Crew photo and video content for recruiting

What it is

The short answer: a planned library of photos and short vertical videos of your real people and work, gathered with consent, edited for recruiting and labelled so your office can find the right clip in seconds.

Typical pieces include:

• A day-in-the-life clip for each main role: apprentice, journeyperson, lead hand, estimator.
• Shop and van walk-throughs, which answer the equipment question candidates always ask.
• "How I started" profiles of people who came up through your apprenticeship path.
• Job site sequences showing the type of work, from rough-in to finish, without exposing client details.
• Owner or foreman intro: who they'd report to, in that person's own words.

Who it's for

This service suits employers whose ads draw interest but whose candidates still hesitate. It is especially useful when:

• your careers page has no photos, or only finished-project shots with no people;
• you compete against larger firms with polished recruiting material;
• you hire apprentices whose parents want to see what the workplace looks like;
• your crews do interesting work that nobody outside the company ever sees.

If you want platform-specific posting playbooks beyond recruiting, our sister site Trades.Social covers short video for trades in depth.

What's included

1. Shot plan built from your employer brand sheet, so every clip supports a specific reason to join.
2. Consent and release process with plain-language forms for anyone who appears, and a way to withdraw.
3. Shoot days, scheduled with you and run within your safety procedures and any site rules. On site, safety comes first; WorkSafeBC's resources and your own program govern the work, not the camera.
4. Editing into short clips for ads, careers pages and social feeds, with captions, because many people watch with the sound off.
5. A labelled library shared with you, organised by role, region and topic.

What a good shoot day looks like

A typical day covers two or three locations: the shop or yard first thing, when vans are being loaded, then one active job site and, where possible, a finished project. We keep a short list of shots for each stop and spend no more than a few minutes with any one person. By the end of the day you have enough raw material for several weeks of posts and a fresh set of careers-page images.

Timeline

• Week 1: shot plan and consent forms.
• Weeks 2–3: one or two shoot days, depending on how many roles and locations you have.
• Weeks 3–5: edits, your review, final library.
• Then: a lighter refresh each quarter, so content stays current as crews and vans change.

How results are measured

Content is judged by whether it moves candidates forward:

We compare against the period before the content went live, so you can see the difference rather than take our word for it.

Mistakes to avoid

• Over-producing. Slick music and drone shots look like advertising. Phone-quality footage of real people often performs better.
• Showing unsafe work. A clip with missing PPE or a poor ladder setup is a recruiting problem and a safety problem. We review every frame for this.
• Filming client property without permission. Get the homeowner's or general contractor's consent, or film somewhere else.
• Letting it go stale. A careers video featuring people who left two years ago sends the wrong message.

Content works best when it feeds regional hiring campaigns and supports your Red Seal pathway story. See the pricing page for the plans that include production.