The Navy Limited Duty Officer Selection Program

The Navy Limited Duty Officer Selection ProgramThe Navy Limited Duty Officer Selection ProgramThe United States Navy has a system of officers, unique among the U.S. Military Services. Like the other tafelgeschirrs, the Navy has noncommissioned officers, which they term Petty Officers. These are enlisted personnel in the grades of E-4 through E-9.? As with the Army and Marine Corps, the Navy has Chief Warrant Officers. Navy Chief Warrant Officers (CWOs) are technical specialists who demonstrate knowledge and skills of a specific occupational field at a level beyond what is normally expected a Master Chief Petty Officer (E-9). The confusion comes in the commissioned officer corps (yes, warrants are technically commissioned, but to avoid terminology confusion, well refer to warrants as CWOs and the O-paygrade Officers as commissioned). The Navy divides their commissioned officer force into several categories. For example, a JAG lawyer is a staff officer. Because of his/her specialized l egal training, he/she will remain a lawyer during his/her career. You wont find a senior JAG officer commanding an aircraft carrier, for example. When most people think of commissioned officers in the Navy, theyre thinking of Unrestricted Line Officers. For the most part, behauptung are the officers who are commissioned through ROTC, the Naval Academy, or Officer Candidate School (OCS). These officers perform variouschanging duties (jobs) throughout their career and are the ones who grow up to become commanders of ships and admirals commanding entire battle groups. The Navy has a third group of commissioned officers, unique among the services - the LDO, or Limited Duty Officer. LDOs are former senior enlisted personnel (or CWOs), who were considered very highly skilled in their Navy job (rating), and selected to become a commissioned officer. As the name implies, Limited Duty Officers, unlike Unrestricted Line Officers, are commissioned officers with a limited career path. For exam ple, a Supply Officer LDO is going to spend his/her career as a Supply Officer (unless he/she applies for and is accepted to change their career path, but this is rather rareand would depend on their previous education and experience). LDOs differ from CWOs primarily in the degree of responsibility. LDOs out-rank CWOs, and are generally paid mora. The Limited Duty Officer Selection Program LDOs are technically oriented officers in specific occupational fields and requiring strong managerial skills. The Limited Duty Officer Program provides commissioning opportunities to qualified senior enlisted personnel and Chief Warrant Officers (CWOs). Chief Petty Officers (E-7 through E-9), and E-6 personnel who are selection board eligible for E-7, and all CWOs may qualify for this program. In addition to the LDO program, the Navy has a Chief Warrant Officer Program to select senior enlisted personnel to become CWOs. The LDO and CWO Programs are open to both active duty and Selected Reserv e (SELRES) personnel. Qualified personnel may apply for both LDO and CWO simultaneously. A baccalaureate degree is bedrngnis required however, it is encouraged. Leadership ability, military qualifications, and technical expertise remain the key factors leading to selection. Eligibility Enlisted personnel must be serving as a Petty Officer First Class (E-6) or Chief Officer (E-7 through E-9). An E-6 must have served in that capacity for at least 1 year as of 1 October of the year application is made. Such service shall be computed from the time-in-rate (TIR) date for an E-6. If broken service is involved, a PO1 must have served a total of at least 1 year as an E-6 as of 1 October of the year application is made.E-6 applicants must complete all eligibility requirements for E-7 (except TIR and LTC) and must successfully compete in the annual Navy-wide examination for advancement to Chief Petty Officer, receiving a final multiple equal to, or greater than, the extremum final multipl e for E-7 selection board eligibility. Personnel accepted to the LDO program attend leadership training via the LDO/CWO Officer Indoctrination School. Therefore Leadership Training Continuum is leid required for E-6 taking the E-7 exam for the express purpose of applying for LDO. E-6 applicants must forward a copy of their most current examination profile sheet with their application. An E-6 is exempt from the requirements of this subparagraph when notification has been received by the commanding officer that the individual is a selectee for Chief Petty Officer or that advancement to Chief Petty Officer has been authorized. Active duty enlisted personnel must have completed at least 8, but not more than 16 years of active naval service (day-for-day) exclusive of Active Duty for Training (ADT) in the Naval, Marine Corps, or Coast Guard Reserve as of 1 October of the year application is made.Inactive duty enlisted personnel must have completed at least 8, but not more than 16 years of total qualifying Federal service as of 1 October of the year application is made. Total qualifying Federal service for the purpose of this instruction is defined in Title 10, U.S.C., Section 12732 as time served with a