and start

Bryanb:

filming some, you know, because.

Bryanb:

I mean, we should we should release a bloopers reel.

Bryanb:

I mean, the amount of times, you know, that we mock it up and

Bryanb:

just crack on, you know, even the progression of our own stuff here.

Bryanb:

You can see over time, it gets better.

Bryanb:

The key thing is starting and, you know, it's so accessible these days.

Bryanb:

Um, you know, the kid is cheap, you know, if you, if you have a decent

Bryanb:

relationship with employees or whatever, like, you know, the cast is almost

Bryanb:

free, um, you know, so there's no excuse not to do this anymore, other than

Bryanb:

not knowing what questions to ask or what to shoot and how to go about it,

Bryanb:

which is why video content strategy.

Bryanb:

is so important.

James:

And so we talk about strategy.

James:

We're not saying, okay, build the perfect video.

James:

That's not what we're talking about.

James:

We're talking about how do you go from point a to point Z where Z is exactly

James:

where you want to be, but that arc, that journey can be years and it may

James:

start with step one, capture as much.

James:

Authentic, and I apologize for using the buzzword, but authentic footage

James:

of you talking to employees with your phone, you know, even before you've got

James:

a mic, let's be fair, at this point, cameras have pretty good, you know, the

James:

phones have pretty good mics and the software that you use to edit videos

James:

has really good filtering, so you don't need a fancy mic necessarily just to get

James:

started, and in starting, you learn it.

James:

Oh, what's, what happens when I record stuff?

James:

How come when, here's a good one, when I first started, I would just turn on

James:

the camera and say, I'm going to ask you a question and just stare at them and

James:

they would stare at the camera and go, uh, okay, so I really like to work here.

James:

And I would get that a lot and going, okay.

James:

Hmm, I need to get them acclimated because I've met them and they're smart

James:

and they're funny and they're clever and they're fast and I don't know who

James:

the hell that person is on the camera.

James:

But when I turn the camera on, like their personality drains away.

James:

Like I pulled the, the, the, the tub on the drain on the top.

James:

It's gotta be, how do you acclimate?

James:

And that was the first lesson I learned was how do I get people comfortable?

James:

And to me it was about, Hey, I'm an, and for anybody who's recorded a

James:

video with me, they know this joke.

James:

Okay.

James:

I'm going to start with the hardest question.

James:

Okay.

James:

Who are you?

James:

What do you do?

James:

Ha, ha, ha, ha, ha, and they laugh and they start to get comfortable and

James:

they tell me and I may or may not use that footage and then I ask another

James:

question just to get them comfortable.

James:

I may ask them three questions before I even get to anything of

James:

value that I know I'm going to keep just to get them comfortable.

James:

That is strategy.

James:

Understanding what it's going to take to go from here to here starts

James:

with what's working, what's not working, what do I need to do, what

James:

do I need to change in myself and my approach and what I'm asking for, and

James:

having the critical eye to say, Hmm.

James:

What we shot wasn't good enough.

James:

It's not useful.

James:

What did we do wrong?

James:

How can we change it?

James:

How can we go back again?

Bryanb:

Yeah, learning from every time you do it, I think it's

Bryanb:

like anything else, doesn't it?

Bryanb:

I mean, we, um, I would typically send some questions ahead of

Bryanb:

time so people can come prepared.

Bryanb:

Now, what typically happens is they verbatim, Learn some answers to those

Bryanb:

questions, you know, but they turn up and it's almost like a shield, you know,

Bryanb:

it's like they have some confidence that they wouldn't have had otherwise,

Bryanb:

because they feel somewhat prepared.

Bryanb:

Now, what I also find is you ask them 1 question that

Bryanb:

resembles something off the list.

Bryanb:

They start off fairly confidently or whatever.

Bryanb:

To your point.

Bryanb:

You know, you might not even start recording the first one because it's

Bryanb:

going to be garbage, total trash, you know, but then at some point you

Bryanb:

get them into a state of flow where they feel comfortable and you remind

Bryanb:

them actually, they're talking about their favorite subject, them and their

Bryanb:

own lives and that kind of stuff.

Bryanb:

So it's just about.

Bryanb:

Making them comfortable and, um, I also find that the most interesting

Bryanb:

answers are not the first question.

Bryanb:

It's always the follow up question.

Bryanb:

Tell me, tell me a little bit more about that.

Bryanb:

And one thing that I learned from Chris Voss, you know,

Bryanb:

the, um, Oh yeah, I love Chris.

Bryanb:

Yeah.

Bryanb:

Yeah.

Bryanb:

Never

James:

split.

James:

The book has never split the difference.

James:

He's a former FBI negotiator.

James:

You don't even have to read the book.

James:

If you listen to any of his podcasts, you get the gist and you'll fall

James:

kind of in love with that weirdo.

James:

He is a great weirdo.

Bryanb:

He really is one of one of the best, um, but a little trick that

Bryanb:

I learned from him is just repeat the last three words that somebody says.

Bryanb:

And then they just say more, you know, they dig in and give you more information.

Bryanb:

So, you know, understand how to make people comfortable and just

Bryanb:

get them started in front of a camera is probably, you know, one

Bryanb:

of the most important aspects.

Bryanb:

Uh, and then you're going to find.

Bryanb:

You know, out of 10 minutes of shooting, you might get one

Bryanb:

minute of gold and that's okay.

Bryanb:

Oh, yeah.

Bryanb:

Oh,

James:

that's a great ratio, frankly.

James:

I mean, I 20, 30 minute shoots to try and get two, three minutes, maybe.

