You're not short on work. You're short on people.
Recruiting videos for manufacturers and contractors who are short on people, not work. Show candidates the floor, the crew and why people stay.
- For
- Manufacturers and contractors
- Built from
- Interviews with the people who stayed
- Runs on
- Job posts, LinkedIn, career fairs, schools
- Proof
- Quality Workx, plant and job site shoots
Everybody is hiring.
Manufacturers could need as many as 3.8 million new workers between 2024 and 2033, and about 1.9 million of those jobs could go unfilled, according to the Manufacturing Institute and Deloitte. In construction, 92 percent of firms report trouble hiring.
In the Triad you are also competing with Toyota's battery plant in Liberty and Boom Supersonic at the airport for the same people.
A job post competes on pay. A video competes on whether somebody can picture themselves there.
Ask the people who stayed.
If you have people who have been with you fifteen years, the useful question is why. Almost nobody has ever asked them, which is exactly why the answer is worth filming. It is more believable than anything an owner or a recruiter can say.
What a recruiting video should show.
The real job. The floor or the site, the noise, the shift, the gear. People who know what they are walking into stay longer.
The people. The supervisor they will work for and the crew they will work beside.
The path. Training, apprenticeships, how people move up. In Guilford County that can mean GTCC's apprenticeship programs.
Why people stay. In their own words, not a list of benefits.
Where it runs.
Job posts and your careers page, LinkedIn, career fairs and high school and community college visits, and new hire orientation. If your floor speaks Spanish, the video should too. More on manufacturing recruitment video and construction recruitment video.
Short version.
- Up to 1.9 million manufacturing jobs could go unfilled by 2033, and 92 percent of contractors struggle to hire.
- A job post competes on pay. Video competes on whether somebody can picture themselves there.
- Ask the people who stayed fifteen years why.
- Show the real job, the people, the path, and why people stay.
Companies like yours, in their own words.
Questions we get asked.
How long should a recruiting video be?
A main video of a minute or two, plus short cuts for job posts and social. Candidates should get the job in the first few seconds.
Who should be on camera?
People who have stayed for years, a supervisor candidates would report to, and someone who started in an apprenticeship or entry level job and moved up.
Should we make a Spanish version?
If your floor or your crews speak Spanish, yes. The people you want to hire should hear the job in the language they will work in.
Can the same shoot help with onboarding?
Yes. The footage of the real job can open new hire orientation, so day one is not a surprise.
Plain answers, before you call.
RecruitmentManufacturing recruitment video: what actually works
Up to 1.9 million manufacturing jobs could go unfilled by 2033. Why job posts aren't closing the gap and what a recruitment video needs to show instead.
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RecruitmentWhat makes a great construction recruitment video?
Lead with culture, let your crew talk, film where the work happens. Six rules for construction recruitment videos that attract qualified tradespeople.
Read →
Being on cameraWhat if my people freeze on camera
The most common worry before a shoot, and the one that almost never happens. Why people freeze when you ask them to perform and not when you ask them to explain.
Read →Tell us what the video needs to do.
Dylan Smith is the owner of With A Twist Media in Greensboro, NC. He has been making documentary style video for manufacturers and construction companies across the Triad since 2019.