6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel linked to your brand and sense that companies comprehend them as individuals. So how can employers stand apart from the crowd? Employers should be proactive in their approach to drawing in prospects, and recruitment marketing is the solution

Recruitment marketing is a relatively new way to attract prospects, both passive and active, to your company. It involves adopting the same principals and strategies used by marketing to draw in prospects and increase brand awareness. Some examples of marketing practises now being made use of by HR teams consist of: lead generation, SEO, guerrilla marketing, employment social marketing, customised prospect journey and content production.

According to SHRM, business that include recruitment marketing into their hiring technique can create 3 times more applicant leads than those who don’t – leading a 100% higher close rate on candidates. Additionally, current research study by Allegis discovered that running a recruitment marketing campaign can conserve companies approximately 40% on total talent expenses. On top of these cost savings, employment recruitment marketing improves employer brand and brings in an approximated 50% more certified candidates.

It’s exceptional to see how a deep understanding of your candidates can result in projects that encourage them to take action. We’ve created a list of six of our favourite innovative recruitment campaigns that you can take inspiration from for your next recruitment marketing campaign. These projects pressed the borders of conventional task ads, and for numerous, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and employ the most skilled salespeople in business, Ogilvy, one of the worlds most popular marketing firms, ran a creative recruitment campaign to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks marketing in mix with their YouTube channel. Here they invited the potential prospects 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.

An excellent 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 approach of recruitment marketing projects.

They are a terrific way to bring in enthusiastic candidates along with functioning as a preliminary screening test. Companies may ask candidates to solve puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive method to recruitment marketing is Google’s 2004 perplexing signboard. This marketing campaign was an excellent 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, positioned in Silicon Valley, presented an intricate mathematical formula to passers-by and challenged those who thought they were wise enough to fix it. Once solved, the formula exposed a website URL (www.7427466391.com) that the solver must go to.

Those smart enough to resolve the signboard puzzle were given one last 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 delighted you’re here. One thing we learned while developing Google is that it’s easier to discover what you’re searching for if it comes looking for you. What we’re searching for are the finest engineers in the world. And here you are.”

The signboard was an interesting method to attract a few of the most intelligent minds to Google. Google organized this candidate swimming pool into passionate ‘problem solvers’ – an extremely well-regarded skill at google.

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IKEA: Assemble Your Future

Upon opening a new shop in Australia, IKEA had the job of employing 100 employees. To fill this high variety of positions, they needed to think huge. IKEA’s outside the box thinking caused a great “inside package” option.

IKEA chose to target those who they understood currently loved IKEA by putting ‘career guidelines’ inside the box of IKEA products for consumers to discover upon opening their product. The instructions mirrored their well-known assembly instructions, instructing consumers on how to “assemble your future”.

The project was a big success, employment and customers adored it. Countless clients used, and IKEA employed 280

employees who admired the IKEA brand name. The factor for the success of the campaign was not just down to its creativity but also because it spoke to IKEA’s existing brand name ambassadors, employment their customers. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment project successfully gotten in touch with candidates in a customised method, in their own homes just as they’re focused on assembling their brand-new furniture.

Volkswagen: A Concealed Message

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

Volkswagen picked an obvious but unusual positioning, the undercarriage of automobiles in requirement of repair. Volkswagen purposefully distributed defective cars and trucks with the message concealed below to service centres throughout Germany in anticipation of drawing in experienced workers.

Volkswagens project was a great success, and employment they employed numerous proficient mechanics while verifying themselves as an ingenious and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were seeking to attract ambitious students to their business. They reached trainees by going to the one location ensured to have trainees around, schools at a number of Swiss universities.

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 satisfied with simply any solution. www.McKinsey.ch.”

The project’s objective was to pre-filter applicants by drawing in those that aren’t satisfied with just any service and wonder innovators. The pencil twisted the guidelines of marketing, and it’s easy message resonated with many, resulting in top quality graduate employs at McKinsey.

Just like this pencil, recruitment marketing projects do not have to be pricey, and companies can say a lot in only a basic declaration.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business doing recruitment marketing the proper way. Their careers page has 1.2 million likes, and they release content two times a day – sometimes more. They share material that prospective employees can connect to and feel influenced by, such as specific employees accomplishments, days in the life of an employee and basic everyday updates from across the Marriott network.

Marriott wishes to convey a sense of personalisation with their careers page so that potential workers can construct an authentic connection with the brand name. They attain this by allowing called employees to answer any concerns on the careers page from the business profile. Marriot likewise uses a chat service to those wanting to discover more about life at the company and advice on how they can effectively request a position.

Marriotts technique shows you do not require exceptional out of the box believing to get in touch with candidates. There are a myriad of ways your company can approach your recruitment project. Marriott’s strategy is easy, and any business can imitate this technique and achieve the exact same success. Have a designated location where you share insights on life at your company and most significantly, listen to prospective prospects and react to their concerns quickly and effectively.

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

We can help you screen candidates, 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. Learn more about us here.