6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a relatively brand-new way to bring in candidates, both passive and active, to your company. It involves embracing the very same principals and methods used by marketing to attract candidates and increase brand name awareness. Some examples of marketing practises now being used by HR teams consist of: list building, SEO, employment guerrilla marketing, social marketing, customised candidate journey and material production.

According to SHRM, companies that integrate recruitment marketing into their hiring method can create 3 times more applicant leads than those who do not – leading a 100% greater close rate on candidates. Additionally, recent research by Allegis found that running a recruitment marketing campaign can conserve companies up to 40% on total talent costs. On top of these cost savings, recruitment marketing boosts employer brand and brings in an approximated 50% more competent candidates.

It’s exceptional to see how a deep understanding of your prospects can lead to projects that inspire them to do something about it. We have actually assembled a list of six of our favourite innovative recruitment campaigns that you can take inspiration from for your next recruitment marketing project. These projects pressed the boundaries of conventional task 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 experienced salesmen in the company, Ogilvy, one of the worlds most popular advertising companies, ran a creative recruitment project to find ‘The World’s Greatest Salesperson’.

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

A great 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 technique of recruitment marketing campaigns.

They are a great method to bring in enthusiastic applicants along with serving as an initial screening test. Companies might ask prospects to fix puzzles, compose lines of code or make a video.

GOOGLE: employment 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 high appreciation online within mathematical and engineering forums – even before Google was referred to as the brains behind the operation.

The billboard, placed in Silicon Valley, presented a complicated mathematical equation to passers-by and challenged those who thought they were smart sufficient to solve it. Once fixed, the formula revealed a site URL (www.7427466391.com) that the solver should check out.

Those smart enough to fix the billboard puzzle were given one final puzzle once on the website.

Successful prospects got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re thankful you’re here. Something we found out while developing Google is that it’s easier to discover what you’re trying to find if it comes trying to find you. What we’re trying to find are the best engineers worldwide. And here you are.”

The signboard was an engaging way to draw in a few of the most intelligent minds to Google. Google organized this prospect pool into passionate ‘problem solvers’ – an extremely prestigious ability at google.

INSERT-CTA

IKEA: Your Future

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

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

The project was a big success, and customers adored it. Thousands of clients applied, and IKEA hired 280

employees who appreciated the IKEA brand. The factor for the success of the campaign was not simply down to its imagination however also due to the fact that it spoke to IKEA’s existing brand name ambassadors, their customers. Many recruitment messages can get lost in the noise online and employment in-store. The delivery of this recruitment project effectively gotten in touch with candidates in a personalised way, in their own homes just as they’re concentrated on assembling their new furniture.

Volkswagen: A Covert Message

When Volkswagen needed to hire skilled mechanics, they thoroughly considered where this target audience hung out so that they could interact their recruitment message successfully.

Volkswagen decided on an obvious however unusual placement, the undercarriage of cars in requirement of repair. Volkswagen deliberately dispersed faulty vehicles with the message concealed beneath to service centres across Germany in anticipation of attracting knowledgeable staff members.

Volkswagens project was a terrific success, and they hired numerous knowledgeable mechanics while verifying themselves as an innovative and enjoyable brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were aiming to draw in ambitious trainees to their company. They reached trainees by going to the one place ensured to have students around, schools at numerous Swiss universities.

McKinsey delivered pencils with comically extended erasers. Printed on the side of the pencil was a message that checked out “We’re searching for students who aren’t satisfied with simply any service. www.McKinsey.ch.”

The project’s goal was to pre-filter applicants by attracting those that aren’t satisfied with just any solution and employment wonder innovators. The pencil twisted the guidelines of marketing, and it’s basic message resonated with lots of, causing high-quality graduate employs at McKinsey.

Much like this pencil, recruitment marketing projects do not have to be pricey, employment and business can say a lot in just an easy statement.

Marriott: A Personalised Careers Page

Marriott is an excellent example of business doing recruitment marketing the proper way. Their professions page has 1.2 million likes, and employment they release content two times a day – sometimes more. They share material that possible workers can relate to and feel influenced by, such as individual workers achievements, days in the life of a staff member and employment general everyday updates from across the Marriott network.

Marriott desires to communicate a sense of personalisation with their professions page so that prospective staff members can build an authentic connection with the brand. They achieve this by enabling named employees to respond to any concerns on the careers page from the business profile. Marriot likewise offers a chat service to those aiming to find out more about life at the company and advice on how they can successfully obtain a position.

Marriotts method shows you do not require remarkable out of package believing to get in touch with candidates. There are a myriad of methods your business can approach your recruitment project. Marriott’s technique is simple, and any business can replicate this method and attain the very same success. Have a designated place where you share insights on life at your business and most notably, listen to prospective candidates and react to their questions quickly and effectively.

INSERT-LINE

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

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