29 [Expert] The Future of Scalable Video Workflows for your Employee Stories | Edan Haddock & David

[00:00:00] Welcome to the VMJPod, where we feature industry experts, on-the-tools practitioners and video

[00:00:06] my job customers to help you activate your employer brand strategy and EVP.

[00:00:11] Hey there, it's Britt here with this episode of the VMJPod and today we are sharing a recent

[00:00:16] chat we had with Edan Haddock on the Rubberband podcast. So David Machaka and Gavin Lamb

[00:00:21] took Edan through the extraordinary evolution of our product from the three button mobile

[00:00:27] app for job ads through to the Enterprise-ready Employee Story video platform that we are today.

[00:00:33] You'll hear our origin story and the duct tape version of the product that we launched with back

[00:00:39] in 2016, how our customers have really led us away from the single use case of video job ads

[00:00:45] and towards employee-led storytelling, and you get an exclusive look under the hood at

[00:00:50] our latest innovation helping talent teams around the world better communicate their culture

[00:00:55] and values. Enjoy. And we are live welcome viewers and welcome listeners to today's episode

[00:01:04] of the Rubberband podcast and podcast where I am joined by David Machaka from VideoMyJob.

[00:01:11] Now before we begin, I would like to acknowledge the traditional custodians of the land that I

[00:01:16] live and work on, the Wata Warring and Jaja Warring people. I recognise their continuing

[00:01:21] connection to the land and waterways. I pay my respects to their elders past, present and emerging

[00:01:27] and I would like to extend this to all Aboriginal and Torres Strait Islander people.

[00:01:32] David from VideoMyJob who I've known a long time. Welcome David how are you?

[00:01:39] Yeah I'm doing really well Edan good to see you.

[00:01:41] Great to see you as well, great to see you as well and what I'm really excited about today

[00:01:46] David we've been doing a little bit of work with VideoMyJob and we had a focus group

[00:01:52] not too long ago and everyone was really impressed with the evolution of VideoMyJob so

[00:01:58] I'm really excited to hear more about the journey. I'm excited to see a demo from one of our

[00:02:04] banders Gavin today as well so thank you for joining us today as well Gavin and also get

[00:02:09] to know you a little bit more David so this is an exciting episode and I'm thrilled you've

[00:02:15] joined me. Yeah I'm looking forward to getting into it. Excellent well let's start with you

[00:02:20] I always start with the guests tell me about you tell me about your career David walk me through

[00:02:27] David when you started your career David today at VideoMyJob. No worries um well

[00:02:33] I'm an accidental recruiter like most people um I studied software engineering

[00:02:40] university and um yeah when traveling to London didn't think I'd be there for that long but

[00:02:45] end up staying for five years and uh you know really found my feet there quickly I didn't work in

[00:02:51] hospitality as most people do in as they're backpacking through. Yeah I got asked to upload

[00:02:59] some resumes on a database within a technology recruitment company and applicant tracking

[00:03:04] systems are very different to what they were like back in 1999 yeah actually I'll be able to

[00:03:11] upload those resumes so uh yeah that's what I did uh to start up with but being a tech company and

[00:03:17] having a software engineering background um yeah quickly adapted to recruitment um and

[00:03:23] fell in love with it hookline and synco I really knew what the software engineers were building

[00:03:28] and I could best represent that to um huge brands um that I was representing at the time

[00:03:35] who are all trying to do the same thing which is reduce the depth of a television screen or

[00:03:39] a pda because they used to be really big back in the day yeah right with the program like on the

[00:03:45] middle so uh yeah one led one thing led to another and um I was recognized as a really good

[00:03:51] recruiter top billers they would say back then and um yeah I just had a lot of fun traveling

[00:03:56] and meeting friends so I was there for five years and then I came back to Melbourne

[00:04:00] I worked for Randstad for a year and we had a lot of fun there I um yeah it was really good but I

[00:04:10] had a real desire to set my own recruitment company up which I did in 2006 and we were a

[00:04:16] really successful technology recruitment company and early adopters of social sites um to promote

[00:04:24] our own personal brand and company brand and video of course and that company got acquired in

[00:04:30] 2015 so in 2013 we turned the meeting room into a studio we recorded all our jobs back then

[00:04:40] and thinking back it's a little while ago there was there was a bit of turbulence in the market

[00:04:44] where recruiters were perceived to not have real jobs and that's why I wanted to um

[00:04:51] create a video and play on that recruitment is marketing so um yeah our digital footprint went

[00:04:57] through the roof we're filling our jobs faster we're building better connections

[00:05:01] are really innovating in that space so we got nominated for a bunch of boards in 2014

[00:05:06] and that led to our acquisition in 2015 so I thought everyone should recruit this way

[00:05:11] yeah right and knowing the tech scene really well here in Melbourne put together tech team

[00:05:17] and yeah we had an MVP video my job was born um with a view that every that you would create

[00:05:25] a video job ad um with your job requirements to post that out see I absolutely love this David

