20 [Customer] Remi Marcelin, people2people

[00:00:06] Hey everyone and welcome to our final CoLab live session for 2023. So we're your hosts,

[00:00:14] I'm Megan the Product Marketing Manager here at VideoMyJob

[00:00:17] And I'm Bowdoin the Customer Success Leader

[00:00:19] Yeah and we run these live sessions twice every quarter. We respect a different VideoMyJob user

[00:00:24] to give you insights into how they're successfully leveraging video in their talent to brand strategy

[00:00:30] And today I could not be more excited to have Rimi from People2People as our guest

[00:00:36] Welcome Rumi

[00:00:37] Hey guys, how are you doing?

[00:00:39] Yeah really really good. Before we start I might just do some housekeeping

[00:00:44] So for those that have dialed in there is a chat function so please feel free to post any

[00:00:49] questions you might have for Rimi and we'll monitor and answer those questions during the

[00:00:53] session. Otherwise yeah look Rimi thank you so much for joining us. I know that people

[00:01:01] to people have been using video as part of these strategies and more specifically

[00:01:05] VideoMyJob for I think it's around seven years now so I'm really really looking forward to unpacking

[00:01:12] that journey with you today. So look without further ado I'll just I'll jump straight in

[00:01:19] Firstly Rimi can you start by telling us a little bit about your team setup, what your

[00:01:23] role is like and then the core mission of your team?

[00:01:26] Yeah sure so I'm the marketing manager at People2People. So People2People is a recruitment

[00:01:32] company with about 130 people across Australia, New Zealand and the UK

[00:01:40] And so yes I am the marketing manager for those teams so I just support them for

[00:01:46] everything marketing and in the context of videos and video my job what I really do

[00:01:55] part of my role is really to promote the use of videos across the business just because we know

[00:02:01] that videos really help our recruitment consultants extend their talent pools and promote their

[00:02:06] personal brand. Wow so what made you actually explore a video session in the first place

[00:02:13] and what led to the implementation of VideoMyJob? I think there's like a I would say

[00:02:21] two to three things I think the first thing is if we kind of like wind back a little bit

[00:02:27] 15 years ago like for the last 15 years there's been like the rise of social media and I think

[00:02:32] with the rise of social media and companies really starting to boost and to promote their

[00:02:37] employer brand is but my employer branding has become essential to remain competitive

[00:02:44] as an employer and for this reason videos became more and more important because

[00:02:51] while you can really highlight like you know three words and three job descriptions you can

[00:02:55] really highlight part of your business etc but at the end of the day it's really just words

[00:03:00] whereas with videos you can give a bit more of the vibe you can showcase instead of telling you

[00:03:05] can show like who you are and what you are doing and how you're doing it and I think people

[00:03:11] resonate way more with this and it's just much more powerful than just words at the end of the day

[00:03:15] I love that yeah show instead of tell and that's perfect and can you Remy can you share specifically

[00:03:24] how your how you and your team are using the platform and then some of the use cases that

[00:03:30] you're solving for as well? Yeah so I think the main the main and the first one that

[00:03:36] that comes to my mind would be like videos on our job ads so internally obviously we really

[00:03:42] want to we are recruitment agency so we are trying to fill jobs and part of our success

[00:03:49] and trying to is trying to fill those jobs as quickly as possible so we use videos on

[00:03:56] job ads specifically because we know that videos helped to boost application numbers

[00:04:02] by I think it's about 30% so that's I think that's the main reason why we always stick

[00:04:07] to having always a video on all our job ads but we also do other things so if you think about

[00:04:13] our expertise we use videos to just showcase that we are experts in recruitment so typically I think

[00:04:20] one good example of this is one of our team leaders called Aiden Boss I think for the last

[00:04:28] three or four years every Friday he has been doing a video highlighting a recruitment tip

[00:04:35] so now it's been like I think 100 or 150 or 200 videos easily on on recruitment tips and

[00:04:43] when I talked to him the other day definitely said that part of his success and part of the

[00:04:47] reason why his network and his network has expanded so much was because he really put himself

[00:04:55] out there through his video my job and was able to just showcase his best self and showcase

[00:05:01] his expertise through videos another another thing we can do with videos and that's what we do is

[00:05:08] so people to people we don't do just recruitment we try to provide to provide added value to our

