6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a reasonably new way to bring in candidates, both passive and active, to your business. It involves adopting the very same principals and methods utilized by marketing to bring in prospects and increase brand awareness. Some examples of marketing practises now being used by HR groups include: lead generation, SEO, guerrilla marketing, social marketing, personalised candidate journey and material production.

According to SHRM, companies that incorporate recruitment marketing into their hiring strategy can generate three times more applicant leads than those who do not – leading a 100% higher close rate on candidates. Additionally, recent research study by Allegis found that running a recruitment marketing campaign can save companies up to 40% on overall skill costs. On top of these cost savings, recruitment marketing boosts employer brand and attracts an estimated 50% more competent candidates.

It’s extraordinary to see how a deep understanding of your candidates can lead to campaigns that motivate them to do something about it. We’ve created a list of six of our preferred imaginative recruitment campaigns that you can take inspiration from for your next recruitment marketing campaign. These projects pressed the boundaries of standard task advertisements, and for lots of, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and hire the most proficient salesmen in business, Ogilvy, among the worlds most prominent ad agency, ran a creative recruitment project to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks advertising in combination with their YouTube channel. Here they invited the potential candidates to film themselves selling a brick. The prize? A 3 month paid internship with Ogilvy and the opportunity to pitch at the Cannes Lions International Advertising Festival.

A great advantage to companies is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a basic technique of recruitment marketing projects.

They are a fantastic method to attract enthusiastic candidates in addition to acting as a preliminary screening test. Companies may ask prospects to solve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google’s 2004 confusing billboard. This marketing campaign was an excellent success for Google and earned high appreciation online within mathematical and engineering online forums – even before Google was referred to as the brains behind the operation.

The signboard, positioned in Silicon Valley, presented an intricate mathematical formula to passers-by and challenged those who believed they were smart sufficient to fix it. Once fixed, employment the equation revealed a website URL (www.7427466391.com) that the solver must check out.

Those wise adequate to solve the billboard puzzle were provided one last puzzle as soon as on the site.

Successful prospects got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re grateful you’re here. One thing we found out while building Google is that it’s simpler to find what you’re looking for if it comes searching for you. What we’re trying to find are the very best engineers worldwide. And here you are.”

The billboard was an appealing method to draw in a few of the most intelligent minds to Google. Google organized this prospect swimming pool into enthusiastic ‘problem solvers’ – a highly 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 hiring 100 staff members. To fill this high number of positions, they needed to think big. IKEA’s outside package thinking resulted in a wonderful “inside the box” option.

IKEA decided to target those who they knew already loved IKEA by putting ‘career guidelines’ inside the box of IKEA products for customers to find upon opening their item. The directions mirrored their popular assembly guidelines, instructing consumers on how to “assemble your future”.

The project was a big success, and clients loved it. Thousands of consumers used, and IKEA hired 280

workers who admired the IKEA brand. The reason for the success of the campaign was not simply down to its creativity however likewise since it spoke with IKEA’s existing brand name ambassadors, their clients. Many recruitment messages can get lost in the noise online and in-store. The shipment of this recruitment project effectively connected with candidates in a personalised way, in their own homes simply as they’re concentrated on assembling their brand-new furniture.

Volkswagen: A Surprise Message

When Volkswagen needed to employ gifted mechanics, they carefully thought about where this target market hung out so that they might communicate their recruitment message effectively.

Volkswagen chose an apparent however unusual positioning, the undercarriage of cars in requirement of repair. Volkswagen deliberately dispersed faulty cars and employment trucks with the message concealed below to service centres throughout Germany in anticipation of bring in experienced workers.

Volkswagens project was an excellent success, and they hired various knowledgeable mechanics while validating themselves as an innovative and fun brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were looking to draw in enthusiastic trainees to their company. They reached students by going to the one location guaranteed to have trainees around, campuses at several Swiss universities.

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

The campaign’s goal was to pre-filter candidates by bring 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, resulting in top quality graduate employs at McKinsey.

Much like this pencil, recruitment marketing projects do not need to be pricey, and companies can say a lot in just 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 twice a day – in some cases more. They share material that possible staff members can relate to and feel inspired by, such as private workers accomplishments, days in the life of a staff member and basic everyday updates from throughout the Marriott network.

Marriott wishes to communicate a sense of personalisation with their professions page so that possible staff members can construct a real connection with the brand name. They achieve this by enabling named workers to address any questions on the professions page from the business profile. Marriot also provides a chat service to those aiming to discover more about life at the company and suggestions on how they can successfully apply for employment a position.

Marriotts technique shows you don’t need exceptional out of the box believing to connect with prospects. There are a myriad of ways your organization can approach your recruitment project. Marriott’s method is easy, employment and any business can emulate this method 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 candidates and respond to their concerns quickly and effectively.

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

We can assist you evaluate candidates, sort CVs and even schedule interviews, recruitment platform. This will make sure that your prospects have the very best experience possible and you have time to concentrate on what matters, your people. Discover more about us here.