James:

And even then you're not so sure.

James:

Um, there's a, the joke, the Columbo joke for anybody who's old enough

James:

to remember this TV show Columbo from the seventies and eighties.

James:

He asked you questions, but he knows the answers.

James:

He's just softening you up and he glows to leave.

James:

He's like, okay, well I got everything I need.

James:

Thanks so much.

James:

And the, and the criminal thinks, aha, I got away with it.

James:

And he goes to the doorknob, he goes, ah, one more thing.

James:

And he asked you the.

James:

question that he really cares about.

James:

Honestly, if I say, Hey, I just got one more question.

James:

We're all done.

James:

You've been great.

James:

This has been fantastic.

James:

Let me just ask one more question.

James:

And I know that's going to be the winner.

James:

I know that's going to be the goal because that's what I'm really

James:

asking for because they've, they're starting to lower their defenses.

James:

And if they know they're at the home stretch, they're almost at the end.

James:

They're almost done.

James:

They've been doing a good job.

James:

They're much more relaxed and much more, but this isn't a class on how to trick

James:

people into sounding better on camera.

James:

Cause frankly, uh, if that was a class, yeah.

James:

Should we be the ones to tell it?

James:

Look at us, we are, we are, we are not exactly the poster children

James:

for killing it on camera some days.

James:

It's

Bryanb:

debatable.

Bryanb:

It really

James:

is.

James:

It really is.

James:

Let's talk about, so if we're talking about strategy, I want to remind everybody

James:

that the answer is rarely a video.

James:

You need to not think about what is the perfect clip, what is the perfect video,

James:

what is the perfect thing, but more about what is the perfect series of things.

James:

Video is very much about series and campaigns and flows of information.

James:

You know, if we were 10 years ago, YouTube was very much a,

James:

I'm going to go watch that video.

James:

It is such a social media platform.

James:

People engage on it.

James:

They look at the next video.

James:

They want to see what happens after that.

James:

They want to subscribe to you.

James:

That's where you want them to be.

James:

So if you think about one video, you're really kind of boxing yourself in and

James:

trying to, and when you box yourself in like this, invariably, you're jamming

James:

every potential story point into one box.

James:

And it's a pretty full box.

James:

And that's why it ends up being generic.

Bryanb:

Well, it also puts a lot of pressure to nail that one subject

Bryanb:

into one video, which never happens.

Bryanb:

But what I love about this idea of series, I've been talking about

Bryanb:

the same thing for so many years.

Bryanb:

It also gives you so many practical benefits and opportunities because

Bryanb:

you get the familiarity of a format.

Bryanb:

You get the confidence of a theme that may or may not be from directly

Bryanb:

from your employer brand or something that, you know, one of your talent

Bryanb:

personas really cares about.

Bryanb:

You then get the efficiency of Understanding what you're looking

Bryanb:

for, knowing what questions really resonate and that kind of stuff.

Bryanb:

And the audience gets used to a format and starts to like it.

Bryanb:

It makes you want to watch the next one.

Bryanb:

If you've cracked the formula.

Bryanb:

So it could be cheaper, more efficient, easier to produce and all of those things.

Bryanb:

But, you know, if you then brainstorm a topic.

Bryanb:

You'll come up with lots of different questions, so you can mix it up, but

Bryanb:

then it is on a theme and you're doubling down on something that your organization

Bryanb:

stands for that you need to accentuate.

Bryanb:

So it really is a great strategy to figure out what are the themes?

Bryanb:

What are the purpose of the video series in the first place?

Bryanb:

And then you can start to get creative about all the different angles of attack.

Bryanb:

Then, you know, looking at it from different perspectives, because, like,

Bryanb:

let's just say it was about, you know, Resilience and what it takes to contribute

Bryanb:

to a team inside your organization.

Bryanb:

You know, you can ask the same three questions to different

Bryanb:

people all over the organization.

Bryanb:

They'll say different things,

James:

you

Bryanb:

know, hopefully there'll be some red thread and some sort of, um, you know,

Bryanb:

continuity between some of the answers.

Bryanb:

Um, but amongst the different language that they used and the different thoughts

Bryanb:

and all the rest of it, then people can identify with some of those things.

Bryanb:

Um, you know, so, so I love that type of approach.

Bryanb:

You know, it can, it can take care of a content calendar in no time.

Bryanb:

You know, it's much easier than, you know, cause then it's much easier to approach

Bryanb:

it that way than look at a blank page, coming up with an idea for one video and

Bryanb:

then go, well, what, what, what next?

Bryanb:

Like, what do we want to do?

Bryanb:

You know, a series on.

Bryanb:

Career development, a series on personal growth, a series on how it feels to

Bryanb:

belong, or, you know, I'm sure you'll rattle off a number of themes that you

Bryanb:

could just pull off the shelf that would serve any organization really well.

James:

What I like about video is that it's very, it's weirdly self contained.

James:

Right?

James:

A blog post, you're sending a link and you hope they click on it, you hope they

James:

kind of scan it and read it and do stuff.

James:

Uh, you know, a tweet, you're hoping they go to another platform and they're reading

James:

stuff and it doesn't move very well.

James:

A video, whether it's on YouTube or a file on your computer, is incredibly

James:

portable and it's got its own packaging.

James:

So you can say, Hey!

James:

Instead of saying, let's make one video about resilience, let's take

James:

your theme, because it's a great theme.

James:

Instead of saying one video about resilience, we talk to

James:

four people in the organization.

James:

Now that video has to stand for resilience for everybody in the,

James:

every team, every function, every level, every office, whatever.

