How To Attract More Skilled Individuals For The Social Video Content You Produce.
How to maximise your potential as well as that of your talent roster
Creating video content is undoubtedly something that is familiar to both you and your social team. Yet, the talent that you have recently hired might not have the same degree of comfort…or expertise.
These are six approaches to maximise the potential of your talent and the members of your team.
1. Make video briefs
When you have numerous employees working on a video project, it is extremely important to keep the overall appearance, atmosphere, and quality consistent. Especially when you are giving the camera to someone who is just starting out.
Here is when something called a creative brief comes into play. Make an overview of the following aspects of your film with the help of this document:
Objectives: For what and who is this video intended? Which of these goals do you want to accomplish by utilising this piece of content? Is this a part of a wider campaign that you are running? Is it a trend? Educational?
Content structure: How long ought this video to be, exactly? Which orientation is more appropriate, horizontal or vertical?
Important discussing points: What are the most important points that the talent should go over?
Deadlines: When exactly will you require this material to be wrapped?
References: What kinds of instances can you give to demonstrate how you intend to translate your creative idea into reality?
A video that is not a question-and-answer format would benefit from having a screenplay plan. It is more useful to your talent if you guide them by advising them to include an introduction, hook, important takeaways, and an outro than than just ordering them to write a script.
2. Educate your skill
Provide a resource for your talent that includes instructions, tools, or a training session, and put in the additional effort up front since it will pay off in the long run. As a result, you will only need to share a single document, presentation, or recording with potential new hires as you grow your talent pool.
According to Olivia, “We put up a deck to offer recommendations about how to handle your phone, how to set up your area, and other helpful hints.” In addition, we include examples of prompting questions that may be used to get individuals in the zone for filming, such as inquiring about their names, pronouns, and roles. After that, we’ll go into the meat of the matter.
3. Establish a method of community engagement
Establishing a method for reaching out to potential candidates and maintaining open lines of communication with them is critical.
The following are two stages that should be considered:
1. Community engagement in order to measure enthusiasm
You’ll find out who within your firm is eager in getting engaged with social videos if you go in this manner.
You should begin by conducting preliminary research with your team by polling them on Slack, sending them a survey, or asking at a meeting. After that, replicate this with other teams located around your firm.
2. A method of gathering content through communication strategies
Take into consideration your workflow before approaching someone to make a video for you. How will you make contact with people in order to get the project started, and how do you plan to share resources in order to empower your talent?
4. Form a group of “internal influencers” in your organisation.
When you begin to collaborate with more talented individuals, you will need to choose who you can consult in order to produce material that is of high quality and can be relied upon.
For instance, when I worked at Shedd Aquarium, I compiled a roster of “in-house influencers” that I could consult if I needed high-quality material quickly.
5. Make a suggestion box for others to use.
Nonetheless, you may still engage other people in the concept development of the video.
Make it possible for employees and even fans to contribute their ideas for videos by establishing an open forum. On the company’s side, this may take the form of a weekly brainstorming discussion, a shared document, or even a real box where employees may physically place their ideas.
6. You don’t have to reveal your face if you’re not sure what to do.
Let’s be honest here (no pun intended): not everyone will be interested in having their face posted on social media.
You can still highlight someone’s expertise while protecting their identity, even if they don’t feel comfortable appearing on video. The same may be said for the staff responsible for social media.
According to Bari’s interpretation, “You don’t need a face. You may personify the issue without even revealing your face if you utilise filters like we do at Jamba, which is a popular smoothie shop. When it comes to jumping on audio trends, having a face might be helpful because many of these trends are centred on lip syncing. But, you can successfully combine audio with video of pretzels being removed from the oven, and it will do the trick.
7. Be ready to highlight new people in the video content you produce.
You have complete control over the degree to which you switch up the people that are featured in your social post. In some of the videos, you may assume the starring role, while in others, you can include your coworkers or clients. You have the option of avoiding the camera at all costs and relying on your troops instead. There is no one approach that is inherently superior to another.
But getting other people involved in social video, both as stars and as producers, is a certain method to help fill your content calendar without filling up your schedule. They can star in the videos, and they can also produce them.