[00:05:32] right because you know you you look at a lot of um tech innovation that either comes out of

[00:05:38] Australia or the UK or US or wherever right and you know it's it's an idea that has come

[00:05:44] to life but what what I love David with with video my job is it's got that organic history where

[00:05:51] you know you were actually on the tools recruiting and you tried this out in real time it wasn't like

[00:05:57] a you know a big investor that has gone you know what I reckon I can change the way we recruit

[00:06:02] like you were actually recruiting and you thought I'm gonna try something really different

[00:06:06] and it took off from there so it's like it's born out of our industry and I think that's

[00:06:11] really special for video my job yeah it's yeah it is unique I suppose um I was lucky enough to be

[00:06:17] able to do it because I did sell my agency so I could self fund it and I had a tech team behind us

[00:06:24] so yeah I was supposed to have had a pretty unique journey fast forward to today like back

[00:06:29] there when we launched the product like it was not good at all like it was stuck together with

[00:06:34] duct tape really I really loved that they used it and we were a three button up for quite a

[00:06:40] while but you fast forward today and you've seen the platform Eden it's a real platform like it's

[00:06:46] you know we've got so much innovation um to make people's life easier um to be able to capture

[00:06:53] those stories and say aye it's it's it's a big platform so fast forward today we're in over 50

[00:06:59] countries and represent some of the world's biggest world um so yeah it's been a it's

[00:07:04] been a really good journey it's been fun yeah and yeah and I've loved watching the journey

[00:07:09] right like I you know people from video on my job I mentioned Gavin earlier yourself and

[00:07:13] you know everyone's been very active in the rubber band community since I launched that

[00:07:18] only three years ago but you know I was aware of video on my job prior to that and you know

[00:07:23] seeing this new evolution and the product evolution of where video my job is now

[00:07:28] is extraordinary and I and I mentioned uh a focus group that we had where you know Gavin

[00:07:34] showcased that not not too long ago within the community and I think everyone went wow like

[00:07:39] this is not the video my job that I saw five years ago this is something really cool so

[00:07:46] tell me about that evolution like you know you talk about it's more you know full

[00:07:50] platform suite for video content and creative content talk to me a little bit more about that

[00:07:56] yeah so we've been led by our customers and what we've noticed over time is the emergence of

[00:08:02] into a storytelling and employee stories as opposed to just the single use case of a job

[00:08:08] ads so we've gone from a use case that was 100% all video job ads back in 2016-17-18

[00:08:16] and then the emergence of building trust building up job families and just focusing in on the

[00:08:27] problem that culture and values are really hard to communicate within an organization so through

[00:08:33] that lens the product has really evolved to empower employer brand recruitment marketing

[00:08:40] and talent attract talent attraction people or TA people who who can't afford to take on a full

[00:08:48] time employer brand person but can you know associate someone with like 10 hours 15 hours

[00:08:53] a week to be able to do their employer brand and yeah it's been our customers our users that have

[00:09:00] put us in this direction and we've had a lot of luck along the way because there are some projects

[00:09:05] that we started years ago that we just couldn't get off the ground but the emergence of you know

[00:09:11] cloud computing AI and other things that was probably not necessary for you but they're

[00:09:21] not really you know change the way people are capturing stories through video

[00:09:31] so and you know reflecting on my experience and it's been a little bit of a mixed bag I

[00:09:37] suppose in terms of employer brand I mean where I am right now we have an employer brand team

[00:09:42] and we produce really highly polished content now some of it gets really great traction

[00:09:47] some of it doesn't where I worked at Flyby's it was very much a combination of you know we had

[00:09:54] our master brand that we invested in but then we would just kind of share you know it was all

[00:10:00] a little bit ad hoc but that was actually really powerful and we got a lot of traction so we've

[00:10:05] tell me about employee employees stories and and how organizations can use their employees

[00:10:12] and videos of their employees to I suppose have that authenticity around their brand rather than

[00:10:21] just having a highly polished master brand that they've got out in market yeah well I just want

[00:10:27] to premise that I believe in the big polished video and I think it's necessary that companies

[00:10:32] do have them but I think there's a large appetite for candidates particularly ones that you're

[00:10:39] trying to convince to come and join your organization to have different perspectives

[00:10:44] so one topic has 10 15 different perspectives on that particular topic as an example like

[00:10:53] all company culture is hard so when you think about culture being hard to communicate

[00:11:00] there's a curiosity for candidates to understand who they're going to be working with

[00:11:05] and what's the culture's like and companies can win on culture whoever communicates that better

[00:11:10] are more likely to get a better conversion when they're taking that person through time to fill

[00:11:15] increases referral increases a lot of benefits and if people understand what it's like to work

[00:11:20] within the company the trish and retention metrics come down as well so there are a lot

[00:11:25] of benefits to think about a job family that you're struggling with to start off with it could

[00:11:32] this is a nice one to sort of start with what a you know say for instance you're looking for a bunch