[00:05:14] customers and one of them for instance would be our market report the other one would be

[00:05:19] in person events and all our recruiters for those specific initiatives will always do a video

[00:05:25] as a way to promote what we do and just try to grab people's attention so obviously I think

[00:05:32] it's today on social media we are kind of like bombarded by a lot of things and videos are the

[00:05:38] best way to grab people's attention so just making sure you do this for for the key

[00:05:43] initiative for your company will really help to promote yourself as a recruiter and promote

[00:05:49] your personal brand but also promote your business as a whole and then and then finally I think the

[00:05:55] fourth one would be the story feed which is like a special a special video major feature

[00:06:02] but something that we actually loved so the story feed is a widget that you can put on

[00:06:09] some pages of your website so typically your carrier pages and through this widget people

[00:06:15] will be able to to explore multiple videos on different themes and topics such as diversity

[00:06:24] well-being your company culture etc etc as a way to help people who wants to

[00:06:30] or who are at least considering applying for one of your roles to to figure out okay how is it

[00:06:38] to work for video major or how is it to work for people to be how does it feel like what are the

[00:06:42] people like there what are they saying about well-being what are they saying about diversity

[00:06:47] inclusion of people to people so that's a widget that we've had and has been I think very successful

[00:06:52] and the number of views we've had on this widget has been pretty pretty great wow it sounds like

[00:06:59] you guys are really using it across various use cases like I love that you guys are doing it

[00:07:04] for every single job ad it really sounds like you know your people are using the platform

[00:07:08] to also elevate their personal brand which is you know also coming back and talking about you

[00:07:13] know the expertise of people to people as well and then you know internal and external comms

[00:07:19] but what I really wanted to touch on is story your story feed Remy um what what was the problem

[00:07:26] you were trying to solve when you um yeah when you when you tapped into that initiative

[00:07:33] I think there were a couple of problems we had so first I think video my jobs is great but

[00:07:40] I guess um at the end of the day with video my job it can really depend on who is doing it and

[00:07:46] some people are just a bit more talented at doing videos and figuring out what's a good background

[00:07:51] what's a good angle for the video what's etc um so there was this part which is just kind

[00:07:57] of like just trying to make sure it was going to look good if it was going to sit on our website

[00:08:02] for a very long time and then on the other side what one thing that I wanted is just I think with

[00:08:09] sometimes with videos people tend to some people get very self like self-conscious when not when

[00:08:15] on videos they really want to prepare and I think the problem sometimes when you prepare

[00:08:20] is you look very prepared and you don't come across as authentic or genuine or just natural

[00:08:27] so by for us um for us we wanted to try to find a way to make sure they were they just looked like

[00:08:35] we just asked them a question and they had to answer it which is kind of like where we came

[00:08:40] came up with this idea of one so every year one day one day in a year we pick one office and then

[00:08:46] we get all the team in this office to answer a set of questions we don't provide those questions

[00:08:53] prior to prior to the filming just because we want to make sure they have to think on the spot

[00:08:59] and usually it's been just very successful and I think it's also been some of the feedback we've

[00:09:04] had overall from customers has been that you just see that it's something that's genuinely

[00:09:10] it's not people like repeating something they've prepared like they've prepared two or three

[00:09:16] days before it's actually something that they say on the spot so I think it like the

[00:09:20] authenticity is really important uh so yeah I think that's something we've also solved through

[00:09:27] okay so really collecting all of those authentic videos having it in that one place

[00:09:32] and I guess part of the authenticity you're really able to show the culture and diversity

[00:09:37] across your business as well yeah yeah I think that there's also I think the one thing is because

[00:09:42] they also know that they won't be the only person interviewed there's just less pressure to

[00:09:46] perform I think with videos sometimes there's a bit of a oh like I have to do one video today so

[00:09:52] I have to be good I think when you tell them actually we'll be filming we'll be filming 10 or 15 people

[00:09:59] so the reality is you might have a great answer to to one question and to another question you

[00:10:04] might just be a bit less inspired that's actually fine we don't need you to be great at every

[00:10:09] question we just want we just want to like basically take the best parts of everyone to

[00:10:14] showcase at the very end when we get to like five to ten videos amazing are you um Remy on those

[00:10:23] filming days uh just the mechanics of it are you giving people cards to answer questions from and