component of the naval service. In computing the qualifying service eligibility requirement for Ready Reservists, constructive time cannot be credited. CWOs applying for the program must have completed at least 3 years of active duty as a CWO and no more than 19 years of total active service immediately preceding 1 October of the year application is made. Such service shall be computed from the initial date of rank as a CWO and active duty base date. Applicants are ineligible to apply if they are in a one-time failure to select (1x FOS) status date of the boards.U.S. citizenship is required and cannot be waived.Must be of good moral character and have no record of disciplinary action underArticle 15, nocourt-martial convictionor civilian felony conviction, or convict ion by a civil court for misdemeanors (except minor traffic violations ($300.00 or less)) in the past 3 years as of 1 October of the year application is made. Any substantiateddrug or alcohol abusewithin the last 3 years as of 1 October of the year application is made will result in disqualification. Must be a high school graduate or possess an equivalency certificate.Must be physically qualified for appointment per the physical standards outlined in theManual of the Medical Department, Chapter 15.Must meetphysical fitness standardsof satisfactory-medium or higher per OPNAVINST 6110.1 at the time of application and appointment.Must not exceedHigh Year Tenure (HYT)requirements.Active duty personnel serving in Humanitarian (HUMS) or Limited Duty (LIMDU) assignments will not be permitted to accept their commission until the situation is completely resolved. Inactive duty personnel serving in Not Physically Qualified (NPQ) or Temporarily Not Physically Qualified (TNPQ) status will not b e permitted to accept their commission until their status is completely resolved.Favorably recommended by their commanding officer. (Inactive duty applicants must be favorably recommended by their unit commanding officer). LDO Job Designators LDO designators are designed to provide positiveidentification ofsurface, submarine, and aviation warfare, general series, and staff corps associated personnel, and to identify a broad occupational field or technical area. The following describes the different classifications within designators and their associated warfare, general series, or staff corps fields 61XX - CWO Surface Warfare62XX - CWO Submarine Warfare63XX - CWO Aviation Warfare65XX - CWO Staff Corps Surface and submarine warfare communities require LDOs with the same or similar occupational qualifications. Candidates need not possess a particular warfare qualification to apply for an LDO designator in that particular community. Obviously, not every enlisted rating is competiti vely qualified for designations within different warfare communities, and application should not be made for an inappropriate category, e.g., aGunners Mate(GM) should not normally apply for 626X, Ordnance Officer (submarine), but rather should apply for 616X, Ordnance Officer (surface). Eligible candidates may apply for up to two designators which may be in different occupational fields e.g., Ordnance Officer (616X) and Electronics Officer (618X) - the same occupational field, but different warfare communities e.g., Ordnance Officer (Surface 616X) and Ordnance Officer (Submarine 626X) - or a combination of the two e.g., Ordnance Officer (Submarine 626X) and Electronics Officer (Surface 618X). If selected for LDO, any request for change of designator will not normally be approved until the initial obligation of 4 years as an LDO has been served. Advancement Path Selected Reservists are often uniquely qualified by or civilian occupation to apply for designators outside the norma l career path of their current rating. Selected Reservists who are in this category are encouraged to apply for designator(s) that closely align with either their civilian and/or military occupational specialties. Service with the Army,Air Force, Marine Corps, and/or Coast Guard may be credited to meet the minimal service requirement when it can be clearly documented, by the applicant, that service in another branch provided the requisiteur training and expertise that directly relates to and parallels the needs and requirements of the naval service. If applicable, comments regarding experience gained in another branch of service, to include the relation of the experience with the Navys needs and requirements, should be included in the applicants personal statement of the Officer Programs Application. The commanding officer will attest to such qualifications in his/her endorsing statement. Senior enlisted in the following enlisted ratings and CWOs with the CWO indicator shown may ap ply for LDO status in the indicated LDO Designator (job) Surface/Submarine Designators LDO 611X/621X, Deck Officer Enlisted ratings of BM QM SM ET. To qualify, ETs must have QM Training. CWO 711X/721X, Boatswain. Normal color vorstellung required.LDO 612X, Operations Officer Enlisted ratings of OS CTT STG. CWO 712X, Operations Technician. Normal color vision required.LDO 613X/623X, Engineering/Repair Officer Enlisted ratings of IC EN MM GS EM. CWO 713X/723X, Engineering Technician.LDO 615X, Special