[00:11:37] of project managers or business analysts or people to work in data science can we get those people

[00:11:44] to just talk about how the values within the organization they align to those values

[00:11:51] or they in the life videos like what does it really like to work within the company what's

[00:11:56] the structure like and they're not advocacy pieces only they they they're truth pieces and

[00:12:03] companies do need to feel comfortable with that as well that the content that these individuals

[00:12:09] are creating repels people as much as it attracts people so when we think about attracting talent

[00:12:18] and this is an old school way of thinking about it but it still rings true today

[00:12:24] organizations are trying to attract a players to their organization and when we think about an

[00:12:30] A player we're talking about like a one in 20 higher someone who ticks all the boxes is great

[00:12:36] culture fit you know that unicorn who's going to impact the business it could be on revenue or

[00:12:42] the way they're thinking like that's an A player and if you're thinking about the mindset of

[00:12:47] an A player like they are already they've already got a short list of where they want to work

[00:12:52] before they start applying for a position a B player is going to research a company before they

[00:12:58] apply for a position and a C player is just going to apply for everything yeah you're not communicating

[00:13:04] to attract A and B great players and you're just getting either no applications are very little

[00:13:10] for your hard to build positions or being inundated with high with your high volume roles

[00:13:16] with a lot of C grade players if you have a content strategy you can really move the needle

[00:13:22] so you need to instance them I think a big hero piece that sits on your website has a role to play

[00:13:29] but as a company is researching what we're finding we've got a product called Story Feed

[00:13:35] and Gavin will go through Story Feed and you've got I'm using Story Feed yeah yeah

[00:13:40] people candidates get lost within Story Feed because it pushes them down a wormhole where they're

[00:13:47] meeting people that they're going to be seeing in the corridor or potentially working with

[00:13:51] within the team it's really powerful and the data that we're able to share with these people

[00:13:57] if you don't know what Story Feed is Story Feed is a bit like YouTube for career sites

[00:14:03] think about that collage of videos and there's topics that come up on the left hand side

[00:14:08] and people can select the topic it could be a life at company or this is a value collaboration

[00:14:15] I'm interested in collaboration or it could be how to get a promotion within the company

[00:14:20] and then all these perspectives come up from people who've answered a similar question once

[00:14:26] you watch one it leads on to two and three and four and you know it provokes them to apply

[00:14:35] it really does so we've just done a we've got some information this is hot off the press we're doing

[00:14:40] a we're doing just on a pilot with Deloitte oh great grad program yeah in culmination with

[00:14:50] grad connection it's a big one so it's seek it's a big deal we just increased their applications

[00:14:56] by 50% wow yeah right and yeah the time on page

[00:15:03] so when you think about doubling someone's time on a profile page what does that mean well

[00:15:11] downstream it means that people are going to say yes more often than no you're going to have a

[00:15:17] stronger shortlist because people are more consider they're like I don't really want to wait for

[00:15:22] Deloitte oh hang on I know Deloitte was like this this is the place for me I'll apply for

[00:15:26] a position and they're waiting like am I going to hear back from Deloitte yeah so it downstream

[00:15:32] has a lot of bed but just opening up a little bit and just telling people's unique story

[00:15:39] so that's where we're at and the pieces of the puzzle it's when you're thinking about

[00:15:44] collecting stories typically it's hard but video my job has made it really easy

[00:15:51] and yeah so you would have experienced it you saw I have been what it came with a lot of surprises for

[00:15:57] me with story feed in the rubber band community and anyone who hasn't seen it yet just jump on

[00:16:04] to rubberband.com.au and you'll see it pop up in the bottom there and you can click through and

[00:16:08] and watch a lot of the stories I mean we we're in a unique position with rubber bands where

[00:16:14] you know we're not an employer where we're a network and we really wanted to develop a

[00:16:19] network value proposition and we did a lot of research and we interviewed a lot of our members

[00:16:24] where story feed really helped was bringing that all to life because there were so many

[00:16:29] surprises for us and we needed to really we knew we were unique but we didn't know why we were

[00:16:35] unique I mean there are a lot of networks out there and they're all wonderful and they all

[00:16:38] do their own thing and some do in person and big events and all sorts of things but we

[00:16:43] just have this unique culture within our within our network for rubberband and for me being able to

[00:16:50] invite members of the community to talk about their experience and to talk about what our values

[00:16:58] mean to us I mean it was almost like the next evolution of that research piece for us because

[00:17:05] based on the content that was coming back like there was somewhere I was welling up with tears

[00:17:09] right I was like I had no idea we were having this kind of impact on people

[00:17:15] yeah it's it's it's wonderful and and it's you know it's it's raw it's unscripted it's people

[00:17:21] talking from the heart yeah and for me you know I agree with the master brand stuff all of that as

[00:17:27] well because I love I love that right like that's that you know that's being bread and butter in

[00:17:32] in many of my roles but it just it just spoke to me and it really made me understand the culture