[00:10:30] are you having to do any forms of bribery like food coffee? No actually this is more than a

[00:10:37] dictatorship since that's a marketing dictatorship so they just have to come uh no overall I think

[00:10:44] most people understand and um so we don't do you don't do bribery with cookies etc although we

[00:10:50] just get everyone to to do it obviously we like some people know the I think some people

[00:10:58] we can see it on the day they are way more stressed stressed out than some some others

[00:11:03] so I think it's just also just reading the rule if you figure out that Megan is just

[00:11:07] panicking like while filming those videos there is no point just asking another 15 questions to Megan

[00:11:13] like clearly she's not like it's not her day so let's just move on um so I think yeah so but um

[00:11:21] apart from apart from this it's really just one day I think people understand and I think

[00:11:25] people are actually quite like even though it's quite a stressful process I think people

[00:11:30] are quite happy when they they look good on screen and they look like they look like they look like

[00:11:35] they are smart on screen you know saying quite nice things promoting the company that's something

[00:11:39] that people enjoy it's just a process that's sometimes a bit uh I guess a bit trickier

[00:11:46] yeah and um I think in terms of the the outcome of the great content that you produce for

[00:11:51] your story feed when I'm when I'm having conversations like this with a lot of customers

[00:11:56] we often arrive at you know that question of or the answer of what what does story feed actually do

[00:12:02] and there's been a narrative that has been developing with a few customers that it's

[00:12:06] about moving um candidates from being curious to being convinced does that resonate with you

[00:12:14] or would you phrase it any differently yeah no I think I think um obviously as a recruitment

[00:12:20] agency it's a bit different for us but I think if I was uh an employer just not a recruitment agency

[00:12:27] I do think that he can really help because as I said before um between reading on the website that

[00:12:35] this employer is promoting well-being at work and diversity and inclusion and

[00:12:40] uh but between this and actually seeing it in front of you and seeing people from

[00:12:46] very different backgrounds or very different walks of life like talking on the screen about

[00:12:51] how it feels to work for people to people or how it feels to work for video measure

[00:12:55] I think it's just much more powerful and it just feels more more real I think that in the past

[00:13:01] I mean I don't I don't think it's been true for everyone but I think sometimes uh sometimes we've

[00:13:09] like the job descriptions don't necessarily match the reality of what you see at work

[00:13:14] because at the end of the day every employer would say they have a great company culture

[00:13:18] it doesn't mean that's actually true so I think those videos really help you

[00:13:22] figure out figure out on your own if you are a good match for this company culture

[00:13:26] or if it's just something that's not really uh aligned with your values yeah great yeah thanks

[00:13:33] for sharing that um and so with are there any other wins or outcomes that you're getting

[00:13:38] from incorporating video into your strategy Remy?

[00:13:43] So as I said I think the key thing like at the end of the day the key use case for us has been videos

[00:13:50] on job ads I think that's the main way we use it and that's the most popular amongst among

[00:13:55] teams because it really boosts the application numbers by I think it's about 30%

[00:14:03] um I think on the on the other side we we've had like a we every every year we get

[00:14:11] like quite a few consultants who would post a video post a video on social media and because of

[00:14:17] this video uh this video gets uh gets shown to their network and people in their network

[00:14:24] pick it up find it very professional or like very much like the the video and then contact

[00:14:29] them back to ask them hey actually could you help me out hey actually I'm quite interested in this job

[00:14:34] can you like is it still available so I think um it really helps you to differentiate yourself

[00:14:40] from your competition not if like there's not that many people doing videos especially for

[00:14:46] every every job that you are working on so I think first it really helps you differentiate

[00:14:52] yourself and I think also it helps you get some extra market shares because at the end of the day

[00:14:57] we use it for job ads but I think you could use it for very much everything if I was let's say Nike

[00:15:03] so if I was selling shows online you could easily do a video like a video review of the like the

[00:15:09] new pair of shows that you are selling and explaining why it's so like why they are so good and why

[00:15:14] you really love them and I think that's something I haven't seen at all on LinkedIn so that's

[00:15:18] something that would be more likely to just pry my attention and possibly get me to have a look

[00:15:23] at their website and buy some Nike shoes so yeah that's a really important point about being a

