Recruiters Won’t Tell You This Hiring Hack (But I Will)

ByLisa Ingram

Published October 8, 2025 on LinkedIn

J.T. O'Donnell

J.T. O’Donnell – Founder & CEO, Work It DAILY | Board of Directors, McCoy | Career & Professional Development | Job Search | HR & Recruiting | Employer Branding | Recruitment Marketing | Talent Management | Executive Coaching

Here’s why networking is FAILING you and everyone else right now…

In good times, getting introduced by a mutual contact, showing up at events, or asking for referrals, a/k/a networking, could get your foot in the door.

But right now? People are nervous.

So even if you’re being proactive, you may be fighting upstream against inertia.

What works instead is getting direct visibility to the decision-makers — especially to recruiters and hiring managers. Which means, you need a hack they admit they just can’t ignore: backchanneling via video.

I’m going to show you exactly how to do it below (and prove it works) – the logic, data, best practices, and even a plug-and-play outreach template you can start using today.

[NOTE: If you find this framework helpful, I added a free YouTube training to the end of this article you can watch to get even more help doing this.]

The Case for Video Backchanneling

Here’s the simple idea: instead of just applying, cold messaging, or waiting for referrals, you identify someone inside the company (a recruiter, a team lead, someone aligned with your function). Then you send them a short personalized video explaining who you are, what value you bring, and why you want to talk.

You’ve just created a mini first impression on your terms — which gives you an edge over faceless text-only applicants.

Don’t take my word for it; the data backs it.

Data That Supports Video & Human Connection

  • Candidates who get personalized video outreach see response rates roughly 2× higher than plain text messages. (Synthesia)
  • Recruiting job postings with video draw 34 % more applications compared to those without. (Talivity)
  • Candidates who view recruiting videos are 64 % more likely to apply. (Talivity)
  • 81 % of recruiters now use video interviews in their hiring processes. (Truffle)
  • 74 % of recruiters say video interviews make shortlisting easier. (Truffle)
  • Video interviews can trim the hiring timeline — cutting days off compared to phone screens. (Truffle)

Now, I realize those stats are mostly about how companies use video to screen candidates. BUT, here’s the insight: the same medium (video) that is trusted by recruiters can also flip the script when you use it to reach them.

When you send a video, you show initiative, credibility, clarity — you reduce the risk of “who is this person?” in one glance.

I’ll also say this: a recruiter I know at a Fortune 500 company (who prefers to stay anonymous) once told me:

“Candidates who send video make it easier for me to validate their resume is legit, and it’s easier for me to put them in front of hiring managers.”

That’s not marketing fluff. That’s a working insight from someone in the trenches.

Best Practices: How to Send a Video That Gets Watched

To make your video outreach effective — not cringey or ignored — follow these guidelines:

1. Keep it ultra-short (45–60 seconds)

You want to hook, share your point, and call to action. Anything longer risks losing attention.

2. Personalize the intro

Lead with something specific about them — a recent project, a post they published, or a team milestone. That tells them this isn’t mass spam.

3. Focus on relevance, not ego

Don’t spend the first 30 seconds telling your life story. Instead: “Here’s how I see my skillset intersecting with what your team is doing, and why I’d love feedback (or a connection).”

4. Make next step obvious

“I’d love 10 minutes to hear about your vision, or perhaps connect with someone on your team you believe I should talk to.” Make the ask small.

5. Use a single video link (no attachments)

Tools like McCoy mobile app make it easy — you script, record, and send a single URL. Zero friction, one click. [I wrote about how to do this step-by-step with the app in this article. CLICK HERE]

6. Quality matters, but don’t overproduce

Good lighting, clear audio, and a quiet background go a long way. You don’t need Hollywood polish — you just need to be seen and heard clearly.

7. Follow up (gently and contextually)

If you don’t hear back in a week, send a short message: “Wanted to check: did my video make it through? I’d love your thoughts if you have two minutes.” Often that nudge works better than a cold reminder.

Three-Sentence Outreach Email + Video Hint

Here’s a lean template you can adapt. It gives them context, reason to watch, and a low-risk ask:

Subject: Question about [team name / project / domain]

Hi [First Name], I’ve been following [something specific about their work or team], and I recorded a very short video (about 60 seconds) to share how my background in [your domain] might align with what you’re doing. Would you be open to watching it — and possibly pointing me to one colleague I should connect with?

Thanks so much, [Your Name]

That’s it. No heavy narrative. No long “why me” paragraphs. Just intrigue, relevance, and a simple next step.

Why This Hack Beats The Traditional Approach

  1. You bypass the applicant black box. Instead of hoping an ATS or HR screen notices you, you go directly to someone who can move things.
  2. You add a human layer early. You’re not just a resume — you’re a voice, a face, and an idea.
  3. You signal confidence and initiative. That matters — recruiters and managers want to bet on people who show up.
  4. You reduce friction for them. They don’t have to dig through attachments or guess who you are. They press play.
  5. You create a mini interview. Before formal interviews, you already have context, tone, voice — which builds trust.

Final Thoughts

In a market where everyone else is clinging to their jobs and playing it safe, visibility is your competitive advantage. Networking isn’t dead — it’s just less effective on its own. What will get you seen now is strategic backchanneling, with video as your amplifier.

So go ahead: pick the team you want to join. Find one person inside who matters. Send a concise, compelling video. Create your own opening. And while recruiters won’t always tell you this hack… you just proved to them that you know it.

P.S. – I did a free YouTube training on how to use LinkedIn to backchannel and escape the Executive Wasteland. You can access it HERE:

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