[00:17:42] of my network more than I ever would just from saying you know inviting you to do an interview

[00:17:51] tell me about your experience tell me about values tell me about why others should come and join us

[00:17:57] and I just think it's awesome mate yeah thank you I really appreciate it I really love what you've

[00:18:03] done I've seen the videos what you're doing is building community and you're allowing someone

[00:18:08] who's considering joining the community view what your community is all about and what it means to

[00:18:13] them it does humanize it it's it's super powerful you touched on a point I'm I don't know if

[00:18:19] we'll show this in the demo I'm gonna put maybe I'll put him under a little bit of pressure

[00:18:26] but we've just released a new AI for branding you may just mention branding very briefly but

[00:18:32] branding takes time they've got a new AI feature that does that allows people to do

[00:18:38] zero branding so once you set your brand template you don't have to edit the video at all it

[00:18:45] automatically comes through and it edits everything your cover the smile that you have

[00:18:50] because we've got the transcript they can see the title and then it brings it all together

[00:18:55] so if you think like Deloitte for instance they created they just used our new innovation

[00:19:01] they created 102 videos in four days and they'll fully brand it all brand the product

[00:19:07] yeah so when you speak to the leader at Deloitte he's like it can take me by the time I get to

[00:19:16] editing a video it can take me half a week and then I have to spend like a half an hour or 45

[00:19:21] minutes just editing a video I got 102 videos in four days I did not edit one of them

[00:19:26] and they're all ready to go up on story feed and post on socials um I'm so excited to be

[00:19:34] sending this because it's going to save everyone so much time yeah and I think the benefit in

[00:19:40] early careers I mean I've just come to the tail end of our you know um our graduate program we've

[00:19:47] just hired our grads I mean it is so exhausting in terms of the amount of interactions that you

[00:19:55] need to have with the universities with the groups with the big meets with with all of those

[00:20:00] kind of activities in order to nurture and attract early career talent into your graduate program

[00:20:08] what I love is I mean early talent want to meet other grads they want to meet other people from

[00:20:14] the business right so I would be you know I can't tell you the amount of hours we put into that

[00:20:21] over the course of the year leading up to hiring you know less than 10 people right

[00:20:27] with what you can do with video my job you can you can streamline a lot of that right like you

[00:20:33] can you can have that for immediate access to those you know final year students that are

[00:20:40] considering your graduate program like you said within 48 hours you can have over 100 videos

[00:20:46] for them to actually meet other grads and find out more rather than having to basically you

[00:20:54] send so many people from your organization to attend these events to do it in person and I mean

[00:20:59] it's Gen Z right they like video they like instant access so it's a no-brainer well it's um you know

[00:21:07] what's really neat as well because you can refine your next campaign leveraging off the data

[00:21:13] from Storyfeet as well because you've got all these unique interesting perspectives from all

[00:21:17] the graduates like they'll be talking about like you'll have different categories and one of

[00:21:22] the categories could be your first year project now that's just one topic that topic might be the

[00:21:29] most important thing leveraging off the data that people are selecting could be something else

[00:21:34] and making up say it's that well you've got validation that you should create more content

[00:21:39] like that or a particular video that's landing really well it's like well how can we explore

[00:21:46] and open up the perspective from this one video into five different perspectives from

[00:21:52] five other graduates so that we're sharing more of that content or bake that content into the

[00:21:57] onboarding process did you know that you're going to get a buddy um in your first month at

[00:22:04] RIA I'm making that up but there's a unique perspective or a curiosity when they're searching

[00:22:12] and just leveraging on the views and how long people are watching before they move on to their

[00:22:17] second video and then their third video it's awesome data to leverage off totally totally and

[00:22:24] I agree I mean it's it's beyond using video for attraction it's using it for onboarding right

[00:22:30] and then it's also using it for I suppose you know that's getting into your more EVP

[00:22:37] for your current team members how can you use the platform to continue that engagement to continue

[00:22:43] storytelling within the organization it can be used for people development there's so much

[00:22:48] you could do with it um and I think you know we're at that point and Gavin's probably sitting

[00:22:54] there sweating going you're talking about all the things that I want to showcase so let's

[00:22:59] let's bring in what do you reckon are you ready to go? We're getting the thumbs up from

[00:23:04] Gavin so we're going to hand over to Gavin now he's going to do quite quite an end detail

[00:23:10] demonstration for us and then David you and I will jump back in once he's completed over to you

[00:23:15] Gav thanks mate. Hi everyone Gavin here from Video My Job and I'm the talent solutions manager

[00:23:20] and I wanted to give a really big thank you to Eden from Rubber Band for having us on today

[00:23:25] I'm going to be taking you through a really quick run-through of all the latest and

[00:23:29] greatest innovation that we have packed into the platform over here at VMJ and a couple of

[00:23:34] customer examples of how they're using these innovations to full effect to achieve their talent

[00:23:40] objectives so wasting no time at all a quick introduction you may be familiar with Video

