Video Job Ads
Recruitment is competitive. The best candidates — the reliable ones, the skilled ones — have options. They're choosing between multiple employers, often within the same week. A traditional text job ad looks the same as every other listing.
Video job ads change the dynamic. Instead of reading about a role, candidates see the workplace, hear from the person who'd manage them, and get a genuine sense of what the job involves. Each article below provides a step-by-step script for recording a video job ad for a specific role, covering what candidates for that role actually want to know and how to present your offer honestly.
Key Takeaways
- Video beats text: A 60-second video from the hiring manager gives candidates a real sense of the role, the team, and the workplace — something no written listing achieves
- Authenticity wins: Candidates respond to genuine, slightly imperfect videos from the actual manager, not polished corporate productions
- Speed matters: The first employer to respond often wins the candidate — video ads can be recorded and shared in minutes
- Role-specific scripts: A growing library of step-by-step frameworks covering what candidates want to know and how to present your offer honestly
Article Content
Why video job ads work
Traditional job ads all look the same. Bullet points, generic descriptions, and stock photos don't tell candidates anything about what it's actually like to work with you. Every listing on every job board blurs into one.
Video job ads let you show personality, energy, and culture in a way that text simply can't match. Candidates see your workplace, hear your voice, and get a genuine feel for the team they'd be joining — before they even apply.
Authenticity over production — A genuine, slightly imperfect video from the actual hiring manager beats a polished corporate production. Candidates want to see who they'll be working with, not a marketing department's version of your brand.
Speed to candidate — The first employer to respond often wins the candidate. A video job ad can be recorded on a phone and shared within minutes — no waiting for design teams, no approval chains, no two-week posting delays.
Show, don't describe — Text says "fast-paced environment." Video shows the actual workplace in action. Text says "friendly team." Video shows the actual team. The difference in candidate response is significant.
What makes a great video job ad
Keep it short — 60 seconds is enough. Candidates are scrolling, not sitting down to watch a documentary. Cover the essentials: the role, the team, what makes you different, and how to apply.
Be authentic — Don't script every word. Have bullet points to keep you on track, but speak naturally. A manager who clearly cares about the role is more compelling than a word-perfect but lifeless delivery.
Show the environment — Give candidates a glimpse of where they'll be working. The workspace, the facilities, the team in action. This is what text listings can never do.
Be honest about the role — Candidates who arrive expecting something different leave quickly. Be upfront about shifts, physical demands, and expectations. Honest ads attract people who'll actually stay.
Include a clear call to action — Tell them exactly how to apply. Don't leave it vague — "Message us on Instagram," "Apply through our website," "Drop in and ask for Sarah."
Who should record and where to share
The direct manager records — The person who will be their day-to-day manager. Candidates want to know who they'll be working with. A senior director recording for an entry-level role feels distant; the direct line manager recording it feels real.
Where to share:
- Your careers page
- Social media — Instagram, TikTok, LinkedIn
- Job boards that support video
- WhatsApp and messaging groups
- QR codes in your premises — catch people who already know and like your business
Using Pilla for video job ads
Record your video on any device, then upload it to Pilla. From there you can share a direct link to candidates, embed it on your careers page, or distribute through social channels. Pilla tracks views so you can see how many candidates are engaging with each role's ad — useful for understanding which channels drive applications and whether your video is reaching people.
Below are the roles we currently cover, with more being added regularly. Each article gives you a step-by-step script tailored to that specific role.
Kitchen
Kitchen roles range from entry-level porters to executive chefs. What candidates want to know — and how to pitch the role — varies enormously by seniority.
How to record a kitchen porter video job ad
What KPs want before applying: pay, physical demands, shifts, and team culture. Practical script with worked examples for honest, effective recruitment.
How to record a commis chef video job ad
Attracting trainee chefs with genuine learning opportunities. Covers mentoring, progression, kitchen culture, and how to stand out from other kitchens.
How to record a line cook video job ad
Standing out in a competitive market for experienced cooks. Covers station expectations, service pace, menu style, and why your kitchen is worth joining.
How to record a chef de partie video job ad
Appealing to section chefs ready for more responsibility. Covers creative input, team structure, section ownership, and development opportunities.
How to record a sous chef video job ad
Attracting strong seconds who
How to record a head chef video job ad
Recruiting your kitchen leader. Covers creative freedom, team size, budget authority, supplier relationships, and the food culture you
How to record an executive chef video job ad
Attracting strategic kitchen leaders for multi-site or high-profile operations. Covers business involvement, brand development, and senior relationships.
How to record a baker video job ad
Recruiting bakers who thrive on early starts and production discipline. Covers baking environment, equipment, recipe standards, and shift patterns.
Front of House
Front-of-house candidates are choosing between venues based on atmosphere, earnings, and management style. Your video should show all three.
How to record a waiter video job ad
The role candidates compare most across venues. Covers earnings potential, service style, tipping policy, and what makes your floor team different.
How to record a restaurant host video job ad
Recruiting the person who sets first impressions. Covers guest interaction style, reservation management, and why personality outweighs experience for this role.