Warfare Officer Any enlisted rating qualified in naval special warfare. CWO 715X, Special Warfare Technician. Normal color vision required. LDO 616X/626X, Ordnance Officer FC GMG GMM GM FTGMT TMMM. MMs must possess NEC 4232 or 4233. CWO 716X/726X, Ordnance Technician. Normal color vision required.LDO 618X/628X, Electronics Officer Enlisted ratings of ST STG FC FT ET CTT (with NEC 17XX). CWO 718X/728X, Electronics Technician.LDO 619X, Communications Officer IT ET. Must have communicati ons experience. CWO 719X, Communications Technician. Normal color vision required. Aviation Designators LDO 631X, Aviation Deck Officer Enlisted ratings of ABE ABF ABH AB. CWO 731X, Aviation BoatswainLDO 632X, Aviation Operations Officer Enlisted rating of AW. CWO 732X, Aviation Operations Technician.LDO 634X, Aviation Maintenance Officer Enlisted ratings of AD AME AM PR AS AZ AF. CWO 734X, Aviation Maintenance Technician.LDO 636X, Aviation Ordnance Officer Enlisted rating of AO. Normal color vision required. CWO 736X, Aviation Ordnance TechnicianLDO 638X, Aviation Electronics Officer Enlisted ratings of AV AT AE. WO 738X, Aviation Electronics Technician. LDO 639X, Air Traffic Control Officer Enlisted ratings of AC. Staff Designators LDO 651X, Supply Officer Enlisted ratings of DK SH SK AK MS PC. CWO 751X, Supply Corps Warrant.LDO 653X, Civil Engineer Corps Officer Enlisted ratings ofBUCECMUT UC EA EO SW CU EQ. CWO 753X, Civil Engineer Corps Warrant.LDO 655X, Law Officer (No t a Lawyer) Enlisted rating LN. General Series Designators LDO 640X, Nuclear Power Officer Any enlisted rating qualified in nuclear power. CWO 740X, Nuclear Power Technician. Normal color vision required.LDO 641X, Administration Officer Enlisted ratings of YN PN NC RP. CWO 741X, Ships Clerk.LDO 642X, Data Processing Officer Enlisted ratings of IT ET IS. Must have ADP maintenance/database experience. CWO 742X, Data Processing Technician.LDO 644X, Cryptologic Officer Enlisted ratings of CT IS. CWO 744X, Cryptologic Technician.LDO 645X, Intelligence Officer Enlisted rating of IS. CWO 745X, Intelligence Technician. LDO 646X, Meteorology/Oceanography Officer Enlisted rating of AG.LDO 647X, Photography Officer Enlisted ratings of PH IS JO. LWO 649X, Security Officer Enlisted rating of MA. CWO 749X, Security Technician. Application Procedures Applicants must fill out the Officer Programs Application form and submit it via their chain of command. See APPENDIX F of OPNAV OPNAVINST 14 20.1 for more, complete details on submitting the application. Commanders will appoint a panel of commissioned officers to interview the applicant and review the applicants qualifications. The panel will prepare a recommendation/non-recommendation for the commanders review/approval. Commanding officers recommendation (prepared as a result of the panel) should include information concerning the members military and professional performance, degree and scope of technical competence and supervisory ability in present rating, potential to perform as a commissioned officer, and ability to accomplish officer technical management and specialist functions of the programs and categories requested. Only those individuals who have clearly demonstrated sustained superior performance, outstanding leadership abilities, and the potential to serve as commissioned officers should be recommended for these programs. A candidate must receive a favorable endorsement from the commanding officer (unit CO for SELRES personnel) to be eligible to apply to become an LDO. If a commanding officer feels an individual is not qualified for LDO, the commander will not forward the package. Individuals not receiving a favorable endorsement are to be counseled on what they need to do to improve their records to ultimately receive a favorable endorsement. Selection Boards Separate selection boards (one for active duty and one for inactive duty) meet at the Navy Personnel Command annually to consider applicants for the active duty and inactive duty LDO programs. Appointment to Limited Duty Officer CWOs selected for LDO will be appointed in the permanent grade of LTJG (paygrade O-2) in the Navy (or Naval Reserves for inactive duty personnel). CWOs selected for LDO with at least 4 years and 1 day of cumulative active duty service to include (ADSW/AT) will be appointed in the permanent grade of LTJG (paygrade O-2E). Enlisted personnel selected for LDO will be appointed in the permanent grade of ensign (paygrade O-1) in the Navy (or Naval Reserves for inactive duty personnel). Enlisted personnel selected for LDO with more than 4 years of active duty service will be appointed in the permanent grade of ensign (paygrade O-1E). Selectees will be appointed as LDOs only if they continue to meet all eligibility standards as specified previously. Active Duty selectees must agree to remain on active duty fora total of4 years from the date of acceptance of appointment and may be required to transfer from current duty location. Selectees under the inactive duty program must continue serving in the Ready Reserve until the appointment is tendered. Upon acceptance, eachselecteemust agree to remain in the Ready Reserve for a period of 3 years from the date of acceptance of appointment.