James:

That's a big ask, but if you do ten videos across all the different teams

James:

and functions about resilience, you're going to get a lot of micro videos.

James:

And that means you're going to be able to say, okay, I'm about

James:

to talk to a developer and I want to talk to them about resilience.

James:

I have the exact video at the top.

James:

Is a developer talking about resilience.

James:

Perfect.

James:

Instead of saying, here's a video and the developer doesn't talk about

James:

it, but you can get the gist right.

James:

It doesn't build credibility, but it's super well packaged.

James:

So you could throw that video on tech talk and YouTube and LinkedIn and

James:

Andy, Andy, you can use it in emails.

James:

You can use it in all sorts of things.

James:

And because it's self contained, it's easy to share.

James:

You can pass it around.

James:

You can give it to recruiters.

James:

You can give it to hiring managers.

James:

The other part about a series is that it has.

James:

To the content calendar situation, you have one video a week.

James:

Let's say you do five videos on resilience a week.

James:

What's video number six, a montage.

James:

It's you take that same footage, chop it up, shuffle it like a

James:

deck of cards and bang on, you got a whole new piece of content.

James:

It's exactly the same stuff.

James:

But very little extra content.

James:

That is the power of video because it's self contained.

James:

It slices and dices just like, you know, ingredients in a stew.

James:

You can use them in lots of different ways.

James:

They can get moved around a lot of different places.

James:

They can live on lots of different platforms.

James:

One video, if you don't use it five or six different ways, you are absolutely

James:

wasting the value of that video.

Bryanb:

Oh, absolutely.

Bryanb:

I mean, you can literally chop that up and use it in so many different ways.

Bryanb:

You're absolutely right.

Bryanb:

Um, part of what we've talked about today kind of assumes that a video

Bryanb:

is just about questions and answers and quite straight, sort of direct.

Bryanb:

That's the easiest way to start usually, right?

Bryanb:

That's a

James:

great kind of training wheels.

Bryanb:

Oh, absolutely.

Bryanb:

And you know, it's exactly the point I was going to make.

Bryanb:

It's a great place to start to get your confidence up and

Bryanb:

also get not just yourself.

Bryanb:

But other people around you used to the fact that we do video, you know,

Bryanb:

um, but you know, when you start to get creative with, okay, we need to,

Bryanb:

we need to communicate these things, these insights, this information to

Bryanb:

our audience, but actually we also need to get their attention and

Bryanb:

create affinity with them as well.

Bryanb:

How do we do that?

Bryanb:

Now, if it's an external audience and you're trying to generate more

Bryanb:

candidate interest, put yourself in their shoes, you could, you could now

Bryanb:

take a recruiter and say, look, you speak to these people all day long.

Bryanb:

Tell us the five most common, um, attributes of

Bryanb:

somebody who gets a job here.

Bryanb:

Oh, wow.

Bryanb:

Yeah, that's great.

Bryanb:

You know, so now it's like, I'm going to tell you some secrets.

Bryanb:

All of our successful candidates do naturally that you could do as well.

Bryanb:

If you're interested in a job here, here's the five things you need to do.

Bryanb:

If you're interested at all remotely about that organization.

Bryanb:

You're going to click to see what the five things are, or you might just

Bryanb:

want to be, uh, you might just be intrigued enough to go, well, I wonder

Bryanb:

what the five attributes are generally, because it's going to help me in my

Bryanb:

pursuit of a job anyway, you know, um, so thinking creatively about how do

Bryanb:

I, what's the most important value?

Bryanb:

For the audience and how can I keep their interest from a creative perspective?

Bryanb:

I would say that's the next step on the strategic ladder.

Bryanb:

Would you agree or is there something else?

James:

Yeah, I think that's the kind of storytelling.

James:

It's more than a, Hey, what do you like about this company?

James:

Or Hey, tell me, you know, just do this thing and it's back and forth.

James:

And you end up usually either including yourself or cutting yourself out.

James:

Like I always do.

James:

The next step is.

James:

Can you tell me a more complete story and giving them a framework?

James:

Hey, what are the three things?

James:

The five things that do this?

James:

Tell me about a time in which you were surprised by what happened.

James:

Tell me about it.

James:

And you can steal from the brand document.

James:

Oh, if we're all talking about resilience, tell me about a time in which you saw

James:

someone really push themselves and have the resilience to do something

James:

amazing or a time you did that.

James:

Um, The steps help you grow and help you tell better stories because a

James:

question and answer tends to be tight.

James:

It tends to be short answers.

James:

You get 30 second, minute long videos and you can have just

James:

their face for a minute or two.

James:

No big deal.

James:

Once they start telling the story that allows you to kind of, you know, flex your

James:

muscles a bit and say, Oh, okay, if we're gonna answer, What are the five things

James:

I see in every successful candidate?

James:

Throw in numbers to show, okay, this is answer number one, this is point

James:

number two, this is point number three.

James:

Start to throw in B roll, which is, which is footage, if not, of your subject.

James:

It is the office, it's, uh, I always like detail.

James:

Detail B roll, like what's their hand doing when they're doing it, or you

James:

have a close up from the other side.

James:

All sorts of different ways to do B roll.

James:

But that's when you start to say, oh, wow, we can really start to not just answer a

James:

question, which is a very transactional way of doing things, but really providing

James:

information and then surrounding that information with further proof points.

James:

Video, because it is audio and, you know, video, it is so many different sensory

James:

kind of inputs, you really have lots of opportunities to push and say this is, you

James:

know, really what we want you to believe.

James:

All right.

