{ "blocks": [ { "template": "text-1", "paragraph": "We recommend a focused recruitment production project that helps suitable applicants understand the work, the people and the next step. HD Construction already publishes role descriptions, benefits and an application process; the film should make those commitments tangible through employees and real jobsite situations. Matt can retain campaign ownership while StoryVid handles the production capability the company wants to outsource." }, { "template": "content-title", "title": "Recommended Video System" }, { "template": "details-1", "title": "Choose The Hiring Priority", "paragraph": "The website separates general labor, skilled labor, foreman and project-management roles, each with different experience expectations. We recommend choosing the most urgent hiring audience before planning interviews, rather than making every role carry equal weight in the same film. The immediate objective is more suitable applicants reaching a useful conversation, not the largest possible viewing audience.", "bullet": [ { "text": "Confirm current openings, hiring locations and the experience required for each priority role." }, { "text": "Approve the employment offer, interview subjects and application destination before filming." }, { "text": "Capture genuine work and supervision, including safe practices and realistic job expectations." }, { "text": "Agree how hiring staff will identify qualified applicants and record outcomes." } ] }, { "template": "details-4", "title": "A Film With A Job", "paragraph": "The requested two-to-three-minute film should help candidates judge whether HD Construction is a credible fit. We recommend a reusable core story, with shorter versions only where a defined distribution need justifies them.", "dropdown": [ { "title": "Core Recruitment Film", "paragraph": "We recommend opening with an employee explaining a specific part of the work, then showing the crew, expectations, training and approved benefits in context. Cody Brandenburg's published career journey is a promising interview lead, but the film should establish which experiences occurred at HD before presenting them as company advancement proof. Place the finished film on the careers page beside the relevant roles and application link, with captions and a clear closing invitation to review current openings. Measure qualified applications and interview progression alongside viewing behavior." }, { "title": "Role-Specific Short Versions", "paragraph": "We recommend short, captioned edits only for the roles Matt intends to promote, using footage captured for the main film. A general-labor version can explain the first weeks and willingness to learn; a foreman version can demonstrate crew leadership, planning and daily communication. Each edit should link directly to its matching role page, so an entry-level prospect does not land on experienced-management requirements. Compare completed and qualified applications by role and source before commissioning further variations." }, { "title": "Employee Proof And Expectations", "paragraph": "We recommend asking employees for concrete examples of learning, support and problem-solving instead of scripted claims that HD is a great place to work. Show how an experienced colleague explains an assignment, how a crew coordinates a task and what dependable attendance means in practice. Use these moments within the main film and, where useful, in interview invitations or voluntary employee sharing. Hiring staff can then check whether candidates arrive with a more accurate understanding of the role." }, { "title": "An Application-Ready Destination", "paragraph": "We recommend treating the careers and application pages as part of the launch, not as a separate later task. The homepage's weak mobile test makes it important to test the actual recruitment pages and use a lightweight, click-to-play video treatment. Keep role requirements and the application action available without requiring a full video view. Confirm receipt, acknowledgement and hiring-team follow-up with an authorized test before distributing the film." } ] }, { "template": "content-title", "title": "What Can Remain Internal" }, { "template": "details-4", "title": "Seven Practical Priorities", "paragraph": "We recommend that Matt coordinate these actions with the hiring lead and existing website provider. The timing below is a proposed sequence from project approval, with launch dependent on completed checks.", "dropdown": [ { "title": "1. Confirm Roles And Requirements", "paragraph": "The careers page presents five role categories, but that does not establish current vacancy counts or hiring urgency. In the first week, we recommend that Matt and the hiring lead identify priority roles, approved work locations and qualification criteria, including whether the identical experience thresholds for project manager and assistant project manager are intentional. Clear requirements should help candidates self-select and reduce avoidable screening. Success means each promoted role has an approved brief, not a broader promise of open employment." }, { "title": "2. Approve The Employment Offer", "paragraph": "HD publishes healthcare, paid time off, retirement and development benefits, but eligibility and terms should be confirmed before filming. We recommend that the hiring lead approve accurate wording in the first week and identify the questions candidates most often ask about pay, schedule, travel and training. This gives the film practical substance and reduces mismatches between promotion and the interview. Measure fewer repeated clarification questions, while keeping personal compensation and employee details private." }, { "title": "3. Verify The Application Journey", "paragraph": "The published process includes an application, Culture Index assessment and interview, which makes clear expectations important. Before launch, we recommend that Matt and the hiring lead test the mobile journey, explain what each stage involves and confirm that an application reaches the intended recipient. Publish a realistic response expectation and provide a contact route for access difficulties. Success means confirmed receipt and dependable follow-up; do not remove screening steps solely to increase form volume." }, { "title": "4. Improve Mobile Delivery", "paragraph": "The homepage test returned 31/100 on mobile, compared with 86/100 on desktop, so desktop review alone is insufficient. We recommend that the website provider test the careers and role pages during the first two weeks, prioritize the largest delays and defer heavy video loading until requested. Repeat comparable tests and check the application on ordinary phones before launch. Treat these as page-experience checks, not proof that a speed change caused a hiring result." }, { "title": "5. Prepare Credible Interview Subjects", "paragraph": "Cody's biography and the internship story offer specific starting points, but published stories still need current employee confirmation. We recommend that Matt identify willing participants, gather concrete examples and arrange site access before production is scheduled. Obtain appropriate permissions and let employees speak in their own words without promising promotion, tenure or benefits beyond approved terms. Success is usable evidence of work and support, with safe filming and minimal disruption." }, { "title": "6. Own Distribution And Follow-Up", "paragraph": "A finished film needs an agreed route to relevant applicants. We recommend that Matt assign each approved version to the careers page, suitable role listings, leadership sharing or existing recruiting relationships, using a distinct tracking link for each route. Start with channels the team can maintain and review applicant quality weekly with the hiring lead. Add paid distribution only after the destination, response process and employment-advertising requirements have been checked." }, { "title": "7. Establish A Hiring Baseline", "paragraph": "Public visibility cannot establish HD's current application quality, hiring costs or retention. Before launch, we recommend that the hiring lead summarize recent completed applications, qualified candidates, interviews, offers and starts for the same priority roles, with Matt recording the available source information. A consistent definition of qualified makes later comparisons useful even when total application volume is modest. Share aggregate results, protect applicant data and record changes in pay, vacancies or recruiting spend that could affect comparisons." } ] }, { "template": "content-title", "title": "Where StoryVid Can Help" }, { "template": "details-3", "items": [ { "title": "Focused Production Partnership", "paragraph": "We recommend beginning with recruitment creative development, employee interviews, jobsite filming and editing around the approved hiring brief. StoryVid can provide one accountable production lead from planning through delivery, while Matt retains publishing, channel choices and internal coordination. The scope should specify rights, captions, review responsibilities and required formats before the CEO approves it. A website rebuild or ongoing marketing engagement is not a prerequisite to this project." }, { "title": "Expand Only With Evidence", "paragraph": "We would review the film's use and applicant outcomes with Matt after a meaningful launch period. Additional creative becomes justified when hiring feedback identifies a recurring unanswered question, a role needs different proof or a tested message attracts suitable candidates. Distribution or website support can be added as a focused task if internal capacity becomes the limiting factor. More views alone would not justify a larger engagement." } ] } ] }