6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel linked to your brand name and sense that employers understand them as people. So how can employers stand apart from the crowd? Employers need to be proactive in their approach to bring in candidates, and recruitment marketing is the solution

Recruitment marketing is a reasonably new method to draw in candidates, both passive and active, to your business. It includes embracing the exact same principals and techniques used by marketing to attract candidates and increase brand name awareness. Some examples of marketing practises now being utilised by HR groups include: list building, SEO, guerrilla marketing, social advertising, customised candidate journey and content production.

According to SHRM, companies that incorporate recruitment marketing into their hiring technique can generate three times more candidate leads than those who don’t – leading a 100% greater close rate on applicants. Additionally, recent research study by Allegis discovered that running a recruitment marketing project can save business as much as 40% on total talent expenses. On top of these cost savings, recruitment marketing enhances company brand name and brings in an approximated 50% more competent candidates.

It’s remarkable to see how a deep understanding of your prospects can result in campaigns that encourage them to do something about it. We have actually created a list of 6 of our preferred creative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These campaigns pushed the boundaries of traditional task advertisements, and for many, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and employ the most proficient salesmen in the business, Ogilvy, one of the worlds most popular ad agency, ran a creative recruitment campaign to discover ‘The World’s Greatest Salesperson’.

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

A fantastic benefit 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 campaigns.

They are an excellent way to bring in passionate candidates as well as acting as an initial screening test. Companies might ask prospects to fix puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

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

The billboard, put in Silicon Valley, provided a complicated mathematical equation to passers-by and challenged those who thought they were wise sufficient to resolve it. Once resolved, the equation exposed a site URL (www.7427466391.com) that the solver need to go to.

Those clever adequate to resolve the signboard puzzle were provided one final puzzle as soon as on the site.

Successful candidates received the message:
“Nice work. Well done. Mazel tov. You have actually 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 find what you’re searching for if it comes looking for you. What we’re searching for are the best engineers worldwide. And here you are.”

The signboard was an engaging method to attract a few of the smartest minds to Google. Google organized this candidate swimming pool into enthusiastic ‘issue solvers’ – an extremely renowned ability 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 employees. To fill this high number of positions, they had to believe big. IKEA’s outside the box thinking caused a fantastic “inside the box” option.

IKEA decided to target those who they understood already liked IKEA by putting ‘career instructions’ inside the box of IKEA items for customers to discover upon opening their item. The directions mirrored their popular assembly instructions, advising consumers on how to “assemble your future”.

The project was a substantial success, and customers loved it. Thousands of used, and IKEA employed 280

employees who admired the IKEA brand. The factor for the success of the campaign was not simply down to its imagination however likewise because it spoke to IKEA’s existing brand name ambassadors, referall.us their clients. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment project effectively gotten in touch with candidates in a customised method, in their own homes just as they’re concentrated on assembling their new furnishings.

Volkswagen: A Hidden Message

When Volkswagen had to employ skilled mechanics, they thoroughly considered where this target audience hung out so that they might interact their recruitment message successfully.

Volkswagen chose on an apparent but uncommon positioning, the undercarriage of automobiles in requirement of repair work. Volkswagen deliberately distributed malfunctioning cars with the message hidden underneath to service centres throughout Germany in anticipation of bring in knowledgeable workers.

Volkswagens project was a terrific success, and they hired many experienced mechanics while validating themselves as an innovative and fun brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were aiming to bring in enthusiastic trainees to their company. They reached students by going to the one location ensured to have trainees around, campuses at a number of Swiss universities.

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

The campaign’s aim was to pre-filter candidates by attracting those that aren’t pleased with just any service and are curious innovators. The pencil twisted the guidelines of marketing, and it’s simple message resonated with many, causing high-quality graduate employs at McKinsey.

Just like this pencil, recruitment marketing campaigns do not have to be costly, and companies can state a lot in just a basic statement.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business 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 employees can relate to and feel motivated by, such as individual employees accomplishments, days in the life of an employee and basic everyday updates from throughout the Marriott network.

Marriott desires to communicate a sense of personalisation with their careers page so that possible employees can develop a genuine connection with the brand. They achieve this by allowing called employees to respond to any concerns on the professions page from the business profile. Marriot likewise provides a chat service to those looking to find out more about life at the business and advice on how they can effectively get a position.

Marriotts strategy reveals you don’t require exceptional out of package believing to get in touch with prospects. There are a myriad of ways your business can approach your recruitment project. Marriott’s method is simple, and any company can replicate this approach and accomplish the very same success. Have a designated location where you share insights on life at your business and most significantly, listen to potential prospects and react to their concerns immediately and efficiently.

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Step 1: A great 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 make sure that your prospects have the very best experience possible and you have time to concentrate on what matters, your people. Learn more about us here.