Is Caller ID Sabotaging Your Job Search

Is Caller ID Sabotaging Your Job SearchCaller ID Sabotaging Job SearchIs Caller ID Sabotaging Your Job SearchHeres a real-world, this-really-happened lesson for job seekers If your cell phone or land line is set up to reject calls that dont show up in caller ID, you might be screening yourself right out of an interview. This is exactly what happened when one of Resumes hiring directors (well call her Mary) tried to call some job candidates earlier this week.Mary welches working from her home office, preparing to call the most promising candidates for an open position here at. Her plan was to conduct the initial phone screens that would help her decide who seemed interview-worthy. Since she was using a cell phone, Mary used the *67 trick to prevent her personal number from appearing on the candidates phone. (Let me back up, in case youre not up to speed on caller ID codes. Entering *67 on your phone keypad before you place a call blocks your number from appearing in the other partys c aller ID. Their phone instead displays the message Unavailable, or something similar. The *67 code works in North America other countries use different codes.)So Mary called the first candidate, and instead of an eager job seekers voice, she heard a pre-recorded message that went something like this The party you are trying to reach has declined your call. Please call back after enabling caller ID. Guess what? She didnt call back. She moved on to the next candidate and thought, Maybe Ill call this one tomorrow from my office line and get through. Maybe. Since this had happened to her several times before, Mary decided to do an informal poll. She called a few recruiter friends, who acknowledged that this kind of thing happens all the time, and it can be very frustrating.If youve programmed your phone to reject unidentified calls, its probably because you want to screen out telemarketers, or maybe you just like to know whos calling before you answer. But some people do it for another reason, as one of Marys recruiter friends pointed outWhen I reach a job candidate whose phone is set up to reject unidentified callers, it raises a red flag, said this tech recruiter from New York City. It makes me wonder if theyre dodging creditors. Definitely not a perception you want to leave with a prospective employer.While were on the topic, heres mora advice about job seeker phone blunders.Bottom line Whenever youre actively searching for a job, disable the blocked call feature. Its far better to have to hang up on a few telemarketers or answer a few wrong numbers than to turn away potential interviews. After youve landed the job you want, go ahead and reactivate it.Job seekers Do you like to block unidentified calls? Is the perception brought up in this post fair?Recruiters Have any other thoughts about how candidates might unknowingly be sabotaging their chances?

