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Running a small business is full of challenges, and one of the fun challenges is recruitment! Normally, the problem for small businesses is not getting enough applications or being worried about whether you have made the right choice in the person you decide to employ. However, this year, my problem was too many applications!
Right from the start of the process, my business coach, Helen, gave me a document called ‘The Four Hour Recruitment Process’. It gave me a great structure to deal with the weight of applications and helped me to narrow the process down, so I could get the best candidates for the business.
Video Content Creators
Five on a Bike
Great Missenden HP16
£18,750 – £25,550 a year
Multi-Skilled & Specialist Video Content Creators
Are you longing for the freedom to have creative control over the projects you work on?
Look no further than Five on a Bike. Our fast-growing company is expanding our production department and we are looking for experienced content creators to join our passionate creative team.
At Five on a Bike, we create engaging video content for companies small & large. We need someone who can hit the ground running who has a range of skills across production from project management, production to post-production.
We have four roles to fill in the next 3 to 4 months and we are looking for a range of skills:
Role 1 – Editing & Junior Producer (Starting Nov)
Role 2,3 & 4 will be a mixture of talents dependant on business requirements:
Creative / Line Producing
Shooting & Directing
Your time will be spent partly out on location (around the UK, occasionally overseas) filming and partly in our office based in Prestwood, near High Wycombe working on everything from coming up with creative ideas to sorting equipment to post production.
Successful applicants will be required to attend a group interview on the evening of the 8th of October.
Selected applicants will then move to a one-one interview.
Full U.K. driving license & own car
Experience working with camera, sound & lighting equipment
Experience creative editing in Premiere Pro
Be able to work as part of a small team as well as independently on shoots/edits as required
To be able to turn our client’s dreams & ideas into reality
Additional Desirable Skills
Experience Shooting Sony FS5 / Canon XF Range
Knowledge of lighting techniques for interview and film
Experience with Photoshop and/or Illustrator
Live in the Buckinghamshire area
Benefits of Working for Five on a Bike
Fantastic Small Team
Lots of opportunities to improve your skills and take on more responsibility
The office is closed for two weeks over Christmas
Flexible Working Hours
Based just outside of London in Prestwood, near High Wycombe – Rural setting, no more long commutes!
Job Type: Full-time
- Editing: 1 year (Preferred)
- Bachelor’s (Preferred)
I don’t think I particularly broke any massive conventions here. My objective was to be honest and open, and I wanted to excite people about the role and what it would involve. For the future, I could see our company having a section on our website with several videos on it, showing the team and how we work, some vlogs etc.
Once we had received the applications, I then did a quick pass through them. Did they potentially have the right skills? Did they have experience? etc. etc. It was quite easy to identify people who were just applying to chance their luck, compared to people who seriously had some good knowledge and experience to bring to the table.
This was a very quick skim-over and I did have to be quite brutal. Any applicants who didn’t have relevant experience or qualifications… I rejected. Any that didn’t have CVs attached… I rejected.
Writing advert – 1 hour
First screening level – 1 hour
The next part of the process was designed to deselect the people who were not interested in the role. We emailed everyone using indeed and asked them to call a number, which would go to voicemail and ask them two questions. Now, I invited 83 people to take part in this part of the process. I imagined that we would maybe get 30-40% take-up, max! But… 67 people left a voice message!!!
So, we had clearly created a desire for the role, but the next part of the process I didn’t enjoy very much at all… Listening to all the voicemails! This took about 5 minutes per candidate for me to listen, take some notes and re-look over their CV and/or examples of their work.
I must say, the quality of the messages we received was extremely high. I had one very funny message. The candidate was halfway through answering the second question (he had done quite well on the first!) and he suddenly stopped, said “ummmm oh s#*t I have f#*$%d it”, and hung up! I did seriously consider putting him through but, unfortunately, the quality of the other calls was so good, he just didn’t make the cut.
So after listening to voicemails, I selected 47 people for the next stage – group interviews…
Setting up voicemail – 25 mins
Listening to voicemails – 6 hours
My thought process, again, was that we would get maybe 20-30% of people wanting to attend the group interviews…. But, we had 36 people respond!!!
I made the decision to run two group interviews on consecutive Monday evenings. The sessions ran for a few hours, involved a presentation from myself, a challenge, and group questions. I also brought along some tools of the trade; so people could see they type of gear they would be working with, and the team; so they could meet and question their prospective team mates.
This was my favourite part of the process. I really enjoy presenting to a group of people :-).
We also had a few people travelling extremely long distances to apply for the role! A few people travelled down from Yorkshire, someone came in from Turkey, and one chap even travelled all the way from South Korea!
At the end of each evening, the team and I stayed afterwards to talk through who we thought the best candidates for the role were.
Preparation – 2 hours
Both evenings – 10 hours
From the group interviews, we selected 10 people to see one-to-one. We decided to combine a one-to-one interview with a specific challenge that would be part of the role. So, I saw each person for about 45 minutes and then they spent two hours in one of our edit suites, creating a 30-second social media clip from an event we’d filmed.
Finally, once I had seen everyone, I had to make up my mind! It was a really difficult decision, but the objective of this whole process was to reduce the risk of picking the wrong people, and I’m really happy with our choice!
So, altogether, the process itself took almost 38 hours… Not quite the four hours I had expected! However, the structure really allowed me to get from 137 candidates to 2, and also retain a pool of talent who are really interested in working for us.
I’m really thrilled with Five on a Bike’s new members and excited that the team is growing bigger and better every year. Let’s see what exciting projects 2019 holds for Five on a Bike and all of our clients!
If you’re interested in boosting your brand with some incredible, high-quality videos this year, click here!
1-1 interviews – 10 hours
Reviewing content – 3 hours
Thinking – 4 hours