HR and recruiting explainer videos help candidates, employees and recruiters follow different parts of the hiring relationship. These examples cover application review, interview preparation, onboarding and recruiting software.
By
Larry Mutenda
| What are the best HR explainer video examples? Strong HR explainer video examples include Woo for recruiting software, Lockheed Martin for the hiring process, BHP for interview preparation, Greenhouse and BambooHR for employee onboarding and Jobma for HR technology. |
HR explainer videos are short videos that help candidates, new hires, employees and recruiters through the hiring relationship. They cover applications, interviews, onboarding and HR software. Each stage brings a different question.
This article looks at six explainer video examples for HR and recruiting from Woo, Lockheed Martin, BHP, Greenhouse, BambooHR and Jobma. For each one, I describe what the video covers, who it speaks to and what other HR teams and recruiting companies can take from it. After the examples, I cover videos for candidates vs. new hires and keeping HR videos current. Then I explain how to plan your own HR explainer video.
The next event matters in recruitment communication. A submitted application, an upcoming interview and an accepted offer create different questions that video can address at the appropriate point.
Here is a quick overview of the six videos in this article, grouped by how each company uses the video. The table links to each example below.
We picked videos that each show a different job an HR explainer can do: recruiting software, the hiring process, candidate preparation, employee onboarding and HR technology.
The lead example, Woo, comes from the Creamy Animation video library. The other five videos are published on each company’s own YouTube channel and were publicly available when we checked them in October 2026. We describe each video from its own content and description, and we credit any figures to the company that published them.
| # | Company | Use |
|---|---|---|
| 1 | Woo | Lead example: recruiting software |
| 2 | Lockheed Martin | Hiring process |
| 3 | BHP | Candidate preparation |
| 4 | Greenhouse | Employee onboarding / tools |
| 5 | BambooHR | Employee onboarding / tools |
| 6 | Jobma | HR tech explainer |
Woo starts with recruiters searching for candidates while neglecting an outdated database. A new hire trying to set up a login faces another problem entirely. Both belong to HR, but a single welcome message cannot answer them.
The Woo Smart Search video is taken from the video library at Creamy Animation.
Woo Smart Search begins with recruiters struggling to find candidates while overlooking their own database. The video describes that database as outdated and difficult to search. Those problems establish a practical reason to consider the product.
The video describes an integration with the applicant tracking system. It says profiles are updated using web data partners. It also describes a layer of smart tags covering expertise, company type, education, skills and experience. Real-time alerts identify new candidates that match a search.
The intended viewer is a recruiter or recruitment technology buyer. This is not a candidate instruction or a new employee welcome. Its runtime is 1:31 and the format is 2D animation. A video like this could introduce the product on a relevant service page or prepare a team for a demonstration.
The production lesson is to connect each capability to a stated problem. Search difficulty, outdated information and missed matches give the features a reason to appear. I use the same discipline when describing another HR tool. Start with the work the audience is trying to perform. Then describe the relevant mechanism without allowing the script to become a catalogue of disconnected capabilities.
A candidate submits an application and wants to know what happens next. Silence or a general employer message can leave the evaluation process unclear. A hiring-process video can describe what happens after submission and how the application is considered.
Lockheed Martin addresses those questions directly. Without a shared account, candidates may understand the job they applied for while remaining uncertain about the steps that follow.
This is different from Woo’s recruiter-facing product message. The candidate is not evaluating search technology. They need to understand their own place in the hiring process. A clearly timed resource can provide that context without asking the person to learn the employer’s internal recruiting systems.
Lockheed Martin covers what happens after applying, how applications are evaluated and what comes next. It speaks to candidates waiting to understand the recruitment sequence. Employers can learn from addressing the period after submission instead of limiting recruitment content to attracting applications.
A candidate is invited to an interview or engagement centre and needs to prepare. Knowing the employer’s purpose does not establish what that event involves. A preparation video can answer questions before the person attends.
BHP’s recruitment team describes the process, gives tips and responds to common candidate questions. Without preparation material, candidates may arrive with different assumptions about the same event.
This is a narrower point in the journey than a general hiring overview. The content is connected to an upcoming activity. The recruiting team’s account has a practical role because it gives candidates a shared reference before the event rather than another account of why the company is a place to work.
BHP’s recruitment team describes the interview or engagement-centre process, offers tips and answers common questions. The video supports candidates preparing for the event. Give preparation its own resource and build it with the people responsible for recruitment.
An accepted offer begins a transition that includes new people, systems and tasks. The new employee needs to know what starts immediately and what happens inside the tools they will use. A general hiring story no longer answers the immediate questions.
Greenhouse addresses the move from offer letter to team member. BambooHR covers employee login setup, widgets, the directory and tasks. A new hire who lacks those practical accounts can feel welcomed and still be unsure where to begin.
The two examples serve related but distinct parts of onboarding. One introduces the transition after acceptance. The other orients an employee inside a named system. Both are separate from Woo’s sales message to recruiters evaluating database search.
Greenhouse introduces the move from offer letter to team member beginning when an offer is accepted. It addresses the onboarding transition rather than initial candidate attraction. The takeaway: treat acceptance as the start of a distinct communication stage.
BambooHR covers login setup, widgets, the company directory and tasks for new employees. It supports the first experience inside the system. The lesson is to give employee tutorials concrete account actions instead of repeating a broad product or employer introduction.
