# Chuck Moran

Chuck Moran teaches organizations, especially fire and EMS departments, how to make recruiting videos with a smartphone and simple production methods.

- Profile: https://b2binfluencer.marketing/creators/chuck-moran/
- LinkedIn: https://www.linkedin.com/in/chuckmoran
- LinkedIn followers: 1,787
- Topics: recruiting
- Based on 11 dated posts, latest 2026-05-01

## Summary

They are most useful for teaching fire and EMS departments to make short recruiting videos with smartphones.

- Best for: A public safety staffing or recruitment marketing company with a scoped training or content deliverable.
- Not for: A corporate employer-branding software platform selling to large private-sector employers.
- Check first: Confirm current pricing, terms, post-level results, and audience data before committing budget.

### Takeaways

- A recruiting video under 30 seconds can use stills, short clips, and a recorded voice.
- The video should help candidates imagine the job, daily activities, and what workers value.
- Common worries include needing a fancy camera, editing a coherent story, and months of production.

## Main ideas

- **Equipment is the first objection to clear, not a requirement to meet**: The posts consistently put the gear question to rest. Recruiting video is presented as a skill built with tools the audience already has, making the barrier not budget or production polish but knowing the method. If no camera is needed, a department can start this week.
- **A recruiting video should show what the job feels like and can be built from two kinds of parts**: The clearest method reduces the video to still photos or short clips plus an audio recording of the subject's voice. Its stated purposes are to give candidates a sense of working in the organization, show day-to-day activities, and convey how workers feel about the work, such as pride. The instruction is to show rather than tell. Nobody has to appear on camera, removing the next objection many people raise after equipment.
- **Name the hesitation in the reader's own words, then answer it**: Rather than arguing abstractly for video, the posts put the audience's doubts on the page first — the fancy camera, the difficulty of editing a cohesive story, the fear it will take months — and answer each in turn. One post also asks followers what holds them back, treating the obstacle as something to diagnose rather than assume.
- **The problem being solved is a first-responder candidate shortage, not weak employer branding**: Chuck Moran's audience is public safety hiring — fire, EMS and law enforcement — and the argument is anchored in the labour market those departments face. Younger workers are described as moving toward tech jobs and better pay and work-life balance, while competition within fire and EMS is fierce. This frames video as a practical response to a specific shortage, not a general communications upgrade.
- **Teach the method in repeatable, named formats**: The delivery is instruction, not commentary, packaged for reuse: the same class run twice in one day, a short-named recipe, and a mini-course. Naming the method and fixing its length make it teachable across departments and easy to refer to, turning an argument about video into something a chief can act on.

## Work to read

- [The 30-second recruiting video, broken into two components](https://www.linkedin.com/posts/chuckmoran_recruiting-lawenforcement-publicsafety-activity-7043257247769993216-Asev)
- [Two conference sessions teach smartphone video to fire and EMS recruiters](https://www.linkedin.com/posts/chuckmoran_virginiafirechiefsassociation-virginiafirerescueconference2024-activity-7163301263567265794-RQN6)
- [Answering objections to making a first recruiting video](https://www.linkedin.com/posts/chuckmoran_recruitmentrevolution-futureofwork-videoproductiontips-activity-7088182701932830720-JU1k)
- [The mini-course offer and the sales pitch for the 30-second method](https://www.linkedin.com/posts/chuckmoran_publicsafety-firerescue-recruiting-activity-7131382992802832384-x9S2)
- [An open question about what stops people from making video](https://www.linkedin.com/posts/chuckmoran_videomarketing-businesstips-recruiting-activity-7083066921603977216-KNnE)

## Brand relationships

- **Online Video Mastery** (disclosed_partnership)
- **Virginia Fire Chiefs Association** (mention)
- **World's Easiest Recruiting Video** (mention)

## Partnerships

Chuck Moran's posts describe commercial activity in training and tools for in-house recruiting video, not brand sponsorship slots. They promote their own programs: a smartphone video training program called Online Video Mastery, a self-serve "World's Easiest Recruiting Video" mini-course sold with promotional pricing, and conference teaching sessions on smartphone recruiting video for fire and EMS audiences. The posts also show a repeatable production format: a recruiting video under 30 seconds, built from stills or short clips plus a subject's recorded voice. For a partnership, ask directly about sponsorship availability, rates, and inquiry options.

## Alternatives

- Jerad Clifford: Consider Jerad Clifford if the department’s immediate problem is a hard-to-find or unpersuasive job posting, rather than a lack of recruiting video. A post recommends standard job titles, a short list of key requirements, specific growth opportunities, and upfront salary and flexibility details—useful material for a campaign that needs to improve the vacancy itself before promoting it.
- Daniel Birkholm: Consider Daniel Birkholm if the department’s main challenge is candidate experience and learning from applicants, rather than making recruiting videos. One post describes using feedback across candidate-journey touchpoints to identify improvements and track candidate satisfaction; that could suit a campaign centered on diagnosing where recruitment loses people.
- Viktor Donner: Consider Viktor Donner if a campaign aims to improve recruiter transparency and candidate treatment, especially for technology hiring. The posts advocate sharing the hiring company and salary range with candidates and giving rejected applicants concrete feedback. That is a better direction when trust and communication are the campaign’s central problem.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/