[00:15:30] differentiator um if you want to actually be different you have to be different and the

[00:15:36] easiest way to be different is to do the thing that most people won't do video yeah and I think

[00:15:41] I think another thing is and it's more of a obviously like what I've tried to talk about

[00:15:46] before um well I think for the number of applications like the number of applications

[00:15:50] very tangible I think that part of like the video like part of the the return on investment from

[00:15:57] video my job is really quite intangible and it's really helping you to build your social media

[00:16:03] presence so as I said with the rise of social media not companies and marketers have to be

[00:16:09] active on social media and one of the best ways to get engagement is read through videos

[00:16:15] and video my job has made us made out of just much easier because for video my job what you can do is

[00:16:21] you can set up your branding and then give the power to your people so for marketers it's really

[00:16:27] saving your time um it saves your time so you don't have to always add the branding yourself

[00:16:32] etc etc no you just prepare all the branding is done and once it's all done it's on to your

[00:16:38] people to do to do their part and they don't have to come back to marketing every time to ask

[00:16:43] is that okay so I think that's really helped us to like boost our social media presence and really

[00:16:50] promote our people's personal brands wow I love that um Remy so a lot of our customers obviously

[00:17:02] or the question that Bowden particularly gets asked is you know how do I get my people in front

[00:17:07] of the camera and you know people and people have been using video my job for as I said you

[00:17:11] know coming up seven years now um or just a little bit over um so what adoption can you talk us through

[00:17:18] some of the adoption adoption challenges that you faced during your time with people to people and

[00:17:23] you know how you kind of overcame that um yeah to get your people to use video my job to create

[00:17:29] the videos so I think overall I'd say the main challenge has always been for us

[00:17:37] some people just don't like videos or some people are just very scared of doing videos and

[00:17:41] not necessarily when it comes to you know like personal videos on your instagram or your tiktok

[00:17:45] that's entirely fine but as soon as you tell them you're going to do a video for work

[00:17:50] suddenly there's just more pressure to make sure it looks professional and make sure it

[00:17:54] looks good so I think uh for us it's we we had to kind of like just make them understand that

[00:18:00] at the end of the day is just is just a video like you're not putting your career on the

[00:18:05] line by doing this video and by making mistakes during a video uh something is just kind of like

[00:18:10] just making sure they understand it's at the end of the day is just a video it doesn't have to be

[00:18:17] exactly perfect uh to go back to the authentic authenticity side I do think that's on time actually

[00:18:22] having a video where you start a little bit or where you have to repeat yourself because

[00:18:27] you've said something that's not grammatically correct I actually think that's uh it makes

[00:18:32] you look like you're not just you're not a robot and you're actually just uh just on the spot doing

[00:18:39] a video for your audience pretty much um so yes I think that's been the the trickiest part where

[00:18:45] you're just trying to help people understand that videos are not very hard and videos are not

[00:18:52] very time consuming um and yeah I think for us the solution uh overall I think the main the main

[00:19:02] driver there is obviously a few things we can talk about when it comes to like how to try to

[00:19:08] like how to make it easier for people to adopt those um like adopt making those videos uh more

[00:19:14] often I think the main thing for us has been if leaders don't walk that walk and talk the talk

[00:19:22] it's not gonna work pretty much I found that we found that in offices where the leader is very

[00:19:29] promoting videos and doing videos themselves then the adoption rate is much higher than in

[00:19:36] in offices where the manager or the team leaders are not doing it and and I think it goes back to

[00:19:42] this kind of like video well it's very much if you don't like video and no one is promoting

[00:19:49] it why would you do it so it's really just on the managers and the team to just make sure

[00:19:54] they promote videos in us so people feel like first it's not that hard it's not that

[00:19:59] terrible to do one video but also it's just part of your job and you just have to do it anyway so

[00:20:04] yeah so I guess yeah the key ones there is like get the bind from your leaders um to really let

[00:20:11] that yeah trickle down and then um I love what you say you know there's it's kind of there's

[00:20:17] magic in that imperfection right like it's it's stutter and just just be yourself because those

[00:20:21] are the videos that people will resonate with because they yeah because it's it's authentic so um

[00:20:26] yeah I love that Remy that's yeah really great advice yeah it's uh it's actually quite interesting

[00:20:33] like more of an anecdote but what I've seen quite a few companies especially on Facebook so