[00:23:45] My Job from a few years ago or you know even back in 2016 when we founded as the simple to

[00:23:51] use three button app that's predominantly focused on job ads well I'm pleased to report that we

[00:23:57] have absolutely innovated well and truly beyond this in the current day and age and the best

[00:24:02] way to understand how we're helping our customers now is as an employee story video enterprise

[00:24:08] platform and what that means is with an enterprise focus we're really targeting employee stories at

[00:24:14] scale we're talking 50 60 100 participants responding to campaigns at any one time and in

[00:24:22] the current day and age with mobile devices all featuring HD or 4k cameras it's actually not that

[00:24:27] difficult to capture video but when you're talking about it from the enterprise perspective

[00:24:31] and at scale there's a lot of complexities that get introduced to the process things like making

[00:24:38] sure that your employees are on brand and on message making sure that your branding your logo

[00:24:43] and your color schemes are all handed correctly and all the while ensuring that you're staying

[00:24:48] within the bounds of the IT processes and security whilst you collect those videos

[00:24:54] so wasting no time at all I'll jump right into the platform and the first feature

[00:24:58] set that we'll be discussing today is in relation to security and controls so we're hosted on AWS

[00:25:05] infrastructure in a number of different geographies meeting all of the the local requirements around

[00:25:11] privacy or data security all those good things like ISO and SOC2 best practices are all

[00:25:18] abided by um and we give you complete control as to who has what level of access so you can

[00:25:25] really lock down that only the core users are the ones that are going to be inside the platform

[00:25:29] now that's things like your talent team recruitment marketers employer branders people with the right

[00:25:35] level of training and approval to be producing this sort of content everybody else in the

[00:25:40] platform they're going to interact with it from the perspective of filming and we really limit

[00:25:45] their experience with video my job to collecting those stories from them and then that's where

[00:25:50] experience stops so you don't need to worry about anyone creating like little side projects or

[00:25:56] publishing something accidentally that wasn't ready to go out and then the next piece is we often

[00:26:02] refer to ourselves as marketing's best friend because you know brand is something that's really

[00:26:07] really crucial to get right and in that vein when you come into video my job and you sign up

[00:26:13] as a customer we're going to work with your brand or marketing team to get all of that

[00:26:18] absolutely spot on so your logo your unique color code even down to something as small as your

[00:26:25] font we want that all to be loaded into the platform and then locked as a template so that you

[00:26:30] can be sure and your marketing team can be sure every time you make a video it's absolutely spot

[00:26:36] on which gives them a great deal of confidence to let you get creating and really be responsive

[00:26:43] to the business's changing needs so moving right along the next element of making video easy at scale

[00:26:52] is obviously around how you're going to go and collect that video content so

[00:26:57] that's where our campaigns feature comes into it we run everything via a campaign so you can say

[00:27:03] goodbye to multicolored flags in your email inbox or you know crazy excel spreadsheets

[00:27:11] of trying to keep track of where everything's at this is all catered for you inside the platform

[00:27:16] broadly speaking there's two different pathways you might go down a scripted video or recording

[00:27:22] more of a q and a style of video so if you think about the script maybe a job ad might fit there or

[00:27:28] maybe you've just launched a new evp and you have like a key message that you want to take to

[00:27:34] market you can invite 10 20 30 different employees to all read from the same script

[00:27:39] and then you could actually chop up all of that content to have each of them recording a little

[00:27:44] snippet so you're showcasing your diversity and getting that message across in one hit

[00:27:49] which is really really compelling but we're going to focus on a question so you might have

[00:27:54] something like which company value do you resonate with the most or how would you describe

[00:28:01] the culture at your company so you can then take that question make any amendments that

[00:28:08] you might like to do and then you move on to inviting participants and there's a number of

[00:28:12] different ways that you can invite people if they've already responded to something recently

[00:28:16] they can pop up here in a list or you can just go ahead and invite them you know maybe even a bulk

[00:28:22] upload if you've got lots and lots of people and then we can give our campaign a unique name

[00:28:28] so i'm just going to call this one the rubber band example but you want it to be easily

[00:28:34] identified identifiable later on when you're going back in to go and find how your campaign is tracking

[00:28:41] who's responded who do you need to sort of follow up with and then you can set a deadline so you

[00:28:46] know most importantly you want to provide like when is this due so i can go in there and then mark

[00:28:53] that and then i can give some instructions so these could be brand guidelines that you might have

[00:28:59] or just some tips and tricks about how to get the best quality recording like looking for an

[00:29:04] interesting background or minimizing noise in the environment and then you simply hit launch

[00:29:09] and video my job takes care of the rest so we send out all of the invitations reminders

[00:29:15] status updates like it's all available to the click of a button and then as your videos start to

[00:29:21] come back in you'll be able to see those underneath your campaign so i'll just bring open

[00:29:28] an example that i have here where i've had a couple of my colleagues actually respond with clips

