21Mar

In an era dominated by digital content consumption, corporations are constantly exploring new avenues to captivate their audience’s attention on social media platforms. Among the myriad of tools available video stands out as a dynamic and effective medium for communication. From product demonstrations to behind-the-scenes glimpses, videos have become a cornerstone of corporate social media strategies, reshaping the way businesses engage with their audience.

Brafton highlights the impact of video by saying, “In fact, 89% of people said a brand’s video convinced them to purchase a business’ product or service. Additionally, another 79% of people said they’ve been convinced to buy or download a piece of software or app after watching a promotional video.”

In this article we’ll explore what a corporate video is along with its benefits.

What is a Corporate Video?

According to Brafton a corporate video is, “…is any form of professional video produced for a business. An internal creative team or an outsourced third-party company often handles video production responsibilities. Companies can distribute their corporate videos using social media to increase brand awareness and visibility, and they’re an overall great way to effectively engage your audience.”

Benefits of Corporate Videos

Enhanced Engagement and Reach

Research has consistently shown that videos outperform other types of content on social media platforms in terms of engagement metrics such as likes, shares, and comments. According to LinkedIn, “…videos on social media platforms receive 1,200% more engagement than text and image-based content combined. This increased engagement can lead to more likes, shares, and comments, making your content more visible and expanding your reach.”

Captivating Visual Storytelling

Videos have the unique ability to tell stories in a visually compelling manner, making them more memorable and impactful than text or images alone. Whether it’s showcasing product demonstrations, sharing behind the scenes glimpses of company culture, or highlighting client and candidate testimonials, videos allow corporations to convey their brand message in a dynamic and engaging format.

LinkedIn also provided a few benefits of videos such as improved SEO, higher conversion rates, and increased social media followers.

Improved SEO

“Corporate videos can also enhance your search engine optimization (SEO) efforts. Videos are more likely to appear in search results than text-based content, and they can help improve your website’s ranking. By embedding a corporate video on your website and sharing them on social media, you can increase the time people spend on them, a critical factor in search engine rankings.”

Higher Conversion Rates

“Corporate videos can also lead to higher conversion rates. Videos are more persuasive than text-based content, and they can convince viewers to take action. According to a study by Wyzowl, 92% of people say they have been persuaded to buy a product or service after watching a brand’s video. Creating videos showcasing your products or services can increase the likelihood of viewers becoming customers.”

Increased Social Media Followers

“Corporate videos can also help businesses increase their social media followers. Videos are more likely to be shared than text-based content, which can lead to more people following your social media accounts. Creating engaging and relevant videos can increase your social media following and build a community around your brand.”

#WeAreGreenKey: Spotlight on Lauren Pratt

Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.

We recently met up with Lauren Pratt, Executive Director on the Architecture, Engineering and Construction team at Green Key. Lauren started her career at Green Key in 2022, with 6 years of previous recruiting experience. As an expert in her field, she works within the Architecture, Engineering and Construction team focusing on the construction side of the business for the Southeast US.

How did you first get started in Architecture and Engineering recruiting?

Honestly, just at the right place at the right time! My undergraduate degree is in Petroleum Engineering (I chose to follow in my dad’s footsteps). I worked within the oil and gas industry early in my career and when we went through a downturn, I interviewed with a recruitment company who helped hire within O&G. They asked me to come work for them and build out a technical discipline, which was construction. I ended up loving the juxtaposition of the technical aspect with the personality and sales piece of the candidate and client side and never looked back!

What motivated you to pursue a career in this niche?

I grew up in a family that pursued very technical careers, so I was a bit naive to the niche in general. I ended up loving the detail and technicality I could bring to the role with my more unique background, paired with the personality and sales piece. To me, recruitment is like a puzzle – finding out the details and pairing the right candidates and clients together. That gives me a lot of fulfillment when it comes together and knowing you are helping further a candidate’s career or helping a company continue to grow with a great hire.

