14 Jan Corporate Culture Video
Creating a Corporate Culture Video
The War for Talent goes back to the late-nineties internet boom and has existed ever since – aside from the few years following the GFC and busting of the original internet bubble. It remains strong, especially in those key hard-to-fill tech roles.
Companies have always needed to differentiate themselves from the competition through employer branding, and a large part of that brand is the company culture. A visualisation of the values, goals, aspirations – and the 4pm knock off time on Friday. Why should poeple join you, why do they say, and what’s great about working there?
Creating a corporate culture video is a great tool for recruitment, but also for retention of talent already in the organisation in demonstrating their personal and team impact on the organisation’s strategic and fiscal development.
The best people want to work for the best team. Few players in the world would turn down the opportunity to be a part of the current Liverpool football team. Can your organisation demonstrate the constant drive for improvement, the teamwork to get there – and a manager to whom everyone looks up to and all are pulling for.
The culture video will take inspirational stories from team members, detailing their efforts and contributions. In a larger organisation without large-scale cross pollination, it’s great for personnel to get the opportunity to tell their story and achieve some form of appreciation and recognition from colleagues outside of their immediate bubble.
This form of individual and team publicity serves to inspire others within the company thus driving further productivity.
Interviewing style and expertise is key. We need to draw the pertinent elements and move between the strands to pull together a cohesive but interesting and engaging video focusing on the individual elements which made the difference. What choices were made, the focus on success and the additional effort that achieved it.
We are especially keen to avoid clichés in any productions and avoid quoting (or misquoting on most occasions) of famous idioms. Be real, get to the point and extract the meaningful elements.
You’ll need to conclude the message, emphasising the cultural directive and a decision as to whether you want different endings – one for internal retention, and one for external recruitment – or if the word can be combined in a single, resounding synopsis.