6 Brilliant Recruitment Marketing Campaigns

Candidates desire to feel linked to your brand and sense that employers understand them as individuals. So how can employers stand out from the crowd? Employers should be proactive in their approach to bring in prospects, and recruitment marketing is the solution

Recruitment marketing is a fairly new method to attract prospects, both passive and active, to your company. It involves embracing the exact same principals and strategies used by marketing to bring in candidates and increase brand awareness. Some examples of marketing practises now being utilised by HR groups consist of: lead generation, SEO, guerrilla marketing, social marketing, customised candidate journey and material development.

According to SHRM, business that incorporate recruitment marketing into their hiring strategy can create 3 times more candidate leads than those who don’t – leading a 100% greater close rate on candidates. Additionally, recent research by Allegis found that running a recruitment marketing project can conserve companies up to 40% on total talent costs. On top of these savings, recruitment marketing enhances company brand and brings in an estimated 50% more certified candidates.

It’s extraordinary to see how a deep understanding of your prospects can lead to projects that inspire them to act. We have actually put together a list of 6 of our preferred imaginative recruitment campaigns that you can take motivation from for your next recruitment marketing project. These campaigns pressed the borders of conventional job ads, and for many, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and work with the most proficient salespeople in the company, Ogilvy, among the worlds most prominent ad agency, ran an imaginative recruitment project to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media marketing in mix with their YouTube channel. Here they welcomed the prospective candidates to movie themselves offering a brick. The prize? A three month paid internship with Ogilvy and the chance 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 approach of recruitment marketing projects.

They are a terrific method to draw in enthusiastic candidates along with serving as a preliminary screening test. Companies might ask candidates to resolve puzzles, write lines of code or job make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive method to recruitment marketing is Google’s 2004 confusing billboard. This marketing project was a great success for Google and made 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, presented an intricate mathematical equation to passers-by and challenged those who believed they were wise adequate to resolve it. Once fixed, the equation revealed a website URL (www.7427466391.com) that the solver must check out.

Those smart sufficient to resolve the signboard puzzle were provided one final puzzle when on the site.

Successful candidates got the message:
“Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we’re grateful you’re here. Something we found out while developing Google is that it’s easier to find what you’re looking for if it comes looking for you. What we’re looking for are the finest engineers in the world. And here you are.”

The signboard was an engaging way to attract a few of the smartest minds to Google. Google grouped this candidate swimming pool into enthusiastic ‘problem solvers’ – a highly prestigious 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 staff members. To fill this high variety of positions, they had to think big. IKEA’s outside package thinking led to a great “inside package” solution.

IKEA decided to target those who they knew already loved IKEA by putting ‘profession instructions’ inside the box of IKEA items for clients to discover upon opening their item. The instructions mirrored their well-known assembly directions, advising clients on how to “assemble your future”.

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

staff members who appreciated the IKEA brand job name. The reason for the success of the campaign was not simply down to its creativity but also since it spoke to IKEA’s existing brand name ambassadors, job their customers. Many recruitment messages can get lost in the sound online and in-store. The shipment of this recruitment campaign successfully gotten in touch with prospects in a customised way, in their own homes just as they’re focused on assembling their new furnishings.

Volkswagen: A Concealed Message

When Volkswagen needed to employ talented mechanics, they thoroughly thought about where this target audience hung out so that they could interact their recruitment message effectively.

Volkswagen chose an apparent however unusual placement, the undercarriage of cars in requirement of repair. Volkswagen deliberately dispersed defective automobiles with the message concealed beneath to service centres throughout Germany in anticipation of drawing in knowledgeable staff members.

Volkswagens project was a terrific success, and they hired various proficient mechanics while verifying themselves as an ingenious and fun brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were looking to attract ambitious trainees to their business. They reached trainees by going to the one place guaranteed to have students around, schools at numerous Swiss universities.

McKinsey delivered pencils with comically elongated erasers. Printed on the side of the pencil was a message that read “We’re looking for students who aren’t satisfied with just any service. www.McKinsey.ch.”

The project’s aim was to pre-filter applicants by bring in those that aren’t satisfied with just any option and wonder innovators. The pencil twisted the guidelines of marketing, and it’s simple message resonated with many, leading to high-quality graduate employs at McKinsey.

Much like this pencil, recruitment marketing projects don’t need to be expensive, and companies can say a lot in only a basic declaration.

Marriott: A Personalised Careers Page

Marriott is an excellent example of companies doing recruitment marketing the ideal way. Their professions page has 1.2 million likes, and they publish content twice a day – in some cases more. They share content that prospective staff members can connect to and feel inspired by, such as individual employees accomplishments, days in the life of a worker and basic daily updates from across the Marriott network.

Marriott desires to convey a sense of personalisation with their careers page so that prospective staff members can construct a real connection with the brand name. They attain this by enabling named workers to address any questions on the careers page from the business profile. Marriot also offers a chat service to those wanting to learn more about life at the business and recommendations on how they can effectively look for a position.

Marriotts method reveals you do not need exceptional out of package thinking to connect with candidates. There are a myriad of ways your business can approach your recruitment campaign. Marriott’s technique is basic, and any business can emulate this approach and accomplish the same success. Have a designated place where you share insights on life at your company and most importantly, listen to possible candidates and respond to their questions quickly and job efficiently.

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

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