6 Brilliant Recruitment Marketing Campaigns

Candidates desire to feel linked to your brand job and sense that companies understand them as individuals. So how can employers stick out from the crowd? Employers must be proactive in their method to drawing in prospects, and recruitment marketing is the option

Recruitment marketing is a reasonably new way to draw in candidates, both passive and active, to your business. It includes adopting the very same principals and techniques used by marketing to bring in prospects and increase brand awareness. Some examples of marketing practises now being utilised by HR groups consist of: lead generation, SEO, guerrilla marketing, social marketing, job personalised prospect journey and material creation.

According to SHRM, companies that integrate recruitment marketing into their hiring strategy can generate three times more applicant leads than those who don’t – leading a 100% higher close rate on applicants. Additionally, research study by Allegis discovered that running a recruitment marketing campaign can save business as much as 40% on total skill expenses. On top of these cost savings, recruitment marketing enhances company brand name and brings in an estimated 50% more qualified candidates.

It’s extraordinary to see how a deep understanding of your prospects can result in campaigns that encourage them to take action. We’ve assembled a list of 6 of our preferred innovative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These campaigns pushed the limits of traditional job advertisements, and for numerous, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and work with the most competent salespeople in business, Ogilvy, one of the worlds most popular marketing firms, ran an imaginative recruitment project to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks marketing in mix with their YouTube channel. Here they welcomed the prospective prospects to movie themselves selling 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 advantage to employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a standard approach of recruitment marketing campaigns.

They are a fantastic method to draw in passionate applicants as well as serving as an initial screening test. Companies may ask prospects to solve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

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

The billboard, positioned in Silicon Valley, presented a complicated mathematical formula to passers-by and challenged those who believed they were wise adequate to solve it. Once resolved, the equation revealed a website URL (www.7427466391.com) that the solver need to visit.

Those clever enough to solve the billboard puzzle were given one final puzzle when on the site.

Successful prospects received the message:
«Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we’re thankful you’re here. Something we discovered while constructing Google is that it’s much easier to find what you’re searching for if it comes searching for you. What we’re trying to find are the best engineers worldwide. And here you are.»

The signboard was an interesting way to attract a few of the smartest minds to Google. Google grouped 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 task of hiring 100 workers. To fill this high number of positions, they had to think huge. IKEA’s outside package thinking resulted in a wonderful «inside package» option.

IKEA chose to target those who they knew already liked IKEA by putting ‘profession instructions’ inside the box of IKEA items for consumers to find upon opening their product. The instructions mirrored their popular assembly instructions, instructing customers on how to «assemble your future».

The project was a big success, and clients loved it. Countless clients applied, and IKEA hired 280

staff members who admired the IKEA brand. The reason for the success of the campaign was not simply down to its imagination but also because it spoke to IKEA’s existing brand ambassadors, their consumers. Many recruitment messages can get lost in the sound online and in-store. The shipment of this recruitment project effectively connected with prospects in a personalised method, in their own homes just as they’re focused on assembling their brand-new furniture.

Volkswagen: job A Concealed Message

When Volkswagen needed to employ talented mechanics, they thoroughly considered where this target audience hung out so that they could communicate their recruitment message effectively.

Volkswagen picked an apparent however unusual positioning, the undercarriage of automobiles in need of repair work. Volkswagen deliberately distributed defective vehicles with the message hidden below to service centres across Germany in anticipation of drawing in knowledgeable workers.

Volkswagens campaign was a terrific success, and they worked with numerous experienced mechanics while confirming themselves as an innovative and enjoyable brand name.

McKinsey & Company: job The Eraser Pencil

McKinsey and Company were wanting to attract enthusiastic trainees to their company. They reached trainees by going to the one location guaranteed to have trainees around, schools at several Swiss universities.

McKinsey delivered pencils with comically extended erasers. Printed on the side of the pencil was a message that read «We’re looking for trainees who aren’t pleased with just any option. www.McKinsey.ch.»

The campaign’s aim was to pre-filter candidates by drawing in those that aren’t pleased with simply any solution and wonder innovators. The pencil twisted the rules of advertising, and it’s basic message resonated with many, leading to premium graduate works with at McKinsey.

Just like this pencil, recruitment marketing projects do not need to be expensive, and business can say a lot in just a simple declaration.

Marriott: A Personalised Careers Page

Marriott is an excellent example of companies doing recruitment marketing the proper way. Their professions page has 1.2 million likes, and they release content twice a day – often more. They share content that prospective workers can connect to and feel influenced by, such as private workers achievements, days in the life of a worker and general daily updates from across the Marriott network.

Marriott wishes to convey a sense of personalisation with their careers page so that possible workers can build a real connection with the brand name. They achieve this by permitting called workers to respond to any questions on the careers page from the company profile. Marriot likewise uses a chat service to those looking to discover more about life at the business and recommendations on how they can successfully get a position.

Marriotts method shows you do not need remarkable out of the box thinking to connect with prospects. There are a myriad of ways your service can approach your recruitment campaign. Marriott’s method is simple, 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 significantly, listen to possible prospects and react to their concerns promptly and effectively.

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

We can help you screen 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 focus on what matters, your people. Find out more about us here.