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James:

Let me ask you because I'm gonna try I'm I'm I don't know how to get beyond

James:

this step because I'm a one man video Person and this stuff is where I live.

James:

What's next?

James:

How do you go to big?

James:

How do you what are some you know, kind of secondary steps before you get to

James:

okay, we're gonna bring in Chris Nolan and he's gonna shoot for three years

James:

and so It's going to be 14 different time twists and whatever it is, uh,

James:

you know, Leonardo DiCaprio will play the CEO or whatever the hell it is.

James:

How do you get, you know, what is the next kind of video step up?

Bryanb:

So I think you need some, I think of it in like different gears.

Bryanb:

I think you need a small flywheel gear, you know, I'll

Bryanb:

give you an example of that.

Bryanb:

Um, and a bigger flywheel gear to be working on over time that might take.

Bryanb:

So if you track, if you track a project, you know, Uh, an interesting

Bryanb:

project is starting and it's a six month project and you could film

Bryanb:

that team for 10 minutes a week for six months and edit that together.

Bryanb:

That's each one is its own

James:

video.

James:

Yeah.

James:

Yeah.

James:

Each one, like one every week.

James:

Pow.

James:

That how you're filling that calendar, but you're moving towards a big idea.

James:

Yeah.

Bryanb:

Yeah.

Bryanb:

And then at the end of it, you've got the bigger edits.

Bryanb:

So you go back to your content and edit something together, which is a

Bryanb:

little bit meatier and maybe it's a little concept that you held back.

Bryanb:

And, you know, so.

Bryanb:

You could live off that for 12 months, and that's like a really nice way to get

Bryanb:

some micro content and a longer arching story that people will take notice of.

Bryanb:

The other one is a repeatable format, and it can be this.

Bryanb:

This could be how you get viral or how people do scroll

Bryanb:

through all of your content.

Bryanb:

I'll give you a great example of this.

Bryanb:

The sort of thing on TikTok a couple of weeks ago, and it consumed about

Bryanb:

half an hour of my time, and it was, I swear, it's like a little

Bryanb:

insight into my side of life.

Bryanb:

Never happened to

James:

me.

Bryanb:

Never

James:

happened.

James:

Never happened.

James:

I don't know what you're talking about.

Bryanb:

So this was the channels from, uh, from a zero start.

Bryanb:

All it was was a film crew of three people getting into a New York cab.

Bryanb:

And they stated the cab driver, where is your favorite restaurant?

Bryanb:

Take us there.

Bryanb:

Leave the meter running.

Bryanb:

We're going to take you in.

Bryanb:

We're going to buy you a meal and experience your favorite meal.

Bryanb:

And so we pay for the trip and we, we, we.

Bryanb:

We see the restaurants and all the rest of it.

Bryanb:

And on the way, the cabbie opens up and all the rest of it.

Bryanb:

And then you go to the next one, different cab driver, different

Bryanb:

restaurant, the meters running charge.

Bryanb:

They cost relatively a few hundred bucks.

Bryanb:

But it's just so interesting.

Bryanb:

It's a repeatable format.

Bryanb:

The reason you go to the next one is because, you know, Exactly.

Bryanb:

What's coming?

Bryanb:

And it's interesting.

Bryanb:

It's got you hooked.

Bryanb:

Imagine that was, um, let's just say it was an organization in Manhattan

Bryanb:

and your David versus Goliath.

Bryanb:

You're competing against your Googles and this, that, and the

Bryanb:

other and all the rest of it.

Bryanb:

And you also want to show up on GPTs, uh, you know, uh,

Bryanb:

instead of just an SDO strategy.

Bryanb:

What if it's a recruiter randomly goes up to somebody in the office

Bryanb:

and says, where'd you go for lunch?

Bryanb:

Yeah.

Bryanb:

I want to buy you lunch and have a quick chat and they take you and show you

Bryanb:

a hidden lunch spot near the office, you know, and you get a little bit of

Bryanb:

an insight into that person, you know, so you hear about their story, you buy

Bryanb:

them lunch, you get to see where it is.

Bryanb:

A repeatable format like that could just spark interest with a micro

Bryanb:

slice of your talent audience, but maybe that's all you need.

Bryanb:

You know, um, yeah, and that's just off the top of my head.

Bryanb:

There's lots of repeatable formats.

James:

Yeah, I love that for two big reasons, the first of which the brain

James:

is all about looking for differences.

James:

If you give something that is 98 percent the same, meaning the structure, the

James:

format, and here's the difference.

James:

Say it's this guy going to that hot dog place, this time it's this

James:

girl going to this sushi place.

James:

Those minor differences, like make the brain fire like crazy.

James:

Two, it's really about.

James:

This, this is where I want to kind of have a big flashing red light, uh, where

James:

it really says, Hey, recruiters, when we say, when I, when I get on my soapbox and

James:

say the we're hiring content doesn't work, this is the content I'm talking about.

James:

Real slices of life, real people, the stuff that if you were

James:

scrolling on YouTube or scrolling on whatever and you stopped and went,

James:

Oh, that's kind of interesting.

James:

That's, that's, that's the idea.

James:

That's the plan.

James:

You're, you're not trying to talk to people who are just on the job boards

James:

looking to figure out which job to do.

James:

They're really influencing people to understand this is what we think about,

James:

this is how we work, this is who we are.

James:

It's an incredible human, authentic experience.

James:

It's an incredible snapshot of what's really going on in these people.

James:

And you'll, you'll build these micro relationships with strangers

James:

that will lead to, uh, Deeper influence across the network.

James:

They you know that that's the stuff that gets shared.

James:

That's the stuff that gets talked about.

