In the COVID Job Market, 'Videos' Are the Trend from Information to Interviews

From Job Category Q&A to Video Interviews Ensuring Convenience for Job Seekers

Due to concerns over the spread of COVID-19, many companies are conducting video interviews for applicants of open recruitment. Photo by Yonhap News Agency

[Asia Economy Reporter Kim Heeyoon] As non-face-to-face culture has expanded due to COVID-19, job-seeking activities using videos are being carried out in various ways.

According to a report released on the 23rd by the job site JobKorea, a significant number of MZ generation job seekers use video content to acquire employment information, mainly obtaining information such as job Q&A, resume writing tips, and interview know-how. As it has become difficult to hold offline corporate recruitment briefings and job fairs, job seekers are focusing on video content that allows them to easily access recruitment-related information from home.

Companies are also conducting various recruitment procedures using videos. To help job seekers easily understand the company and feel a sense of familiarity, they produce snack content-style videos to deliver recruitment-related information or convert face-to-face interviews into video calls.

Video Interviews and Video Content Communicate with Job Seekers

Indent Corporation, an AI-based video review service company, operates its official YouTube channel ‘V Review’ and provides recruitment-related information to job seekers through various content such as ‘InCrew Talk’ and ‘Unboxing Indenterview.’

‘InCrew Talk’ is content that unfolds information about jobs and companies through interviews with team members from various job fields, as if chatting with friends. It discusses specific programs actually used in work and the most necessary skills, and based on information such as the organizational tendencies and culture felt by employees and the company’s values, job seekers can understand their potential match with the company in advance.

Video technology company Hyperconnect responded quickly by converting all recruitment procedures into non-face-to-face formats starting early February. Beginning with an ‘Open Day’ event live streaming for prospective employees, all procedures up to the final interview were conducted remotely. Tailored to experienced hires, the company released office videos vividly capturing the internal atmosphere and work environment, as well as information on organizational culture and welfare benefits, allowing applicants to check frequently asked questions all at once, which attracted attention.

Pearl Abyss also provided information on internship recruitment through various non-face-to-face communication channels. In particular, on the YouTube channel ‘Pearlcruit,’ they held internship Q&A live broadcasts where recruitment staff answered internship and hiring-related inquiries in real time, allowing job seekers to interact directly with HR personnel or specific job managers, which is usually difficult.

Code States, a digital talent development bootcamp, gained industry attention by launching the pre-education post-payment income sharing agreement (ISA) program ‘We-win.’ In the process of selecting talent across various fields such as development, education operations, design, marketing, finance, business development, and product management (PM), the first interview after document screening is conducted remotely.

Large Corporations Also Focus on Video-Based Recruitment

The video trend is expanding not only in startups but also in the traditional large corporation recruitment market. Before COVID-19, recruitment briefings were held offline every hiring season, but now online recruitment briefings using video content are actively conducted.

Earlier, Samsung Display held a live streaming recruitment briefing through the video platform ‘KakaoTV.’ CJ CheilJedang also provided content titled ‘Top 5 Resume Writing Tips at CJ CheilJedang’ on its YouTube channel ‘Jedangshuman.’ Additionally, Lotte Group produced vlog content introducing job information by affiliate companies, demonstrating communication with new applicants.