6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel linked to your brand name and sense that companies understand them as individuals. So how can employers stand apart from the crowd? Employers should be proactive in their technique to drawing in candidates, and recruitment marketing is the option

Recruitment marketing is a relatively new method to bring in candidates, both passive and active, to your business. It involves embracing the very same principals and methods utilized by marketing to attract candidates and increase brand awareness. Some examples of marketing practises now being made use of by HR groups consist of: list building, SEO, guerrilla marketing, social advertising, customised prospect journey and material creation.

According to SHRM, employment business that integrate recruitment marketing into their hiring technique can create 3 times more candidate leads than those who do not – leading a 100% higher close rate on applicants. Additionally, recent research by Allegis found that running a recruitment marketing campaign can save companies up to 40% on total talent costs. On top of these savings, recruitment marketing improves employer brand name and brings in an approximated 50% more qualified candidates.

It’s exceptional to see how a deep understanding of your prospects can result in projects that encourage them to act. We have actually assembled a list of six of our preferred imaginative recruitment campaigns that you can take motivation from for your next recruitment marketing project. These projects pushed the borders of conventional task advertisements, and for many, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and hire the most skilled salesmen in the business, Ogilvy, one of the worlds most prominent ad agency, ran an imaginative recruitment project to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks marketing in combination with their YouTube channel. Here they welcomed the prospective prospects to movie themselves offering a brick. The prize? A three month paid internship with Ogilvy and the chance to pitch at the Cannes Lions International Advertising Festival.

A terrific advantage to employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to thousands of people.Contests are a standard technique of recruitment marketing campaigns.

They are a great way to draw in passionate applicants in addition to acting as a preliminary screening test. Companies might ask candidates to fix puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive method to recruitment marketing is Google’s 2004 confusing signboard. This marketing project was a terrific success for Google and made full marks online within mathematical and engineering forums – even before Google was called the brains behind the operation.

The billboard, placed in Silicon Valley, employment provided a complicated mathematical formula to passers-by and challenged those who thought they were smart enough to resolve it. Once resolved, the equation exposed a site URL (www.7427466391.com) that the solver must go to.

Those clever enough to resolve the billboard puzzle were provided one last puzzle as soon as on the website.

Successful prospects received the message:
“Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we’re pleased you’re here. One thing we found out while developing Google is that it’s easier to discover what you’re looking for if it comes searching for you. What we’re trying to find are the very best engineers in the world. And here you are.”

The billboard was an appealing way to draw in some of the smartest minds to Google. Google organized this candidate swimming pool into passionate ‘problem solvers’ – a highly renowned skill at google.

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IKEA: Assemble Your Future

Upon opening a brand-new store in Australia, IKEA had the job of employing 100 staff members. To fill this high number of positions, they had to believe big. IKEA’s outside the box thinking resulted in a fantastic “inside package” option.

IKEA chose to target those who they understood currently enjoyed IKEA by putting ‘profession directions’ inside the box of IKEA items for consumers to find upon opening their item. The guidelines mirrored their famous assembly directions, advising clients on how to “assemble your future”.

The project was a substantial success, and employment customers adored it. Thousands of clients applied, and IKEA employed 280

employees who appreciated the IKEA brand name. The reason for the success of the campaign was not just down to its creativity however likewise since it talked to IKEA’s existing brand name ambassadors, their consumers. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment campaign effectively gotten in touch with prospects in a customised way, in their own homes just as they’re focused on assembling their new furnishings.

Volkswagen: A Concealed Message

When Volkswagen had to employ talented mechanics, they carefully considered where this target market hung out so that they could communicate their recruitment message efficiently.

Volkswagen chose an apparent but unusual placement, the undercarriage of automobiles in need of repair. Volkswagen purposefully distributed malfunctioning vehicles with the message concealed beneath to service centres across Germany in anticipation of bring in experienced workers.

Volkswagens project was a terrific success, and they employed many competent mechanics while authenticating themselves as an innovative and employment enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were looking to bring in ambitious trainees to their company. They reached students by going to the one location ensured to have trainees around, schools at a number of Swiss universities.

McKinsey provided pencils with comically elongated erasers. Printed on the side of the pencil was a message that checked out “We’re looking for trainees who aren’t satisfied with just any solution. www.McKinsey.ch.”

The campaign’s objective was to pre-filter candidates by bring in those that aren’t satisfied with simply any solution and are curious innovators. The pencil twisted the guidelines of marketing, and it’s easy message resonated with many, leading to top quality graduate works with at McKinsey.

Much like this pencil, recruitment marketing campaigns don’t have to be costly, and business can state a lot in just a simple declaration.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of business doing recruitment marketing properly. Their careers page has 1.2 million likes, and they publish content two times a day – in some cases more. They share content that possible workers can associate with and feel inspired by, such as private employees achievements, days in the life of a worker and employment general daily updates from throughout the Marriott network.

Marriott wants to communicate a sense of personalisation with their professions page so that possible workers can develop a real connection with the brand. They achieve this by permitting called workers to address any questions on the careers page from the company profile. Marriot also offers a chat service to those aiming to discover more about life at the business and advice on how they can successfully make an application for a position.

Marriotts technique reveals you don’t need remarkable out of the box believing to get in touch with candidates. There are a myriad of methods your company can approach your recruitment campaign. Marriott’s method is basic, and any business can imitate this approach and achieve the exact same success. Have a designated location where you share insights on life at your business and most significantly, listen to possible prospects and respond to their questions quickly and efficiently.

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Step 1: An excellent recruitment marketing Campaign. Step 2? Occupop!

We can assist you screen applicants, sort CVs and even schedule interviews, all-in-one centralised platform. This will guarantee that your prospects have the best experience possible and you have time to concentrate on what matters, your people. Find out more about us here.