James:

And if you build that content, it is not mentioned in at least half of

James:

your interviews, I will pay you money like that's the kind of content that

James:

once someone sees it, we were at T a week and design pickles showed us

James:

their crazy video for people who just applied and it was a crazy video.

James:

It It does involve a dude in a pickle suit with a bikini.

James:

I will say nothing further.

James:

Oh, no, I will.

James:

There's rapid.

James:

And right there, I've painted a picture, but they say not 80 to

James:

90 percent of people who see that video who are on the, who are on the

James:

interview, talk about that video.

James:

And I'm like, that's the kind of content that sticks in people's heads.

Bryanb:

And that's, that should be where the quality bar is really.

Bryanb:

You know, it doesn't matter whether that is BBC broadcast

Bryanb:

standard or shot with the iPhone.

Bryanb:

It's the thinking and the level of detail you go into.

Bryanb:

And if you put the thought into these things, especially with

Bryanb:

repeatable format, all of the smart thinking is done up front and then

Bryanb:

the execution is super, super easy.

Bryanb:

Um, so here's one for you then James, because you could put all

Bryanb:

of this thinking and you could.

Bryanb:

Particularly plan a content calendar, have some great ideas on the rest of it.

Bryanb:

But if, if the employees, or the people you engage with, Are always saying only

Bryanb:

nice things, and it's all sort of, it's wonderful, it's rainbows, it's sunshine,

Bryanb:

it's unicorns, then I don't care, I don't care what you say, it comes across

Bryanb:

as, I don't believe it's bullshit.

James:

Absolutely.

James:

Absolutely.

Bryanb:

How do you ensure that doesn't happen?

James:

Yeah.

James:

It's like running across a company with a lot of people with a

James:

five star review on Glassdoor.

James:

You go, ha ha, cult.

James:

Anyway, uh, that is its own series of red flags.

James:

Look.

James:

When you're talking, and this is the power of video, because it's

James:

not perfectly scripted, it's not a commercial where every single pixel

James:

and every single frame is meticulous, it's not a David Fincher movie, right?

James:

Fincher is famous for taking a hundred shots because somebody,

James:

one of the extras in the background did a funny thing with his elbow,

James:

he's like, what, that's incredibly distracting, we gotta do it again.

James:

Like, he is so precise in his way of approaching that.

James:

You should not be, because the plan is not to deliver some perfectly precise message.

James:

The goal is to pull open the curtain and show what's really going on

James:

and video is incredibly powerful.

James:

You look at a scripted video and even if it's a scripted video where

James:

someone is saying the thing their legal said they're supposed to say, but in

James:

the background stuff is happening.

James:

You can't control that.

James:

In fact, that's the stuff I'm like kind of absorbing sometimes,

James:

you know, in a conscious way and sometimes in a subconscious way.

James:

It's teaching me about the company.

James:

And in fact, the fact that you're scripted is teaching me about the company too,

James:

but that's a separate conversation.

James:

But you're really showing, and no matter what you're showing, if it's a series of

James:

desks, one of them's going to be messy.

James:

And one of them's going to have nothing on it.

James:

And one of them's going to have a couple of pictures of somebody's dog,

James:

or somebody's kids, or somebody's baby.

James:

Spouse, or whatever, or, or it's nothing but Lego figurines

James:

of transform like, that!

James:

What does that say to me?

James:

I don't know.

James:

But it's adding information to my brain about what I'm perceiving.

James:

It, the video, it's a, it's an aperture that opens really, really

James:

wide, and you're pulling all these details, and it's shaping the message.

James:

So if you talk about, if you have the talking head or the person who's

James:

scripting, this is a place where everybody can be everybody, and you pan to the

James:

desks and they're all kind of the same.

James:

Ha ha ha ha.

James:

But if you pan to the desks and they are truly very different.

James:

Okay, you're giving me some proof, but you're also showing me what is the level?

James:

What is the extent to which different is appreciated and valued?

James:

So it's, it's very much about creating proof points rather than

James:

just telling and shouting a story.

Bryanb:

Yeah, yeah, it's, it's, it's such a good point, you know,

Bryanb:

that makes me think of, I'd love to interview somebody and then it's

Bryanb:

almost like two truths and a lie.

Bryanb:

It's like, okay, we're going to interview three people and then show

Bryanb:

you three desks like whose desk is who, you know, match the personality

Bryanb:

or come up with something creatively to create a daisy chain of content.

Bryanb:

You

Bryanb:

know,

Bryanb:

what comes to mind there is a video of gratitude.

Bryanb:

A gratitude is probably one of the most powerful currencies of, um, advocacy

Bryanb:

and, uh, employee engagements in my view, because you can say to somebody,

Bryanb:

um, what are the top three qualities that you admire in the team around you?

Bryanb:

Um, what they're really telling you is what, what it's like,

Bryanb:

but in a slightly different way.

Bryanb:

And also usually it's a reflection of what they think.

Bryanb:

Yes, they what they value what they've got, you know, so, um, but as soon as

Bryanb:

somebody shows gratitude to somebody else.

Bryanb:

They are then inclined to show gratitude

Bryanb:

reciprocity or about something and on it goes and on it goes and on it goes.

Bryanb:

So it's mechanisms like that that allow you to make life easy, come

Bryanb:

up with interesting, different, relevant, memorable content.

Bryanb:

Um, but just get through that barrier of being afraid to

Bryanb:

pick up the camera as well.

Bryanb:

Uh, I think you've got to accept that the first six to 10 videos that you create

Bryanb:

are just garbage, but you have to shoot them in order to get to the 11th, right?