[00:29:34] where i would then be able to jump in and play that back just assess whether or not i'm happy

[00:29:41] with that clip before moving on to editing so before we jump into editing there's one other

[00:29:49] great innovation that we've added which really helps with getting your campaigns completed having

[00:29:56] people respond to videos so one of the biggest challenges that people often outlaid was that they

[00:30:01] wanted to participate but they didn't know what to say so ai is obviously the flavor of the month

[00:30:08] and we have taken a slightly different approach where we were really considered with how we wanted

[00:30:15] to incorporate ai into the platform and really solve the key challenge for our users and we

[00:30:20] saw that scripting could be something that ai could lend itself to quite nicely so

[00:30:25] we've developed an ai script writer to help your employees actually get a starting point

[00:30:31] for what they might like to say so we still want to maintain that authenticity and it's

[00:30:36] important to note that we're not advocating for just reading any old ai-generated script

[00:30:41] verbatim but yeah unanimously everybody found that it was far easier for them to have a look

[00:30:47] at a suggestion and then make edits and tweets to that than it was for them to start

[00:30:53] from scratch now while we were at it we found an awesome opportunity to really enable employer

[00:31:00] brand professionals or recruitment marketers and extend their influence inside an organization

[00:31:06] so there's a lot of painstaking detail that goes into formulating an employer brand

[00:31:10] but then activating it and really making sure that it sort of felt inside the organization

[00:31:15] all too often just came down to the individual responsibility of the person driving it

[00:31:21] what we were able to do is in the back end behind the scenes of our ai script writer

[00:31:26] give you the ability to feed in the unique elements about your organization so things

[00:31:32] like your vision mission purpose your evp pillars and your employer brand strategy

[00:31:39] you can all punch that in even down to really granular things like common themes that are

[00:31:49] topics that you actively want to steer away from another great inclusion you know obviously video my

[00:31:56] job would commonly referred to as vmj we can give ourselves that nickname inside the platform

[00:32:01] or even go so far as giving our employee group a nickname so we found out that the employees

[00:32:08] over at amazon are actually referred to as amazonians and subsequently to having a couple

[00:32:14] of chats to the talent team over there we actually found out that that does great things for employee

[00:32:20] engagement as well as having that sort of collective name so really interesting and a really great

[00:32:25] opportunity to make sure that the suggestions coming through from our script writer are as

[00:32:31] close to you know in your employee tone of voice as you're obviously trying to to advocate for

[00:32:38] so that takes us perfectly into what do we then do once we have all these recordings

[00:32:43] coming back in and that's where we have a number of different options for you

[00:32:48] in how you might choose to go through and brand or edit your videos so first and foremost we have

[00:32:56] something called a quick brand or our web editing suite so in here we have all of the

[00:33:02] different templates that we have actually created in lead up to you coming on board

[00:33:08] inside the platform you can apply those and then go ahead and really quickly easily trim up your video

[00:33:15] so you know there's no painstaking editing that needs to take place here you can get something

[00:33:21] out to market really really quickly for that urgent video that you need because somebody in

[00:33:26] the business has had a great idea or there's been a new priority that's come to the forefront

[00:33:31] and then you get the chance to brand up your title you know really quickly simply easily

[00:33:36] now if i jump back a step we also give you another option there which is around our integration

[00:33:42] with canva so everybody loves using canva i know i'm certainly an addict and you know what better

[00:33:48] way to take your videos to the next level than to give you all of the freedom and creativity

[00:33:53] that canva gives you access to so that's your go-to if you want to create like really high

[00:33:59] production value videos add in like animation and transitions and background music and the

[00:34:04] like but a nifty feature is that we also give you the ability if you're experimenting with other

[00:34:10] social platforms like insta or tiktok for example you can jump in and adjust on the fly the proportions

[00:34:18] of your videos so you can adjust that to square or portrait for example and take that video and

[00:34:24] sort of do whatever you would like with it now that leads me into our newest edition in editing

[00:34:30] which is super exciting and we have a great way to be able to showcase that to you all

[00:34:36] which is our AI auto edit so you know be gone of the days are having to sit there and actually

[00:34:42] even trim up or brand a video our AI tool is in the final stages of testing now and we've actually

[00:34:49] done a fantastic pilot with Deloitte for their graduate program so that will showcase our story

[00:34:55] functionality which is a great two birds one stone kind of segue so Deloitte they are advertising their

[00:35:05] recruitment campaign for graduates on grad connection so I'm sure many people listening to this also do

[00:35:11] and they wanted a better way to you know really communicate the unique offering that their

[00:35:16] their graduate program was to those out there considering them now we saw this as a great

[00:35:22] opportunity to get together and work on testing this new AI feature as I mentioned and in less than

[00:35:29] I think it was four or five days Poncho mentioned we were able to create in excess of a hundred videos

[00:35:36] all branded trimmed up ready to go and get their story feed live on the grad connection page so

