Training videos not only offer far better engagement but allow people to recall more information than static forms of media. It’s an extremely cost-effective method for in-house training that’s fully scalable and allows the viewer to consume it at their own pace.
1. Identify your audience
Determining who will be watching your training video is really important before scripting. It will influence the tone, and level of depth the content goes into. For example, will the audience have any prior knowledge going into the video? Do you need to cater specifically to an advanced audience, a novice audience, or create separate videos for both? Finally, consider if your video could be used both internally and externally as part of your help, hero, hub strategy, or posted to social media.
2. Finding the right talent
Are you hiring an external expert in the field? If so are they confident performing on camera? It’s not always necessary to have the expert present the content. We actually find actors who are adept at reading teleprompters can deliver even very technical lessons concisely, persuasively and confidently.
3. Video format
What components will make up your training videos? One great option is filming with a green screen as this allows us to add in a virtual backdrop, along with animation, graphics, graphs, etc. which are great for handling complex concepts. Another popular format is using screen capture to guide customers or staff through your software with a voiceover.
Video is already more engaging, but by adding an interactive element you can significantly increase it and the learner’s experience. Interactivity gives control to the viewer and allows them to learn at their own pace and in their own learning style. You could include an interactive assessment with quizzes and progress bars, or add branched decision-making scenarios.
BENEFITS OF TRAINING VIDEOS
Instructor based training is time-consuming and expensive, some studies show that 85% of every dollar spent on classroom training is spent delivering it (instructor time, travel, etc). Training videos only incur a one-time cost to pay for the source and can be used to film numerous development objectives. Once you have the video recording you have a fully flexible training solution, which costs nothing to deliver or roll out even internationally. It can sit in a training microsite and be used for years on end.
Engage and retain
Videos’ powerful ability to combine sound, sight, and motion has been shown to help people both engage more with the content, and retrain more information than they would with static media like text or images. Research by Forrester shows that employees are 75% more likely to watch videos than read documents, emails, or web articles. Not only is it engaging but it also improves your audience’s ability to remember the information presented by up to 65% and for longer.
Video content allows on-demand viewing, avoiding any “I have a schedule conflict” with your trainer. Not only is it on demand but it’s accessible to everyone, everywhere. Getting your team together in one place at the same time can cause havoc but by utilising video you can train your staff in a systematic and unified way, and even cater to individual learning styles. You can utilise video to train your team on anything anywhere and at a pace that works for them.
Training videos open up a unique ability to evaluate and measure the effectiveness of the training delivered. You’re able to hone in on the analytics and understand what your audience engages with. You can then act on that data, which allows you to quickly adapt your content and tailor it for your audience, or even departments.
WHAT TO FILM?
The type of training videos each company requires is often very unique, but some more broad examples and ideas are:
- Showcase a new product internally or externally
- A how-to guide on maximising sales
- Onboarding videos for individual departments, or the company as a whole
- Training video on how to use a new internal software
- HR training
- Workplace safety training
- Compliance training
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