James:

Yes, it is the absolute, the pancake theory of video.

James:

The first one always goes to the dog, right?

James:

That's never, you're letting the pan warm up, you're getting

James:

it right, it takes time.

James:

Um, and honestly, that to the same extent, That's why I like recording videos

James:

remotely using tools like Riverside, which is what we're recording on now.

James:

But there's lots of other tools.

James:

I like recording people in their houses.

James:

I want to see what's in their background.

James:

I want to see what their environment is a little more.

James:

It's a lot more human than the usual, fairly austere office backdrop

James:

that you see in a lot of kind of contrived, uh, polished videos.

James:

For our last point, I want to get into, um, something that is relatively new,

James:

not like hot, like this just got, this came in, but the last two or three, last

James:

couple of years, I'll say two or three, it's more than that, but over time we

James:

started to see this preponderance, this over focus on what I call micro videos.

James:

30 60 second videos.

James:

Sometimes they're on TikTok and YouTube.

James:

Sometimes they're literally embedded in the career sites.

James:

They sometimes they pop up.

James:

Sometimes they just pop up.

James:

Sometimes they're just embedded.

James:

This kind of sometimes it's a Q and a. Sometimes it's just here's

James:

a testimonial, whatever that and the tool sets around them.

James:

And there are many, many people who have great tool sets from that.

James:

How does that shape your thinking in terms of what is the

James:

content I should be building?

James:

Because now we've got all All the standard distribution channels

James:

of YouTubes LinkedIn's and social and outreach and stuff like that.

James:

But now you have this internal distribution channel of I have this video.

James:

How do I glue it to something where a candidate might be looking at a job and

James:

I want them to see this piece of content?

James:

How does that change your thinking about how to build content or what

James:

kind of stories should be told?

Bryanb:

So if we go back to the age old funnel, Um, you know, there needs

Bryanb:

to be content that is the hook that gets attention that needs to be content

Bryanb:

that is purposely designed to deliver a message at some point in your journey.

Bryanb:

And if you map out the attribution of where you want to take your audience,

Bryanb:

it's never going to be linear.

Bryanb:

It'll be all over the place.

Bryanb:

We locked it.

Bryanb:

Yeah.

Bryanb:

But ultimately, if you have content that is what you, you consider to be

Bryanb:

the converter content, the one that tips somebody over the edge or gets

Bryanb:

them to take action, or, you know, every all roads should lead to Rome.

Bryanb:

And this is the bit where we go back to having a strategy, like, is it going to,

Bryanb:

is it going to point people towards it?

Bryanb:

Or is it going to?

Bryanb:

Distract them on, take them to a different place and all the rest of

Bryanb:

it, making sure that all of this fits together in a loose, organic way.

Bryanb:

It's some semblance of order that you can then start to track like, okay, all of

Bryanb:

this microcontent in our social channels or peripheral pages on our career site

Bryanb:

is pointing people towards the content that really matters that will qualify

Bryanb:

an audience such that if they watch it all, They are now a highly qualified

Bryanb:

candidates or whatever you're trying to achieve, whatever success looks like,

Bryanb:

um, if you can be considered in that approach, then you're going to get a

Bryanb:

lot more out of your video strategy.

Bryanb:

And you've also got some sort of plan that you can measure.

Bryanb:

I'm trying to optimize and refine over time as well.

Bryanb:

Yeah,

James:

because the different, the different kinds of videos are there

James:

to achieve different outcomes, right?

James:

The, the, the, the micro video that pops up when you're reading a job

James:

posting is not there to get you to fall in love with something.

James:

Because if you got to the point that you're actually looking at

James:

job posting, a lot of that micro video is about objection overcoming.

James:

It's about kind of how do I say, Oh, this person's read the job posting.

James:

Maybe something's unclear.

James:

Maybe they're kind of hedging their bets.

James:

Maybe they're not sure they want to click that button and hit apply.

James:

The content is there to say.

James:

Let me give you enough information or some more information to show that

James:

we are helpful, that we want you to feel comfortable, whatever that is.

James:

It's about kind of converting the, the person to an actual

James:

applicant, an actual person who wants to show up to the interview.

James:

Some content is about getting attention, right?

James:

The, taking people to lunch, that is, Pure attention getting.

James:

There's no call to action.

James:

Uh, there's no direct link of what to do next.

James:

The content is of itself interesting.

James:

And so people are paying attention to it and want to see what happens next.

James:

They're very different outcomes.

James:

There's lots of other things you could be considering.

James:

But when you're thinking about, you know, whether it's big content versus little

James:

content, the channels, the and the use cases are so specific and mixing them up

James:

just saying, Oh, here's a great someone answered a really great, great question.

James:

I'm gonna pick it up and stick it over here on Tiktok.

James:

No, don't.

James:

You gotta either give it a wrapper, you gotta give it some head up, you

James:

gotta kind of serve it up in a way that says this is what this is and this

James:

is what we want you to learn from it.

James:

And each channel has different values.

James:

Like if I use TikTok or Instagram to say, now I'm gonna drive

James:

people to hit the apply button.

James:

How?

James:

Nobody's getting off TikTok.

James:

Nobody's getting off Instagram.

James:

That's like saying, okay, I want you to put down the heroin and

James:

come over here and get a real job.

James:

No one's going to drop the heroin to go do the boring thing.

James:

If you can kind of feed them something interesting that puts in the seat in their

James:

head, and then when they're in the kind of mode of how do I make this thing happen,

James:

and then you give them the call to action.

James:

That's strategy at work.

James:

It's showing you how to use each piece to its maximum outcome.