[00:20:38] Facebook LinkedIn is quite a professional social media so I think people expect what they see on

[00:20:44] LinkedIn to be pretty branded but on Facebook for instance first I've seen that more and more

[00:20:49] companies are removing any kind of branding but on top of this I think some companies are

[00:20:55] taking pictures they just look a bit they just don't look very like that great and I think

[00:21:01] the reason is like they look like they've been just taken by a normal person not by marketing

[00:21:05] polishing it and making it look perfect and I think having this kind of like authenticity or like

[00:21:11] just having this thing that this video that doesn't look perfect but it looks like it's

[00:21:16] been done by someone who is not trying to uh to be overly self see I think we'll just be more

[00:21:21] successful today than anything that looks a bit too branded uh yeah or promotional

[00:21:28] this is the this is the thing in in terms of social media it's it's all about social proof

[00:21:34] and what people will believe versus what they won't believe right yeah one other person and um

[00:21:41] yeah I think uh I think at the end of the day I do think that people more and more

[00:21:48] try to I think we've just developed filters that the right that's already is about it is when

[00:21:53] when I look at my face not that I look cool on Facebook that much anymore but when I look at

[00:21:58] my Facebook right now and I scroll as soon as I see something that looks quite branded or quite like

[00:22:04] all the picture looks like a stock picture or something scroll scroll scroll so it's when

[00:22:09] a picture is like oh it's not perfect it looks like it's been taken by an individual then you're

[00:22:15] like oh you look at it and I'm like oh that's people to people okay so it's actually something

[00:22:20] it's actually a company but it looks like real people it doesn't look like the perfect people

[00:22:24] that you can find on those stuff pictures it's like that happy medium between um you know like a

[00:22:30] real professional um agency type video and and yeah and and very poor quality so it's like that sort of

[00:22:40] like happy medium in between yeah yeah no totally but I think to go back to I guess how to uh

[00:22:50] how to increase the adoption rate uh regarding regarding video major in your in your office

[00:22:56] or in your company I think one thing that one one other thing that's been very successful for us is

[00:23:02] as I said some people are just very they don't know what's a good back what what what a good background

[00:23:08] looks like they don't know they don't and they don't want to think too much because if you think

[00:23:12] too much it's just very complicated and that's just they don't have the time to take like we

[00:23:16] don't we can only make uh as many decisions as we can every day so I think they want something

[00:23:22] to be very simple so for us it's really been on trying to simplify the process as much as possible

[00:23:28] so one other thing we've done is we've tried in all so we've redesigned all our offices

[00:23:33] between 2021 and 2022 and what one thing we've done is but when we're designing them we've

[00:23:38] tried to find like spots in the office where it would be very easy to take videos so that way

[00:23:44] they know that if they want to take a video they don't have to look around and just wonder

[00:23:49] where am I supposed to take this video what's a good background they already know also there's

[00:23:54] a couple of spots up this one is free let's just go and do it there I think it's just like trying to

[00:24:00] figure out what could be the the obstacles that people will be facing when doing when trying

[00:24:07] to film videos and trying to remove as many as you can I love that and I love that you guys

[00:24:14] have um yeah dedicated spaces and I can't imagine it would need to be big spaces it would just sort of

[00:24:21] be a little a little spot so that they can just have a good background and yeah what a great idea

[00:24:27] I love that you guys do that yeah no it's definitely I think it's uh it's just yeah it doesn't need

[00:24:32] to be very big and uh and yeah it's just I think it just makes things easier we also have an

[00:24:37] exotic people like tripod with lights just to make it easy for them if they want to if if those two spots

[00:24:44] are taken then they can go anywhere and do their video on their own but I think having dedicated

[00:24:49] spots just remove um yeah just remove just remove one of the difficulties they can find in making

[00:24:56] videos yeah that's that's a great call because it makes me a little bit sad to think about how

[00:25:01] many great videos never got made because someone was hunting around for a place to do it

[00:25:09] not only personally I think um yeah I think I think it just definitely makes a difference also

[00:25:14] as I said some people um not everyone is great at figuring out what's a good video background

[00:25:22] so I think by having this uh those like two spots in your office like one or two spots

[00:25:28] in your office available I think from a marketing perspective the marketing team will know that there