[00:35:45] yeah hopefully you're seeing this if not we can try and make sure we get a link for you to

[00:35:49] be able to go and check it out it's absolutely fantastic but yeah over here what we've been

[00:35:55] able to do so for anybody that doesn't know our story feed is video my job tech that can sit on

[00:36:01] any web page that you have access to and it's a video library we're also working on the ability

[00:36:08] for you to be able to host this as like an unlisted video library that you could then

[00:36:12] choose to proactively send out to people but here in front of me I have a whole host of different

[00:36:20] faces of the graduates of Deloitte so I can scroll through and just kind of have a look at

[00:36:26] anybody that might you know really strike out and appeal to me you know really interesting to

[00:36:33] to go and sort of have a little listen as to their perspective of what life at Deloitte is like

[00:36:37] as a graduate hi I'm Jessica Irish I'm a graduate of Deloitte and I just wanted to share some advice

[00:36:45] when applying for the grad program here and it's really cliched so there I get to hear from Jessica

[00:36:51] about her experience and underneath there you know we've incorporated a call to action which in

[00:36:57] this instance is apply now but could also be linking back to your culture or values or any

[00:37:03] other web page that you wanted to drive traffic and then if I click out of there I get the

[00:37:08] option to go and have a look at any other of these many many graduate videos that Deloitte has

[00:37:14] curated and on the left hand side this is customizable per customer per story feed you

[00:37:21] can create these different sorts of pathways that people can go down for their specific interests

[00:37:27] so we've got topics and locations as the two different filterable kind of options here so

[00:37:34] you know we all know that there's a lot of rivalry between the likes of Sydney and Melbourne

[00:37:40] the culture is very different and likewise between you know Brisbane and Sydney or Brisbane and

[00:37:45] Melbourne and individuals always want to know about what it's like to work in that team specifically

[00:37:51] or that office location specifically so they can go ahead click that and then dynamically that

[00:37:57] wall of content will update in line with their interests likewise for topics if I wanted to

[00:38:04] a little bit more about work-life balance because that was very important to me I could find out

[00:38:08] about that or if I was most interested in mentoring and how that's going to build and progress my

[00:38:14] career then I could sort by that now I'm going to switch gears for a second and show you

[00:38:19] another example and that's the team over at Haley on now they're a great brand to showcase

[00:38:25] here because they're a household name that many people don't have a great deal of familiarity

[00:38:30] with they have consumer brands such as Panadol, Voltarins, Centrum Vitamins but you know for whatever

[00:38:39] reason a lot of people don't make that connection then with the corporate brand of Haley on so

[00:38:44] what they've been able to achieve with their story feed is cleverly positioning some of their

[00:38:50] consumer brands their consumer items in the forefront or the background of screen which

[00:38:58] really you know helps create that instant recognition and that connection that you do

[00:39:03] know and trust this brand the other thing that I really like to highlight about Haley on and how

[00:39:09] they've gone about building out their story feed is what it does for speaking to their commitment

[00:39:14] for diversity equity and inclusion it's a massively important topic we all know it

[00:39:20] we've convinced the executive teams that they need to be you know really focusing on

[00:39:25] this specifically and broadcasting you know that your organization is obviously committed

[00:39:30] to this as well but the challenge there is that that's kind of elevated the bar and now

[00:39:35] simply having like a hero message on your career site doesn't really cut it like candidates

[00:39:41] have that level of expectation now but it doesn't shine through even when you're doing really

[00:39:46] meaningful good work in this space and I think a well populated story feed uniquely

[00:39:52] positions this in front of the audience like as I scroll through here I can see just such a

[00:39:58] a diverse mix of individuals sharing their perspectives about what life at Haley on is like

[00:40:03] and that doesn't matter through what lens I'm considering the world whether that is age or

[00:40:09] gender or ethnicity chances are I'm going to find an individual in their story feed that I

[00:40:14] resonate with and makes me feel comfortable that I would be not only accepted but celebrated

[00:40:20] if I were to join the team over at Haley on now the final piece of the puzzle that I want to call

[00:40:25] out for how Haley on have been able to really activate these employee stories is over on LinkedIn

[00:40:32] you know you can see if you go and have a look at the Haley on corporate page or

[00:40:37] maybe you follow Emma Lang who heads up the EV team over there they've just got

[00:40:42] so much incredible engagement on their videos you know here we've got a little blooper reel

[00:40:48] for example of outtakes that again is pushing people over to the careers page but they've got

[00:40:56] 192 sort of interactions on there so that's like likes we've got seven comments but the thing

[00:41:01] that blows me away is they've got 29 reposts and that's all coming from internal Haley on employees

[00:41:08] so you know we've all had that experience where we've asked people to kind of get behind

[00:41:12] a topic or help us sprux something out there on LinkedIn and can be really difficult when

[00:41:17] that's kind of a dry corporate material like this is their personal network that we're speaking to

[00:41:23] but when it's their colleague in the same team or maybe somebody from an adjacent team