Bryanb:

Yeah.

Bryanb:

And I think we, we are now a place of maturity with video and our content

Bryanb:

strategy where we can accept that we need to invest in content that doesn't have a

Bryanb:

direct call to action to apply for a job, brand building and building awareness

Bryanb:

and sentiment, sentiment and familiarity.

Bryanb:

Is a really important part of the puzzle, you know, but ultimately

Bryanb:

when you're producing video.

Bryanb:

There's only four things that video can do.

Bryanb:

It will either educate, entertain, inspire, or convince.

Bryanb:

So decide.

Bryanb:

You know, you could say, okay, we want to educate and entertain in this video.

Bryanb:

That's okay.

Bryanb:

Or we want to inspire and then convince in this video.

Bryanb:

That's fine.

Bryanb:

But you need to understand, like, what are we trying to do?

Bryanb:

And to your point, James, on the social media side of things with 15

Bryanb:

seconds of content, it might just be.

Bryanb:

Entertainment, inspire, that's it.

Bryanb:

And they don't, they don't see your brand for another 24, 48 hours

Bryanb:

or two weeks or whatever it is.

Bryanb:

But when they do see a piece of content on LinkedIn or YouTube or somewhere else

Bryanb:

a little bit more considered, they're familiar with the brand and they're

Bryanb:

going to give you a little bit more time because you've invested in the equity

Bryanb:

of building affinity and awareness.

James:

Yeah, I think the one day, I mean, I'm not gonna put money

James:

on this, but I really want to see one day in the next year or two.

James:

Some company goes so in on video from that entertain, inform, excite,

James:

you know, inspire kind of level.

James:

No call to action, no get it done, no convert, no convince, just say

James:

something so interesting people want to have more that they can put that

James:

content on YouTube and monetize it.

James:

Content so good, people will effectively pay for it.

James:

That's going to be the new bar.

James:

That is where things are going to head.

James:

And I don't know how long it's going to take us to get there.

James:

It's probably a while, but it's a lofty goal.

James:

It's a big, big, tall bar.

James:

I think it's real.

James:

I think there are some really flippin clever people in

James:

our industry in our spaces.

James:

I mean, I look at Joel algae and I'm going to call on Joel.

James:

Hey, Joe, how you doing?

James:

Um, his content is really funny and interesting for people who have

James:

looked for a job in their lives, which is effectively everybody.

James:

So it's got that universality.

James:

It's that feeling of frustration.

James:

And he also brings in what recruiters feel and it's really interesting stuff.

James:

And he's not necessarily becoming a millionaire doing it, but he's got huge

James:

audience, huge following, huge visibility.

James:

People watch his videos, people click his content.

James:

That is inspirational to me.

James:

I think that if your employer brand is so interesting and saying such interesting

James:

things that people want to learn more and they would almost pay for the privilege,

James:

that's when you know you stuck it.

James:

And I would say that should be your north star.

James:

That it's not about clicks.

James:

It's not about impressions.

James:

It's so good.

James:

People would pay for it.

James:

Yeah, so,

Bryanb:

um, I think if it wants up there and this is I am desperate

Bryanb:

to see this happen as well.

Bryanb:

And I think it will happen in the next 48 months.

Bryanb:

I think if you, if you did a documentary, the inside track of a

Bryanb:

Nike or an Apple, it could feature on Netflix and people would watch it.

Bryanb:

People would fall in love with that organization through

Bryanb:

osmosis and all the rest of it.

Bryanb:

And I don't know if this is a very good example or not, but I'll throw

Bryanb:

it out there and you be the judge.

Bryanb:

But do you remember when Paramount Plus launched?

Bryanb:

They had a series, a limited series on there called The Offer.

Bryanb:

Do you remember that?

Bryanb:

So, it was about the making of Godfather, and how it came about, and it was such

Bryanb:

an interesting book, but obviously, it was in the studio of Paramount, so I

Bryanb:

fell in love with the Paramount studio, the Paramount lot, and all the Paramount

Bryanb:

people, and all the rest of it, and I just thought, what a really clever idea.

Bryanb:

Yeah.

Bryanb:

Piece of content to start with to launch paramount.

Bryanb:

Plus it made them relevant and interesting and humanize the brand

Bryanb:

and all of that kind of stuff.

Bryanb:

And I just think

Bryanb:

we're

Bryanb:

definitely going to see more of that.

Bryanb:

And I also, uh, I might be going off on a tangent.

Bryanb:

So feel free to pull me back in here.

Bryanb:

Yeah, this is neither the time nor place.

Bryanb:

But I also think we're starting to see, um, Employee brand and talent

Bryanb:

acquisition converge with marketing.

Bryanb:

Budgets are starting to, to, to blur lines and collaboration

Bryanb:

is certainly on the increase.

Bryanb:

And I think marketing is now going to cotton on to the fact

Bryanb:

that if you tell human stories about the people behind the brand.

Bryanb:

Everybody wins, you know, and I think that warrants a bigger budget that

Bryanb:

warrants warrants a story arc of episodic content that people want to

Bryanb:

engage with more and more and more.

Bryanb:

And I think that's, that's the one that's got everything.

Bryanb:

And as soon as a brand is brave enough.

Bryanb:

To invest and say, well, look, instead of, instead of me giving you this million

Bryanb:

dollar budget to do all of these little tactical things, let's go all in on one.

Bryanb:

Yeah.

Bryanb:

And let's do it.

Bryanb:

Let's see what happens.

Bryanb:

Let's get the PR headlines and let's chop that up and fill our social channels

Bryanb:

for 12 months and see what happens.