Glassdoor Expands Product Engineering Teams to Chicago

Glassdoor Expands Product Engineering Teams to ChicagoGlassdoor Expands Product Engineering Teams to Chicago Glassdoor is deepening its footprint in the Windy CityAs one of the largest jobs and recruiting sites, Glassdoorhas announced it has expanded its product and software engineering operations into Chicago, which will bring dozens of new technology jobs to the companys office in the desirable and developing Fulton Market District.Chicago is an important growth city for Glassdoor, said Glassdoor President & Chief Operating Officer Christian Sutherland-Wong. In less than three years, this office has grown into one of Glassdoors largest employee centers, in large part due to the citys incredible talent pool. We look forward to building a stellar product and engineering group here.We are excited to expand our engineering team to Chicago , said Glassdoor Senior Director of Software Engineering and Head of Chicago engineering team John Stearns. This team of engineers and product managers will be instrumental in fueling the growth and innovation that helps all companies, big and small, recruit and hire faster and mora efficiently.The Chicago-based product and software engineering team will be the first of Glassdoors U.S. engineering teams based outside of its San Francisco Bay Area offices. The team will focus on recruiting innovation, including building Glassdoor recruiting products that help employers from large enterprises to small businesses hire and recruit quality talent more effectively. In addition to hiring for front-end, back-end, machine learningand test engineers, as well as engineering leaders, in the Chicago office, Glassdoor will also hire for other technical roles, including data scientists, product managers, and designers. Currently, the company is hiring for several newly created technical and product jobs with plans to add dozens more in the near future.I chose to join Glassdoor after learning that it is an engineering-led business, said Chicago-based Product Manager Hadley Quish. Its empowering to have a CEO who knows the code and participates in hacks - it means that product and engineering are driven by data and built for the end user.Casey Boatman, Software Development Engineer In Test,agrees. Everyone is very positive and enthusiastic about the work being done. From the start, there was a conversation about career trajectory, growth and opportunities, and Im able to not only see the goals I want to achieve, but the path to take to get there.Check out Glassdoor Chicago Jobs to see the latest job openings or Glassdoor Jobs to see all opportunities and learn more about what its like to work for the company .

Your overactive imagination may not be as good for you as you think

Your overactive imagination may not be as good for you as you thinkYour overactive imagination may not be as good for you as you thinkNaturalist John Muir once said, The power of imagination makes us infinite. But new research begs to differ.Two researchers from British universities conducted laboratory-based and verbunden studies to test whether imagination does actually have a connection to learning and creativity. What they found may surprise you.Conventional wisdom and a slew of quotes from Albert Einstein imply that imagination is a requisite for intellect and those with overactive imaginations are more likely to be brilliant innovators. But recent scientific work suggests that what weve assumed for centuries may not actually be true.We found that imagination is only weakly associated with learning achievement and creativity, the studys authors wrote in the British Journal of Psychology.Imagination is, however, associated with another trait. According to the research, imaginatio n - or creating mental representations of concepts, ideas, and sensations that are not contemporaneously perceived by the senses - comprises 22.5% of the variance in schizotypal beliefs.And what are those, you may ask?A schizotypal personality disorder is a diagnosis among people who demonstrate odd or eccentric behavior and rarely have friends, according to Mayo Clinic. Those with schizotypal personality disorder tend to harbor peculiar thinking and often times believe that powers such as telepathy exist, the clinic explains.The studys authors concluded that their research indicates imagination may be more indicative of cognitive eccentricities rather than benefit the accumulation of knowledge or production of novel and useful ideas. So perhaps its time to stop romanticizing living in a world of your imagination - that may not mean what you think it means.

Goldmans Got Guns, BofA Has Tigers Back

Goldmans Got Guns, BofA Has Tigers BackGoldmans Got Guns, BofA Has Tigers BackMeanwhile, down on the Bank of America ranch, still no one can be convinced to take that job as CEO. However, the good ole boys down south have Tigers back- no matter what he did to deserve that club through the driver side window.Speaking of Kennys campers, in case you missed it, his highest-ranking ones cant be too happy after this Thanks to the other Kenny (pay czar Feinberg), BofAs CFO and head of its mortgage unit will be taking severe pay cuts in 2009, from $800,000 to a measly half a million.*To read up more on why Goldmanites need their Magnums and Saturday Night Specials, check out this piece from the current issue of Vanity Fair in which Lloyd Im Not Firing Blankfein speaks about how his holy company is here for one reason (well, in addition to doing the lords work) to help its fellow Americans.AP Photo/Richard Ruggieri