[00:25:34] is always uh it's always gonna look good because I think for for marketing the well typically we

[00:25:40] we have a new partner in South Australia Edge recruitment and they might start using video

[00:25:46] my job and the first question from their marketer was like how can I make sure that

[00:25:50] they actually looks good because I don't I know some of some of those people I I know

[00:25:55] some people in my office and not all of them would accept like would know what to what to

[00:26:00] what to use as a background so how can I make sure this so having those spots I think from

[00:26:05] marketing perspective also ensures that it doesn't look uh why does it look okay every time

[00:26:13] yeah yeah and for those people that work from home as well um now that we've got the ability

[00:26:19] to do desktop recording on video my job typically you work from home people you have your background

[00:26:25] set up for all of your video conferencing anyway so now that you've got desktop recording it's the

[00:26:30] same you just press record yeah simple one other person I think that that's actually one thing that

[00:26:36] was uh I think that took a bit of time for for our people because I think at first they were

[00:26:41] quite self-conscious of showing that they were working from home um because it was I mean

[00:26:47] 2020 or 2021 it was still quite new or not something that was widely adopted or we just didn't know if

[00:26:54] it was going to stay the norm or go back to everyone working from the office pretty much five days a

[00:26:59] week um so I think but now I think people are more comfortable with um well first showing that

[00:27:06] they're actually working from home but also they I think more and more people has a little like

[00:27:11] office spot in their house or in their apartment and um it's just a matter of trying to put a couple

[00:27:17] of plants in the background a couple like friends like we have here and uh and they will look all right

[00:27:25] absolutely so lastly Remy uh I think we've covered a lot on on adoption but is there

[00:27:31] anything that you would kind of leave off on this subject as a final note you know for anyone

[00:27:37] who still might be struggling with with adoption or getting people on camera um anything oh any advice

[00:27:46] at all really um any advice that you've kind of picked up during your during your journey with video

[00:27:51] and adding that getting that in your strategy anything um from any any of the use cases that

[00:27:56] you've sort of covered off today that you that you thought might be useful for any guest styling

[00:28:01] in today I think there is a okay I think there's a couple of things I think first you always

[00:28:07] have some video detractors like people who just don't like videos and don't want to do videos I think

[00:28:13] for those people especially they're hiring managers and you really want to have a video on every job

[00:28:20] ad typically uh I think for those ones if you can manage to convince them to just do one one

[00:28:26] that's quite generic that they can use for pretty much every role they would be

[00:28:30] advertising under their name it's actually quite good because that way um that way you

[00:28:35] don't have to fall down to do it every time but at least you know you have this kind of like

[00:28:41] general it will be more generic obviously won't be talking specifically about

[00:28:45] the role they are working on but uh I think it will still be good enough to showcase

[00:28:50] the idea of like who they are as a manager or who they are as a hiring manager and who they are

[00:28:55] as a company um and I do think when we talked about story feed I talked about like doing a one

[00:29:02] one day project where you do a bunch of videos for your website I do think that was actually

[00:29:06] very successful for us just because um when you want those higher like higher quality video and

[00:29:14] just a bit of a higher quality content it's just uh I think it's made a big difference for us to

[00:29:20] just ensure that we have those videos that we can use and that you like typically for those

[00:29:25] video detractors if they don't want to do videos themselves then you can possibly just

[00:29:30] use some of those videos that are describing the company that you do on that on that one day

[00:29:36] so I think that's been very good to produce the content and marketing need and then the rest

[00:29:42] people can do it on their own using video manager throughout the year

[00:29:48] brilliant so great so great um look Remy that's that's pretty much coming to the end of

[00:29:54] everything um because I don't I don't think that we've got any um questions come through but

[00:29:59] we have got a couple ones come through saying thank you for the great insights so um thank you so much

[00:30:05] thank you so much for for helping us end off our collab year um and thank you so much for for

[00:30:12] sharing your your journey and insights today we really do appreciate it um and then for those

[00:30:17] that I have dialed in today be sure to check your um inbox next week because we will be um

[00:30:23] sending you guys the full session of this you will be able to get it on linkedin but we will um

[00:30:30] email you our full live session of today's um of today's uh live chat with Remy so thank you

[00:30:36] so much for for dialing in guys thanks Remy thank you guys