Bryanb:

I think someone will do it and they will win

James:

big.

James:

The more I think about it, the more I'm going to push

James:

back on your 48 months thing.

James:

I think it is actually sooner than that.

James:

Cause I'm about.

James:

I hope so too, but I'm thinking about, you remember the Apple series of

James:

people working with Apple products.

James:

It happened just as COVID landed and it seems like a big hub of like, like

James:

in the employer brands feels like this is a great employer branding video.

James:

And I'm like, no, these people aren't working at Apple.

James:

These people are working with Apple products.

James:

It's not the same, but the line was so blurry and people were so like,

James:

Oh, like that reminds me that we are.

James:

In so many ways, that close to making that happen in so many different

James:

ways, something's gonna trip it, something's gonna move past the

James:

barrier and make that really happen.

James:

I think we are closer now that I think about it.

James:

Because you're right, telling stories inside the thing is just as good

James:

as telling stories Of the thing.

James:

Talk about, we, we, we tell these stories about, you know, hey, what's

James:

it like, what's it like to work here?

James:

They say what it's like to work here.

James:

Show it.

James:

Be it.

James:

You know, what, one thing I find interesting, you go on Glassdoor,

James:

people, somebody writes a good review and then somebody else goes, ah, that

James:

was probably just someone from HR. That was probably just a recruiter.

James:

What?

James:

They don't work there.

James:

They don't count.

James:

They're not human beings having these same challenges as everybody else.

James:

Telling the recruiting story can feel very much snake eating its own tail

James:

unless you do it really interestingly.

James:

Talk about the challenge.

James:

Talk about what you're facing.

James:

The story of how you came up with your video strategy.

James:

Where's that video series?

James:

Yeah, right there.

Bryanb:

Yeah.

Bryanb:

And you know, bringing this back to air for a little bit and forget

Bryanb:

the million dollar budgets and all the rest of it, ideas cost nothing.

Bryanb:

They, they're not always easy to come up with great ideas, but it's worth

Bryanb:

really thinking about your strategy and come up with that great idea.

Bryanb:

And in the absence of a big budget, try and shoot it anyway, because

Bryanb:

you can tell an interesting story.

Bryanb:

It's an interesting story.

James:

Absolutely.

James:

I think that is exactly the place we want to land.

James:

So, to remind you, if you haven't heard us say this already, there's a

James:

lot of downloads, and this one is all about how to build a video strategy.

James:

It's brought to you by JobPixel, who sponsored the episode and the

James:

download, so thanks, JobPixel.

James:

Go to peoplemba.

James:

com to download it if you haven't already.

James:

If it didn't come in the email, if you want to go learn more, we also

James:

have lots of downloads on how to write better outreach emails, how

James:

to build your personal brand, how to talk to the CFO, how to build

James:

an employer brand maturity model.

James:

So much content is coming to you.

James:

Predictions for 2025.

James:

We are building a library to help every TA leader get their seat at the table.

James:

Please take advantage.

James:

Please tell other people because this is how we are shifting the entire industry.

James:

Brian, any final thoughts, any final words on video either, or just in general, I

James:

know you're punchy and you came off a flight mere, mere, more minutes ago, uh,

James:

this, this is why I ask, you're punchy, I know I'm gonna get something good.

Bryanb:

Well, you know what, um, as always, you just said everything

Bryanb:

in the space of 15 seconds, and I'm like, yep, that's a good point, that's

Bryanb:

a thing, yeah, that's, you know.

Bryanb:

But, I will leave you with, uh, A visual lesson of just get started regardless

Bryanb:

of the situation and all the rest of it.

Bryanb:

If this isn't a proof point that there's never a good time to shoot video,

Bryanb:

there's never, you know, so let's just, just jump in, get started, but

Bryanb:

take a look at the, uh, the strategy.

Bryanb:

There's some really good insights in there and it might just be.

Bryanb:

The comfort blanket needed to find the confidence to get started.

Bryanb:

And don't worry about the budget, worry about being interesting and

Bryanb:

being purposeful with what you're trying to get out of your video

Bryanb:

and just turn it on and start.

James:

Just turn it on.

James:

I love it.

James:

All right, everybody.

James:

Thanks, Brian.

James:

Thanks for being here.

James:

Thanks for hanging out with me.

James:

Thanks for getting off the plane and being game to record this video.

James:

Next week, we're talking about something.

James:

I love how we pivot these topics.

James:

They seem to swing in all crazy different directions.

James:

Next week, we're going to talk about how to better buy or

James:

make sense of HR and TIA tech.

James:

I don't know how we go from video to that, but you're going to watch it happen.

James:

So tune in.

James:

We'll see you next week.

James:

Thanks, everybody.

James:

See you next week.

James:

A

Host VO:

whole episode about video and they wouldn't let me on camera.

Host VO:

I know I'm just a series of ones and zeros, but I like to be seen too, you

Host VO:

know, Oh, well, if this has inspired you, or even if you use it as an inexpensive

Host VO:

sleeping aid, tell a friend about the podcast or point them to peoplemba.

Host VO:

com toodles.

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About the Podcast

The People MBA
Helping Talent leaders Get Their Seat At The Table
For talent acquisition leader who are trying to get their seat at the table, Bryan and James have your backs. Every week, we'll dive into a new topic and often have a guide, tool, script, or examples to empower you to show your leadership how valuable you and yorur team really is.

Brought to you by Bryan Adams of HappyDance and James Ellis of Employer Brand Labs.
To get the downloads, subscribe for free at PeopleMBA.com.

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James Ellis