A recruiter is considering recorded interviews because coordinating schedules is slowing screening. The unfamiliar format needs a connection with that work. A technical label alone does not show how the interview process changes.
Jobma describes recorded interviews, structured questions and screening on demand. That account ties asynchronous interviewing to the scheduling problem it is intended to address. Otherwise a recruiter may hear it as just another product category.
Woo’s lead similarly connects a tool with a recruiter’s existing difficulty. One concerns searching a database and the other interview screening. The comparison highlights the importance of keeping the recruiting task visible while the technology is introduced.
Jobma describes recorded interviews that remove scheduling problems and let recruiters screen candidates on demand using structured questions. It speaks to hiring teams considering the format. Link a new method to a specific recruiting constraint.
Candidates need clarity about the process they are entering. New hires need guidance for participating in the organization. A shared employer story may be practical to both, but their immediate tasks differ.
I map the point at which each video is sent. An interview preparation message belongs before the relevant event. An employee tool introduction belongs when access and use become relevant. That timing can make the same amount of information clearer.
Map the information to the person’s next event. Before an interview, the practical detail concerns preparation and expectations. After an offer, the practical detail may concern starting work. A candidate should not have to sort through instructions intended for someone who already has employee access.
The same applies to technology videos. Woo’s product message serves recruiters assessing a tool. A candidate-facing video of an interview format has another purpose. Use audience-specific titles and openings so people can recognize which video is meant for them. Keep shared terminology consistent across the wider journey.
Assign ownership for process names, system changes and contact details. A welcome video can remain visually polished while its instructions become outdated. Review it when the employee or candidate journey changes.
Keep volatile information in sections that are straightforward to update. A stable introduction to the employee process can sit beside instructions that change with the system. Check the full experience after a change so the invitation, video and destination page use consistent language.
Make the review trigger concrete. A new interview format, a changed onboarding system or a revised contact route can all affect an existing video. The content owner should know which changes require checking the video. A calendar reminder alone may miss a change that happens between planned reviews.
I also keep the editable source and approved wording organized by version. That makes a small update easier to locate and assess. Review the message sent with the video at the same time. An accurate video paired with an outdated invitation can still leave the candidate following the wrong process.
The change trigger also depends on the video’s place in the journey. A revised interview format affects candidate preparation. New login steps affect an employee tutorial. A change in a recruiter-facing product affects the sales demonstration. These should not be assigned one generic review date without a responsible owner for each process. Keep the invitation and video together during review. A candidate can receive accurate footage with an outdated preparation message and still arrive with the wrong expectations.
Choose the recruitment moment: application, preparation, accepted offer or first system use. Each has a different action. A general employer introduction will not answer the task-level questions raised at all four points.
Test candidate-facing terms separately from recruiter-facing product language. Woo’s database capabilities serve hiring teams. A new employee using BambooHR needs recognizable login and task context instead of the buyer’s feature argument.
Keep process names consistent with invitations and onboarding messages. BHP’s preparation content is tied to an upcoming event. If the event format changes, the script and the accompanying message need review together.
Related reading: explainer videos guide.
Use people when a recruitment team’s introduction matters and screen context when the employee must use a tool. The format should help a candidate or employee recognize the next step at that stage.
Related reading: explainer video cost.
Send preparation before the interview and account guidance when access is available. Assign content ownership across recruiting and onboarding so a change of responsibility does not leave an old video in the communication sequence.
Include the information needed for the specific recruitment stage. Explain the purpose, relevant expectations and next action. A general hiring overview can establish the sequence. An interview preparation video should focus more closely on the upcoming event.
Choose a manageable task and let that scope determine the length. A new employee should be able to revisit the relevant instruction without searching through a long welcome presentation. Use separate modules when tasks happen at different times.
Employee footage can help introduce people and workplaces when that is the purpose. Animation can clarify a process or software concept. Choose the format that answers the audience’s question and remains practical to maintain.
They can give candidates or employees the same approved account of a defined process. Keep that video aligned with written guidance and actual practice. Consistency depends on maintenance as well as distribution.
Yes, when the process is unfamiliar. A short video on what to expect can reduce questions to the recruiting team and help candidates prepare.
Keep each video to one task, such as setting up an account or finding benefits. A series of short videos is easier to use than one long welcome video.
Yes. Start with the recruiter or HR manager problem, then show how the software changes the work. Woo begins with an outdated candidate database before it introduces its search.
Look at whether fewer people ask the same question, whether candidates or new hires complete the next step, and how much of the video people watch.
Match the video to the moment in the person’s journey. A practical HR video answers the question they have now and makes the next action clear.
Larry is the founder and Chief Storyteller at Creamy Animation, founded in 2009. He leads a team that creates story-driven videos for businesses and nonprofits. 15+ years in video strategy and production, specializing in SaaS, B2B, and nonprofit storytelling. A marketer, designer, and animator, Larry has overseen the production of more than 1,500 videos for Fujitsu, Logitech, Warner Brothers, NFL, Blockdaemon, Astronomer, Canonical, and 370+ others.
For Larry, God is first, and everything else is a blessing that comes from serving Him. When he’s not working, he’s hanging out with his wife and three kids, playing the piano, or pursuing his filmmaking side hustle.