How to record an aboyeur video job ad
Attracting skilled expediters who thrive under pressure. Covers the bridge role between kitchen and floor, communication demands, and service pace.
How to Record a Sommelier Video Job Ad
Recruiting wine professionals who combine knowledge with approachable service. Covers programme scope, buying involvement, and guest interaction expectations.
How to Record a Maître d' Video Job Ad
Attracting experienced front-of-house leaders. Covers guest experience standards, team oversight, problem resolution authority, and your service philosophy.
Bar
Bar candidates want to know about your drinks programme, your crowd, and how the team works during busy service. Show them.
How to Record a Barback Video Job Ad
Recruiting reliable barbacks who keep the bar running. Covers physical demands, pace expectations, earning potential, and progression to bartending.
How to Record a Bartender Video Job Ad
Attracting bartenders who fit your bar
How to Record a Barista Video Job Ad
Recruiting baristas who care about coffee quality. Covers equipment, bean sourcing, drink standards, and the daily rhythm of your coffee operation.
How to Record a Bar Supervisor Video Job Ad
Attracting bar supervisors ready to lead shifts. Covers team size, stock responsibilities, operational authority, and management development pathway.
How to Record a Bar Manager Video Job Ad
Recruiting your bar leader. Covers P&L responsibility, team development, menu creation, and the autonomy they
Management
Management candidates evaluate opportunities differently — they're looking at scope, autonomy, support, and career trajectory. Address these directly.
How to Record a Restaurant Supervisor Video Job Ad
Attracting supervisors stepping up from floor work. Covers shift leadership responsibilities, team size, and management development pathway.
How to Record a Restaurant Assistant Manager Video Job Ad
Recruiting operational deputies who
How to Record a Restaurant Duty Manager Video Job Ad
Attracting managers who own the shift. Covers operational authority, incident handling, team leadership, and reporting expectations.
How to Record a Restaurant Manager Video Job Ad
Recruiting your restaurant leader. Covers full P&L ownership, team development, guest experience standards, and business growth opportunities.
How to Record a Food & Beverage Manager Video Job Ad
Attracting senior F&B leaders for multi-outlet operations. Covers strategic planning, cost management, quality standards, and commercial scope.
Hotel
Hotel roles attract candidates who value guest interaction, professional presentation, and career development within a structured environment.
How to Record a Bellhop Video Job Ad
Recruiting bellhops who create memorable first moments. Covers guest interaction, physical demands, local knowledge expectations, and presentation standards.
How to Record a Hotel Receptionist Video Job Ad
Attracting receptionists who handle pressure with warmth. Covers shift patterns, systems, guest volume, and the balance between admin accuracy and service.
How to Record a Concierge Video Job Ad
Recruiting concierges with genuine local expertise. Covers guest experience expectations, problem-solving autonomy, and your hotel
How to Record a Hotel Assistant Manager Video Job Ad
Attracting hotel managers ready for more responsibility. Covers operational scope, department coordination, guest recovery authority, and development pathway.
How to Record a Hotel Revenue Manager Video Job Ad
Recruiting analytical thinkers who maximise occupancy and rate. Covers pricing authority, forecasting tools, and commercial decision-making scope.
How to Record a Hotel General Manager Video Job Ad
Recruiting your hotel leader. Covers strategic authority, stakeholder relationships, team size, and the operational and commercial scope of the role.
Events & Catering
Events and catering roles attract candidates who enjoy variety and the energy of live service. Emphasise flexibility and the types of events you deliver.
How to Record a Catering Assistant Video Job Ad
Recruiting flexible team members for catering operations. Covers shift variety, physical demands, event types, and what the role involves day-to-day.
How to Record a Banquet Server Video Job Ad
Attracting servers for large-scale events. Covers coordination requirements, timing precision, presentation standards, and differences from restaurant service.
How to Record an Event Coordinator Video Job Ad
Recruiting organisers who keep events running smoothly. Covers planning scope, client relationships, vendor management, and problem-solving under pressure.
How to Record an AV Technician Video Job Ad
Attracting technical specialists for event environments. Covers equipment responsibilities, setup requirements, troubleshooting expectations, and event team dynamics.
Common mistakes
Too long — If your video is over two minutes, most candidates will scroll past it. Aim for 60 seconds. You can always answer follow-up questions later.
Too polished — A slick corporate video feels inauthentic. Candidates want to see the real workplace and the real manager, not a marketing exercise.
Not mentioning pay — Candidates want to know what they'll earn. If you don't mention it, they'll assume the worst and move on.
Generic content — "We're looking for a passionate team player" could be any job at any business. Be specific about what makes this role at this workplace different.
Delayed posting — If you wait a week to post, the best candidates have already accepted elsewhere. Record and share on the same day.
No call to action — If candidates don't know how to apply, they won't apply. End every video with a clear, specific next step.
Next: Structured interviews
Once candidates start applying, you need a consistent way to assess them. The Interview Templates Guide provides structured templates for every role — same questions, same scoring, fair comparison between candidates.