6 Brilliant Recruitment Marketing Campaigns

Candidates desire to feel connected to your brand name and sense that employers comprehend them as people. So how can companies stand out from the crowd? Employers should be proactive in their technique to attracting prospects, and recruitment marketing is the service

Recruitment marketing is a relatively brand-new way to draw in candidates, both passive and active, to your company. It includes embracing the exact same principals and techniques utilized by marketing to draw in prospects and increase brand name awareness. Some examples of marketing practises now being made use of by HR teams consist of: list building, SEO, guerrilla marketing, social marketing, customised prospect journey and content production.

According to SHRM, companies that incorporate recruitment marketing into their hiring method can produce 3 times more candidate leads than those who don’t – leading a 100% greater close rate on candidates. Additionally, recent research study by Allegis discovered that running a recruitment marketing project can conserve business as much as 40% on total skill costs. On top of these savings, recruitment marketing enhances company brand name and draws in an approximated 50% more competent prospects.

It’s exceptional to see how a deep understanding of your prospects can cause campaigns that motivate them to take action. We have actually put together a list of six of our favourite innovative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These projects pushed the borders of traditional job advertisements, and for numerous, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and work with the most competent salespeople in business, Ogilvy, one of the worlds most prominent ad agency, 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 invited the potential candidates to film themselves offering a brick. The prize? A 3 month paid internship with Ogilvy and the possibility to pitch at the Cannes Lions International Advertising Festival.

A terrific advantage to companies is the ease at which recruitment marketing contests can be and reach hundreds to thousands of people.Contests are a standard approach of recruitment marketing campaigns.

They are a terrific way to draw in enthusiastic applicants along with functioning 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 method to recruitment marketing is Google’s 2004 puzzling billboard. This marketing project was a fantastic success for Google and made full marks online within mathematical and engineering forums – even before Google was called the brains behind the operation.

The billboard, placed in Silicon Valley, presented an intricate mathematical formula to passers-by and challenged those who thought they were smart adequate to solve it. Once fixed, the formula exposed a website URL (www.7427466391.com) that the solver should visit.

Those smart sufficient to fix the billboard puzzle were provided one final puzzle when on the site.

Successful prospects got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re glad you’re here. Something we discovered while constructing Google is that it’s easier to discover what you’re searching for if it comes trying to find you. What we’re looking for are the very best engineers on the planet. And here you are.”

The signboard was an engaging way to attract a few of the most intelligent minds to Google. Google organized this candidate swimming pool into enthusiastic ‘issue solvers’ – a highly esteemed skill at google.

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IKEA: Assemble Your Future

Upon opening a brand-new store in Australia, IKEA had the job of working with 100 staff members. To fill this high number of positions, they needed to think huge. IKEA’s outside the box thinking caused a great “inside package” option.

IKEA decided to target those who they understood already enjoyed IKEA by putting ‘profession directions’ inside package of IKEA items for clients to discover upon opening their product. The instructions mirrored their well-known assembly directions, instructing clients on how to “assemble your future”.

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

staff members who appreciated the IKEA brand. The reason for the success of the campaign was not simply down to its imagination however likewise due to the fact that it spoke to IKEA’s existing brand ambassadors, their consumers. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment campaign effectively linked with prospects in a customised method, in their own homes just as they’re concentrated on assembling their brand-new furniture.

Volkswagen: A Hidden Message

When Volkswagen had to hire talented mechanics, they carefully thought about where this target audience hung out so that they could communicate their recruitment message successfully.

Volkswagen selected an apparent but uncommon placement, the undercarriage of automobiles in requirement of repair. Volkswagen intentionally dispersed defective cars and trucks with the message hidden underneath to service centres throughout Germany in anticipation of bring in experienced employees.

Volkswagens campaign was an excellent success, and they employed various knowledgeable mechanics while confirming themselves as an innovative and fun brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were aiming to attract ambitious students to their business. They reached trainees by going to the one location ensured to have students 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 campaign’s objective was to pre-filter applicants by bring in those that aren’t satisfied with simply any option and are curious innovators. The pencil twisted the guidelines of advertising, and it’s easy message resonated with lots of, leading to high-quality graduate employs at McKinsey.

Similar to this pencil, recruitment marketing campaigns don’t need to be pricey, and companies can say a lot in just a basic statement.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of business doing recruitment marketing the right way. Their professions page has 1.2 million likes, and they release content twice a day – in some cases more. They share material that potential workers can relate to and feel inspired by, such as private workers accomplishments, days in the life of a worker and general day to day updates from across the Marriott network.

Marriott desires to communicate a sense of personalisation with their professions page so that prospective workers can construct an authentic connection with the brand. They accomplish this by permitting called staff members to respond to any questions on the careers page from the business profile. Marriot also uses a chat service to those seeking to discover more about life at the company and advice on how they can successfully get a position.

Marriotts method shows you don’t need exceptional out of package believing to link with candidates. There are a myriad of ways your service can approach your recruitment project. Marriott’s strategy is easy, and any business can imitate this approach and achieve the same success. Have a designated place where you share insights on life at your company and most importantly, listen to possible candidates and react to their concerns quickly and efficiently.

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

We can assist you screen candidates, referall.us sort CVs and even schedule interviews, all-in-one centralised recruitment platform. This will make sure that your candidates have the best experience possible and you have time to concentrate on what matters, your people. Learn more about us here.