Buying How to Write a Resume for Highschool Students

Buying How to Write a Resume for Highschool Students How to Write a Resume for Highschool Students - the Conspiracy Its possible to provide your comment as evaluations to our site vaue. Make certain to include your contact information so the hiring manager can contact you. The very first section of your resume should incorporate information on the way the employer can contact you. Lets walk through three unique resumes for different kinds of post-college jobs. A simple resume template is going to be your very best bet. When it is high, its a fantastic way to catch the eye of a hiring manager. You may be a great team player. Volunteer working experience on high school resumes are an excellent means to add work experience if you dont have anyor even when you do. Even in the event that youve never held an official job, its still true that you have life experience thats applicable to the work search. As soon as you own a list of your strengths and abilities, and youve identifi ed the crucial requirements of work, it is not hard to tailor your resume employing a high school resume template. Though you might not have a work history or lengthy collection of impressive degrees, you can definitely find something to include. Want to Know mora About How to Write a Resume for Highschool Students? A resume summary statement is a brief paragraph crafted to assist you sell yourself to your prospective employer. Include name, address, telephone number, and e-mail address, together with a fax number, in case you have one. You could stick to the guidelines supplied in the job resume template here and produce your own resume. There are a great deal of alternatives and templates readily available online, but my favourite resource for visually appealing resumes is Canva, a on-line graphic-design tool that has many free templates. Introducing How to Write a Resume for Highschool Students Keep reading to learn more, and dont neglect to have a look at our sample high school resume for inspiration By reading through your resume, you might get insight into what makes you so special and distinctive from several other students. Most students hit a wall when it regards the expert experience section since they just dont have relevant work experience. Utilizing a student resume template can help you save you time and effort in addition to offer you ideas on which sections to include and the way to complete them so as to draw the correct employers. Sometimes it can help to talk to someone else about what might stick out among your activities or superior school experiences. It is necessary for candidates to get the most out of resume samples and practical guidance when producing their student resume to be able to enkoranvers they highlight their abilities and potential in lieu of absence of experience. Your education ought to be a focus in your resume. An excellent approach to start on your resume as a high school student is to examine examples of resumes and read tips about what to include and the way to format your resume. Next, you will find out how to earn a college resume prepared for the big leagues When you compose a college resume you will have to include all the experiences youve had at college (work related). High school students may require a resume to submit an application for work or as an element of a university application. In general, they tend to focus on their club participation while college students often incorporate major class projects.Then youll have a complete curriculum to choose from. Writing your very first high school resumecan look like a daunting take. Most high school students have a tendency to submit an application for a food services position. Very good grades can demonstrate that you possess self-discipline. As a high school student, employers arent going to expect you to develop into an authority in your work in a week. You may mention your upcoming education plans too. Theres a great deal of competition for jobs for high school students, and that means you should make sure you stick out from the crowd. The Secret to How to Write a Resume for Highschool Students Since you likely dont have a good deal of Work Experience, you can include your Achievements as a distinct section. High School Students need to be able to work independently, and also with other people. Creating a resume doesnt need to be difficult. The How to Write a Resume for Highschool Students Trap There are particular pitfalls you will need to stay away from when writing a high school resume. At times it can be difficult to spot your own mistakes. You will need experience to have a job, but you require a job to acquire experience. Preparing to compose the resume is much like brainstorming before you start your college application essays.