[00:41:28] they interact with pretty regularly they're much more likely to get behind that you know

[00:41:33] they know this individual they're happy to shout that out and what's that doing is actually

[00:41:39] getting your content into those hidden talent pockets that you really want to be targeting

[00:41:43] because that's where your A grade talent sits you know they're not necessarily going to be connected

[00:41:49] to your corporate page if we think ourselves about how many corporate brands we're connected with

[00:41:55] it's probably not as many as our connections to individuals you know people that we've

[00:41:59] worked with previously or maybe met at a networking event or an industry event

[00:42:05] and we thought hey you know what let's let's connect with each other on LinkedIn and stay

[00:42:09] in touch these are the superstars these are the ones that you want to be speaking to directly

[00:42:14] and by tapping into those employees networks you're getting your content in front of those

[00:42:19] really really impactful eyeballs where they want to see it and then pushing them over to your

[00:42:25] career side or any other location away from the kind of noise of a place like LinkedIn

[00:42:32] Alrighty so that has been the latest and greatest from us over here at Video My Job

[00:42:39] as well as a couple of quick examples of how our customers are using this to full effect

[00:42:44] so I hope this has been really beneficial for you and if you're interested in creating some

[00:42:49] absolutely amazing employee story videos or you're just interested in maybe exploring one

[00:42:55] of the features that we touched on today in a little bit more depth I'd invite you to

[00:43:00] reach out to me and connect on either LinkedIn or feel free to shoot me through an email always up

[00:43:06] for a chat about how we can help you to better achieve your talent objectives.

[00:43:11] Wow Gav thank you so much for the demo welcome back David so it's pretty cool

[00:43:19] it's pretty cool and as I said just prior to going into the demo I think what I love about

[00:43:26] it is the flex that it has and the multiple uses that it can have whether it's for people like myself

[00:43:33] that are running networks whether it's for organizations for their talent attraction

[00:43:38] whether it's for early careers whether it's for learning whether it's for retention

[00:43:42] all of these things right like you video is just so powerful I mean why

[00:43:48] why is video hey you know I didn't ask you that in in the start I mean we see

[00:43:55] employee testimonials we see those written on our LinkedIn life pages and things like that

[00:44:01] why is video the answer and why is it as compelling as it is for my network for

[00:44:08] organizations for what we've just seen with Gavin what why is that power in video

[00:44:13] why is video the future it's a it's a big answer but we love stories and we connect with humans so

[00:44:24] when you can see someone who you relate to whether it be the work that they're doing because you

[00:44:30] share a similar job title or it could be you relate to them because you're a similar age or ethnicity

[00:44:38] but you can see yourself working within that organization you feel connected and video does

[00:44:45] provoke a response and hopefully a response where people are applying for a job and that's what

[00:44:52] ultimately absolutely I couldn't agree more we'll look David and Gav thank you so much

[00:44:58] for joining today and running through this demo and we've got a really great opportunity

[00:45:05] vendors that are watching and listening I mean we can video my job of generously offered a 90-day

[00:45:11] pilot to you know it's a paid pilot but it's just to give it a crack you're not locked into a

[00:45:16] two-year contract or anything like that it's and that they will really nurture and guide you

[00:45:20] through this now if I Eden Haddock who is not Mr Technology could have done such a great job

[00:45:28] with the rubber band community in getting my story feed up and running in such a short period

[00:45:33] of time with so much impact you can do it as well and I encourage you to give it a shot

[00:45:39] like I'm so glad that I did I've been rewarded in ways that I didn't expect and it's even taken

[00:45:47] the rubber band community in different directions just from the content that has come back and

[00:45:52] we've also seen quite as everyone's been noticing because new new members of the community

[00:45:58] are getting welcomed every day we've noticed a really big increase in new joiners to rubber

[00:46:04] band and I think that just speaks volumes right it's working it's working for us so David thank

[00:46:10] you so much and thanks for telling us all about the journey it's such a great example of

[00:46:16] Aussie innovation and we love Aussie innovation at rubber band so congratulations mate nice one

[00:46:23] Eden thank you so much for allowing us to tell our story amazing well um banders check it out

[00:46:30] reach out to me if you want to hear more if you want to learn more from me reach out to Gav Gav's

[00:46:35] in rubber band and he's very active and he always loves hearing from you and of course reach out

[00:46:40] to David and thank you so much for joining us today thank you thanks so much for listening

[00:46:51] to today's episode if you want to learn more about activating your employer brand strategy

[00:46:56] and EVP then you can check out podcast.videomyshop.com for a library of industry perspectives and how to

[00:47:02] now if you're ready to level up your activation strategy then you need an employee story video

[00:47:07] platform and that's what we do go to videomyshop.com forward slash demo to book a walkthrough with

[00:47:14] one of our video specialists or click on the pricing page to learn about our new 90 day pilot

[00:47:19] program lastly we'd love for you to help us spread the word about the vmj pod to attract

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