6 Brilliant Recruitment Marketing Campaigns

Candidates want to feel connected to your brand name and sense that employers comprehend them as individuals. So how can employers stand apart from the crowd? Employers should be proactive in their method to attracting candidates, and recruitment marketing is the service

Recruitment marketing is a relatively new method to draw in prospects, both passive and active, job to your business. It involves embracing the very same principals and techniques utilized by marketing to bring in candidates and increase brand name awareness. Some examples of marketing practises now being used by HR groups include: list building, SEO, guerrilla marketing, social advertising, personalised candidate journey and material creation.

According to SHRM, job companies that incorporate recruitment marketing into their hiring technique can produce 3 times more candidate leads than those who don’t – leading a 100% greater close rate on candidates. Additionally, current research study by Allegis found that running a recruitment marketing project can save companies as much as 40% on total talent expenses. On top of these savings, recruitment marketing increases and brings in an approximated 50% more qualified candidates.

It’s extraordinary to see how a deep understanding of your prospects can cause projects that encourage them to do something about it. We’ve assembled a list of 6 of our favourite imaginative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These campaigns pressed the boundaries of conventional job ads, and for lots of, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and employ the most skilled salesmen in the service, Ogilvy, among the worlds most popular advertising companies, ran an imaginative recruitment campaign to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media advertising in mix with their YouTube channel. Here they invited the potential candidates to film themselves offering a brick. The reward? A three month paid internship with Ogilvy and the opportunity to pitch at the Cannes Lions International Advertising Festival.

A terrific benefit 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 approach of recruitment marketing campaigns.

They are a terrific way to draw in passionate applicants in addition to serving as a preliminary screening test. Companies may ask candidates to resolve puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google’s 2004 perplexing billboard. This marketing project was a great success for Google and earned high praise online within mathematical and engineering online forums – even before Google was referred to as the brains behind the operation.

The billboard, placed in Silicon Valley, provided a complicated mathematical equation to passers-by and challenged those who thought they were clever adequate to resolve it. Once solved, the equation revealed a site URL (www.7427466391.com) that the solver must go to.

Those smart adequate to solve the billboard puzzle were given one last puzzle once on the site.

Successful prospects got the message:
«Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re glad you’re here. One thing we discovered while developing Google is that it’s simpler to find what you’re trying to find if it comes searching for you. What we’re searching for are the very best engineers on the planet. And here you are.»

The billboard was an appealing method to attract some of the most intelligent minds to Google. Google grouped this candidate swimming pool into enthusiastic ‘issue solvers’ – an extremely prestigious skill at google.

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IKEA: Assemble Your Future

Upon opening a brand-new store in Australia, IKEA had the task of working with 100 staff members. To fill this high variety of positions, they needed to think huge. IKEA’s outside package thinking led to a fantastic «inside the box» option.

IKEA decided to target those who they understood currently liked IKEA by putting ‘career instructions’ inside the box of IKEA products for consumers to find upon opening their item. The guidelines mirrored their well-known assembly guidelines, instructing customers on how to «assemble your future».

The campaign was a big success, and consumers adored it. Thousands of customers used, and IKEA employed 280

staff members who appreciated the IKEA brand. The reason for the success of the project was not simply down to its creativity but likewise since it spoke with IKEA’s existing brand ambassadors, their customers. Many recruitment messages can get lost in the noise online and in-store. The shipment of this recruitment campaign effectively connected with prospects in a customised way, in their own homes just as they’re concentrated on assembling their new furniture.

Volkswagen: A Covert Message

When Volkswagen had to work with talented mechanics, they thoroughly thought about where this target audience hung out so that they might interact their recruitment message successfully.

Volkswagen picked an apparent however uncommon placement, the undercarriage of cars in requirement of repair. Volkswagen deliberately distributed faulty cars with the message hidden underneath to service centres throughout Germany in anticipation of attracting experienced employees.

Volkswagens campaign was a great success, and they hired many skilled mechanics while confirming themselves as an ingenious and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were seeking to attract ambitious students to their company. They reached students by going to the one location ensured to have trainees around, schools at several Swiss universities.

McKinsey provided pencils with comically elongated erasers. Printed on the side of the pencil was a message that read «We’re trying to find trainees who aren’t satisfied with simply any option. www.McKinsey.ch.»

The campaign’s aim was to pre-filter candidates by bring in those that aren’t satisfied with simply any option and are curious innovators. The pencil twisted the guidelines of advertising, and it’s basic message resonated with lots of, job leading to top quality graduate employs at McKinsey.

Just like this pencil, recruitment marketing projects don’t need to be expensive, and companies can state a lot in just an easy statement.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing properly. Their professions page has 1.2 million likes, and they publish content twice a day – often more. They share material that possible workers can relate to and feel influenced by, such as private employees accomplishments, days in the life of an employee and general day to day updates from across the Marriott network.

Marriott wishes to communicate a sense of personalisation with their careers page so that prospective workers can develop an authentic connection with the brand name. They achieve this by enabling called staff members to address any questions on the careers page from the business profile. Marriot also uses a chat service to those wanting to discover more about life at the company and suggestions on how they can successfully request a position.

Marriotts strategy reveals you do not need remarkable out of package believing to link with prospects. There are a myriad of ways your organization can approach your recruitment campaign. Marriott’s method is basic, and any business can replicate this technique and attain the very same success. Have a designated location where you share insights on life at your company and most importantly, listen to prospective prospects and react to their concerns without delay and efficiently.

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Step 1: A great recruitment marketing Campaign. Step 2? Occupop!

We can assist you evaluate candidates, sort CVs and even schedule interviews, all-in-one centralised recruitment platform. This will guarantee that your candidates have the finest experience possible and you have time to concentrate on what matters, your individuals. Discover more about us here.