6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a reasonably new method to bring in candidates, both passive and active, to your company. It includes embracing the exact same principals and methods utilized by marketing to bring in prospects and increase brand name awareness. Some examples of marketing practises now being made use of by HR groups include: lead generation, SEO, guerrilla marketing, social advertising, customised candidate journey and content creation.

According to SHRM, companies that integrate recruitment marketing into their hiring technique can produce 3 times more applicant leads than those who do not – leading a 100% greater close rate on candidates. Additionally, recent research by Allegis discovered that running a recruitment marketing project can conserve companies as much as 40% on overall talent costs. On top of these cost savings, recruitment marketing increases company brand name and attracts an approximated 50% more competent candidates.

It’s remarkable to see how a deep understanding of your candidates can cause campaigns that encourage them to take action. We’ve put together a list of six of our preferred imaginative recruitment campaigns that you can take motivation from for your next recruitment marketing project. These campaigns pushed the borders of conventional job advertisements, and for numerous, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and work with the most knowledgeable salespeople in the business, Ogilvy, one of the worlds most popular marketing agencies, ran an imaginative recruitment project to discover ‘The World’s Greatest Salesperson’.

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

A fantastic advantage to employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to thousands of people.Contests are a standard method of recruitment marketing campaigns.

They are an excellent method to bring in enthusiastic applicants along with functioning as a preliminary screening test. Companies might ask prospects to resolve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive method to recruitment marketing is Google’s 2004 confusing billboard. This marketing project was an excellent 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, placed in Silicon Valley, provided a complex mathematical formula to passers-by and challenged those who thought they were smart adequate to resolve it. Once fixed, the equation exposed a site URL (www.7427466391.com) that the solver should go to.

Those smart sufficient to resolve the signboard puzzle were provided one final 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 pleased you’re here. One thing we found out while developing Google is that it’s easier to find what you’re searching for if it comes searching for you. What we’re looking for are the very best engineers in the world. And here you are.”

The billboard was an engaging method to attract a few of the smartest minds to Google. Google grouped this candidate pool into enthusiastic ‘problem solvers’ – an extremely renowned 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 variety of positions, they had to believe big. IKEA’s outside package thinking resulted in a wonderful “inside the box” option.

IKEA chose to target those who they knew currently liked IKEA by putting ‘career directions’ inside package of IKEA items for consumers to discover upon opening their item. The guidelines mirrored their famous assembly instructions, advising consumers on how to “assemble your future”.

The campaign was a big success, and consumers loved it. Countless consumers applied, 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 but likewise due to the fact that it talked to IKEA’s existing brand ambassadors, their customers. Many recruitment messages can get lost in the sound online and in-store. The shipment of this recruitment project successfully linked with candidates in a personalised method, in their own homes just as they’re concentrated on assembling their new furniture.

Volkswagen: A Covert Message

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

Volkswagen picked an apparent but uncommon placement, the undercarriage of automobiles in requirement of repair. Volkswagen deliberately distributed defective cars and trucks with the message concealed below to service centres across Germany in anticipation of drawing in experienced staff members.

Volkswagens project was an excellent success, and they employed numerous knowledgeable mechanics while validating themselves as an innovative and enjoyable brand.

McKinsey & Company: The Eraser Pencil

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

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

The campaign’s goal was to pre-filter candidates by attracting those that aren’t pleased with just any solution and wonder innovators. The pencil twisted the guidelines of marketing, and it’s basic message resonated with numerous, causing high-quality graduate employs at McKinsey.

Just like this pencil, recruitment marketing campaigns do not have to be expensive, and companies can state a lot in just an easy declaration.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing the ideal way. Their careers page has 1.2 million likes, and they publish content two times a day – in some cases more. They share content that possible staff members can connect to and referall.us feel motivated by, such as individual workers accomplishments, days in the life of a worker and general everyday updates from throughout the Marriott network.

Marriott desires to convey a sense of personalisation with their careers page so that possible workers can construct a genuine connection with the brand name. They accomplish this by enabling called staff members to respond to any concerns on the careers page from the business profile. Marriot also uses a chat service to those wanting to discover more about life at the company and recommendations on how they can successfully request a position.

Marriotts strategy shows you do not need extraordinary out of package believing to get in touch with candidates. There are a myriad of methods your company can approach your recruitment campaign. Marriott’s technique is simple, and any business can imitate this method and attain the same success. Have a designated location where you share insights on life at your company and most notably, listen to potential candidates and react to their concerns quickly and efficiently.

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

We can help you evaluate applicants, sort CVs and even schedule interviews, all-in-one centralised recruitment platform. This will guarantee that your prospects have the best experience possible and you have time to concentrate on what matters, your individuals. Discover more about us here.