5 Ways to Use Video in Recruitment - Spark Hire

5 Ways to Use Video in Recruitment - Spark Hire5 ways to use video in recruitmentThe use of video can completely transform your hiring process. Making video a part of your recruitment strategy will help you attract, recruit and hire better candidates faster.Discover 5 great ways to use video for recruitingWhy should you use videos in recruitment?The answer is simple Because by 2020 85% of all netz traffic in the US will through videos Using video in recruitment is no longer a competitive advantage in the war for talent it is a necessity.If you dont want to be left empty-handed, you should consider incorporating video into your recruiting and hiring process. Making video a part of your recruitment strategy will help you attract, recruit, and hire better candidates faster. Actually, the use of video can completely transform your hiring processUsing video in recruitment has many benefits. Incorporating video in your hiring process will help you improve 3 most important recruiting metri cs cost per hire, time to hire, and quality of hire. With video, you can recruit better candidates faster and save moneyHow to use videos in recruitment?There are numerous ways you can use video for recruiting. Video can be used in every stage of your hiring process from attracting to selecting and hiring top candidates. For example, you can use video to amp up your recruiting brand, attract top talents attention, generate mora applications, improve your candidate experience, interview long-distance candidates, and mora.To help you get started, weve put together a list of 5 key ways your company can leverage video for hiring top talent.5 ways to use video in recruitmentSo, weve convinced you to implement the video in your recruiting process. But where should you start? What are the best ways to leverage the use of video in recruitment?Start by using video to1. Advertise your open job positionsUse videos to advertise your open job positions. Candidates are sick of reading long job de scriptions. Most employers still use the standard boring textual job descriptions. Make your job postings stand out by adding videos to yoursUse the video to show your potential candidates what their day would look like if they worked at your company. Show them your office and let them see their duties and everyday tasks as well as benefits they would enjoy.By adding video to your job descriptions, you will attract the attention of top talent and receive more high-quality applications. A recent research conducted by Career Builder found that job postings with videos are viewed 12% more than postings without video and have a 34% greater application rate2. Showcase your company cultureWhen it comes to company culture, video is worth more than a thousand words. By creating a company culture video, you can provide candidates with a glimpse into your company culture. Show (dont tell) them what is it like to work at your company.Start with a virtual office tour to showcase your beautiful space. Next, provide potential candidates with insight into everyday life at your office. Interview your happy and engaged employees and feature their authentic testimonials. Finally, highlight the benefits you offer.The best part? You can create a great company culture video on your own And no, you dont need expensive equipment and a professional filming team. You can use your own smartphone and still produce a fantastic company culture video. Dont believe me? Check out this amazing company culture video by LinkedIn3. Explain your hiring processOne of the most commonly cited frustrations candidates face during a hiring process is being kept in the dark. They dont know what to expect, how long will your hiring process takes, how many stages there are, in which one they currently are, and what will happen next.Top candidates wont wait around to find out. Instead, they will accept another offer and youll lose them. But it doesnt have to be that way You can create a video in which you explain your hiring process to candidates. Provide a clear outline of every step in your hiring process, as well as the expected timeline.That way, youll ensure that candidates have realistic expectations from the start. This will help you avoid frustrations on both sides, as well as ensure a smoother candidate experience for your candidates.4. Communicate with candidatesAccording to a CareerBuilder survey, an overwhelming 81% of candidates cite the one thing that would greatly improve their overall candidate experience is employers continuously communicating status updates to them. If you want to dazzle candidates and stand in their inbox, video is the way to go.You can use videos to communicate with your candidates in each stage of your hiring process. For example, when you proactively source for prospective candidates, consider adding a video message to your cold outreach. You can a video link or even embed a video within your email. That way, you will give a special touch to yo ur pitch and make it more compelling.You can also use video to communicate with the candidates who have opted into your hiring process. Use video messages to provide relevant, timely updates of their status in your hiring process.You should also use video in the final stages of your recruiting process. Include a video message from your CEO in your offer email to selected candidates. This will help you make your offer attractive. Finally, dont forget your silver medalists. Theyll appreciate receiving a rejection email with a personalized video message.5. Interview top candidatesIncorporating videos in your interviewing process is another great way to improve your whole hiring process. Video interviews can make your hiring process more efficient. Not only do they save you time and money, they also widen your talent pool and provide an effective way to screen candidates.According to Aberdeens talent acquisition research, companies with video interviewing tools in place are 2.7 times mo re likely to improve (reduce) their cost per hire on a year-to-year basis, as compared with companies without such tools in place. The same study also reports that companies who use video interviewing improved (reduced) their time to hire by 60%.Video interviews are irreplaceable for interviewing long-distance candidates, reducing the time per hire as well as the cost of travel expenses. With video interviews, candidates can answer your questions on their own time from anywhere in the world, and you can review the completed video interviews at your convenience. As a result, youll hear from more candidates, easily compare them, and never have to worry about scheduling early-round interviews again.About the AuthorAnja Zojceska is an HR Manager and Content Marketing Specialist at the recruitment software company TalentLyft. She is passionate about researching all the latest recruitment and retention trends and ideas and happy for the opportunity to test them out in a great company like TalentLyft.