Videos

Recruitment video maker

The thing to internalise before making one is that a recruitment video is a job advertisement. Which means the employment advertising rules apply to the pictures and the narration, not just to the text of the posting, and that a generic culture film with no role in it cannot do the job you made it for.

Create a video with OneCraftWhy the role has to be named on screen, what the pictures imply legally, and the retention rule

A video frame reading BRINDLE SYSTEMS IS HIRING above Field Service Engineer, with a line about eight to ten site visits a week and on call one week in five. — The job title on screen, in a fictional hiring video. A culture film with no role named in it is not a job advertisement.

Name the role on screen or it is not a job ad

A film about how great the culture is, with no role named and no next action, cannot be attached to a requisition, cannot be measured against applications and does not tell a candidate what is being offered. Put the job title on screen, show the work actually being done, name what the successful person will spend their week on, and end on the application step rather than on the logo.

The pictures make claims too

Employment law prohibits publishing a job advertisement that shows a preference for, or discourages, applicants on protected grounds, and that covers imagery and voiceover as much as wording. The regulator's own example of unlawfully discouraging older applicants is asking for recent college graduates, and a video showing only people in their twenties over a line about a young team carries the same exposure. Show the workforce you actually have.

Keep every cut for at least a year

Advertising and notices relating to job openings have to be retained, in the United States for a year from the personnel action. If the video ran as the advertisement, the video is the advertisement, and that includes each platform cut. Practically, keep the exported files and note where and when each one ran, because a year later nobody remembers which version was on which platform.

Build it so you can swap the person

The employee who fronts your hiring video will eventually leave, and using their image afterwards is a live question rather than a settled one, particularly under European data protection where employee consent is weak because of the power imbalance. Build modularly: several short employee beats rather than one hero, so a single scene can be replaced. Get a signed name, voice and likeness release rather than relying on a handbook clause, and record why you believe continued use is fair if they leave.

How it works, in three steps

Step 1
Put the job title in the brief
Written as it appears on the requisition. It becomes on-screen copy, which is what makes the video usable as an advertisement.
Step 2
Show the work, not the building
Upload photographs of the actual job being done: the site, the van, the ward, the floor. A drone shot of the office says nothing about the role.
Step 3
End on the application step
A closing scene carrying what to do and by when, plus your equal opportunity line. Ending on a logo wastes the only measurable part.

The full walkthrough with screenshots is in the guide Make a promo video with AI voiceover.

Limits worth knowing

There is no filmed employee interview here. A named employee beat is either an uploaded clip or a quote scene carrying their words.
Nothing checks your imagery for representation or for language that could discourage applicants. That review is yours.
Eight images per generation, which for a role spread across several sites means choosing the representative ones.
The exported file is what you keep for the retention period. Nothing here archives versions for you.

Questions people ask

How long should a hiring video be?

Thirty to sixty seconds for the job advertisement and social cut, sixty to one hundred and twenty for a careers page piece. Engagement data across millions of business videos puts the sharpest fall in completion right after the one minute mark.

Can I use actors instead of employees?

Only if you do not present them as staff. Presenting actors as real employees is an endorsement problem as well as a credibility one, and candidates notice, which is the more immediate cost.

Should the hiring manager appear?

Briefly, and after the person doing the job. Candidates want to see the work and the peer first. A quote scene carrying the manager's words with their name and title is enough.

What about the culture film we already have?

Keep it for the careers page and make short role specific videos for the requisitions. One general film bolted onto every opening is the most common pattern in this category and the least effective one.

Make your own video

The button opens the generator with this use case already described. Change the wording to match yours, generate, then edit anything you like.

Create a video with OneCraft

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More finished work of this kind is on the video examples hub.