What have been some of the most rewarding aspects of your career?

From a personal aspect, nothing will ever top a grateful candidate or client – the call, the text, the LinkedIn recommendation – knowing that you have made a positive impact. From a professional aspect, being able to work in a sales role allows you to get out what you put in – and to be compensated for that success.

How do you identify and attract top talent in the Architecture, Engineering, and Construction fields?

We as a team have a great track record in the space, which helps attract talent through reputation and referrals, but it’s really just continuing to make a name for yourself in the industry – going above and beyond for our candidates and clients and that translates into other people wanting to work with us as well. We utilize LinkedIn and our networks extensively; we continue to stay on top of new technology and are not afraid to try something new if it means bringing in new talent from either a candidate or client side!

How do you stay updated on industry trends and developments to better serve your clients and candidates?

Straight from the source – the best is always through candidates and clients as they are the ones in it every day. We also have websites and tools we utilize as well and always share information and articles across the team collaboratively.

What are some key factors that clients typically consider when selecting candidates for Architecture and Engineering positions?

I can only speak to construction and development specifically, but we look for alignment in project portfolio, tenure, who they work for, what they are looking for in a new role, and compensation and where applicable, dig into those pieces so we can paint a clearer picture for our clients when representing these candidates.

2024 marks 20 years of Green Key and how would you describe your experience since starting here?

Rewarding – from a compensation perspective and a mental health perspective. I appreciate the autonomy and flexibility granted to you here to run a business, the capability to offer input on things like new tech or processes. I love the team I work on here and am grateful to get to work with them every day!

Feb 2, 2024

Steps to Nurture a Multigenerational Workforce

In the rapidly evolving landscape of the workplace, one generation stands out as a force to be reckoned with — Generation Z. Gen Z brings fresh perspectives, tech-savvy skills, and a desire for meaningful work. Recruiters and organizations aiming to tap into this potential must embrace a culture that not only attracts Gen Z but fosters an inclusive environment for all generations.

Understanding Gen Z’s Motivating Factors

According to LinkedIn, “There is a lot of data that sheds light on how members of Gen Z act and what they value. For example, they prioritize diversity and inclusion, and they yearn for a sense of belonging. While most people say they want to work in an organization that has a supportive culture, Gen Z is the generation that is the most likely to walk away if their workplace doesn’t have one…They also expect their employers to care about their physical and mental health.”

Shaped by the challenges of a global pandemic, they prioritize well-being and flexible work options. Recruiters and hiring managers need to recognize these motivating factors and align them with organizational values to create a workplace where all employees feel valued.

Reframing Job-Hopping as Upskilling Opportunities

Data reveals that Gen Z tends to change jobs more frequently, seeking constant upskilling to stay competitive. LinkedIn highlighted that, “They have no job security… so staying competitive — and upskilling to do so — is top of mind. When they can’t upskill and move up within their own organization, they will go elsewhere.” Employers can turn this perceived job hopping into an advantage by providing robust learning and development programs. Recognizing the shift away from the traditional idea of a lifelong job, organizations can offer enticing career growth opportunities.

Fostering Co-Creation Across Generations

Recognizing the strengths of each generation is crucial. Co-creation, involving all age groups in decision-making, allows for a diverse range of perspectives. LinkedIn highlighted, “Boomers and Gen Xers might share what they’ve learned through their many years of work experience while younger generations may be instrumental when it comes to new technologies such as generative AI. One way to bring generations together, Sophie suggested, is through cross-generational mentoring programs. Such experiences give employees of different ages a safe space to learn about each other and appreciate the knowledge that their varying backgrounds bring.”

In conclusion, as organizations navigate the transformative era of AI and technological advancements, embracing Gen Z’s influence is paramount. A culture that values each generation’s strengths, while providing opportunities for continuous learning and meaningful contributions sets the stage for a thriving multigenerational workforce.

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