6 Brilliant Recruitment Marketing Campaigns

Candidates desire to feel connected to your brand and sense that employers comprehend them as individuals. So how can employers stick out from the crowd? Employers need to be proactive in their method to drawing in candidates, and recruitment marketing is the option

Recruitment marketing is a reasonably new way to draw in candidates, both passive and active, to your company. It involves adopting the same principals and techniques used by marketing to attract prospects and increase brand name awareness. Some examples of marketing practises now being made use of by HR groups include: job list building, SEO, guerrilla marketing, social marketing, customised candidate journey and material creation.

According to SHRM, business that integrate recruitment marketing into their hiring strategy can produce 3 times more candidate leads than those who do not – leading a 100% higher close rate on candidates. Additionally, recent research by Allegis discovered that running a recruitment marketing project can conserve business up to 40% on total talent costs. On top of these cost savings, recruitment marketing boosts company brand and brings in an approximated 50% more competent candidates.

It’s remarkable to see how a deep understanding of your candidates can cause campaigns that encourage them to take action. We have actually created a list of 6 of our favourite creative recruitment campaigns that you can take motivation from for your next recruitment marketing project. These projects pressed the limits of traditional job advertisements, job and for numerous, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and hire the most knowledgeable salesmen in the service, Ogilvy, one of the worlds most prominent ad agency, ran a creative recruitment project to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks marketing in combination with their YouTube channel. Here they welcomed the possible candidates to movie themselves selling a brick. The reward? A 3 month paid internship with Ogilvy and the possibility to pitch at the Cannes Lions International Advertising Festival.

An excellent advantage to employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a basic method of recruitment marketing projects.

They are an excellent method to attract enthusiastic applicants in addition to functioning as an initial screening test. Companies might ask prospects to resolve puzzles, compose 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 campaign was a great success for Google and job earned high appreciation online within mathematical and engineering forums – even before Google was referred to as the brains behind the operation.

The signboard, positioned in Silicon Valley, presented a complicated mathematical equation to passers-by and challenged those who believed they were wise enough to fix it. Once fixed, the formula exposed a site URL (www.7427466391.com) that the solver should visit.

Those clever adequate to fix the signboard puzzle were offered one last puzzle as soon as on the site.

Successful candidates 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 constructing Google is that it’s simpler to discover what you’re searching for if it comes searching for you. What we’re looking for are the very best engineers worldwide. And here you are.»

The signboard was an engaging way to attract a few of the smartest minds to Google. Google grouped this candidate swimming pool into enthusiastic ‘issue solvers’ – a highly well-regarded ability at google.

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IKEA: Assemble Your Future

Upon opening a new store in Australia, IKEA had the job of working with 100 staff members. To fill this high number of positions, they had to think huge. IKEA’s outside the box thinking resulted in a wonderful «inside package» solution.

IKEA decided to target those who they knew already liked IKEA by putting ‘career guidelines’ inside package of IKEA products for customers to discover upon opening their item. The guidelines mirrored their famous assembly instructions, advising consumers on how to «assemble your future».

The project was a big success, and it. Thousands of consumers used, and IKEA worked with 280

employees who admired the IKEA brand. The factor for the success of the campaign was not just down to its imagination however also because it talked to IKEA’s existing brand ambassadors, their clients. Many recruitment messages can get lost in the noise online and in-store. The shipment of this recruitment campaign effectively linked with prospects in a customised method, in their own homes simply as they’re concentrated on assembling their brand-new furniture.

Volkswagen: A Hidden Message

When Volkswagen needed to work with talented mechanics, they thoroughly thought about where this target market hung out so that they could interact their recruitment message efficiently.

Volkswagen selected an apparent but uncommon placement, the undercarriage of cars in need of repair work. Volkswagen purposefully dispersed faulty automobiles with the message concealed beneath to service centres throughout Germany in anticipation of attracting skilled employees.

Volkswagens campaign was a terrific success, and they employed numerous skilled mechanics while verifying themselves as an innovative and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were aiming to draw in enthusiastic trainees to their business. They reached students by going to the one place guaranteed to have trainees around, campuses at numerous Swiss universities.

McKinsey provided pencils with comically extended erasers. Printed on the side of the pencil was a message that checked out «We’re trying to find students who aren’t satisfied with just any solution. www.McKinsey.ch.»

The project’s objective was to pre-filter candidates by attracting those that aren’t satisfied with simply any option and wonder innovators. The pencil twisted the rules of advertising, and it’s simple message resonated with lots of, resulting in premium graduate works with at McKinsey.

Much like this pencil, recruitment marketing campaigns don’t need to be expensive, and job business can say a lot in only a simple statement.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing properly. Their careers page has 1.2 million likes, and they publish content two times a day – often more. They share material that potential staff members can connect to and feel inspired by, such as specific workers accomplishments, days in the life of an employee and basic day to day updates from across the Marriott network.

Marriott wishes to convey a sense of personalisation with their careers page so that potential staff members can construct a real connection with the brand. They accomplish this by permitting named staff members to answer any questions on the professions page from the company profile. Marriot likewise provides a chat service to those looking to discover more about life at the business and guidance on how they can effectively use for a position.

Marriotts method reveals you don’t require extraordinary out of the box believing to connect with prospects. There are a myriad of methods your service can approach your recruitment project. Marriott’s strategy is simple, and any company can emulate this technique and achieve the exact same success. Have a designated place where you share insights on life at your business and job most notably, listen to possible prospects and react to their concerns promptly and efficiently.

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

We can help you evaluate candidates, sort CVs and even schedule interviews, all-in-one centralised recruitment platform. This will make sure that your prospects have the best experience possible and you have time to focus on what matters, your people. Find out more about us here.