6 Brilliant Recruitment Marketing Campaigns

Candidates want to feel connected 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 relatively brand-new method to attract candidates, both passive and active, to your company. It includes embracing the very same principals and methods used by marketing to draw in prospects and increase brand name awareness. Some examples of marketing practises now being used by HR groups include: list building, SEO, guerrilla marketing, social advertising, personalised candidate journey and material development.

According to SHRM, companies that integrate recruitment marketing into their hiring technique can produce three times more candidate leads than those who do not – leading a 100% greater close rate on candidates. Additionally, current research study by Allegis discovered that running a recruitment marketing project can save business as much as 40% on total skill costs. On top of these cost savings, recruitment marketing improves company brand name and brings in an approximated 50% more qualified prospects.

It’s extraordinary to see how a deep understanding of your candidates can cause campaigns that motivate them to do something about it. We’ve assembled a list of six of our favourite innovative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These projects pressed the boundaries of standard job ads, and for numerous, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and hire the most experienced salesmen 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 media marketing in combination with their YouTube channel. Here they welcomed the prospective prospects to movie themselves offering a brick. The reward? 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 technique of recruitment marketing projects.

They are a great way to attract passionate applicants along with acting 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 technique to recruitment marketing is Google’s 2004 perplexing signboard. This marketing campaign was a fantastic success for Google and earned high appreciation online within mathematical and engineering online forums – even before Google was referred to as the brains behind the operation.

The billboard, put in Silicon Valley, presented a complicated mathematical formula to passers-by and challenged those who believed they were wise adequate to solve it. Once fixed, the formula exposed a site URL (www.7427466391.com) that the solver should go to.

Those clever enough to resolve the billboard puzzle were given one last puzzle when on the website.

Successful prospects received the message:
“Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we’re grateful you’re here. One thing we found out while building Google is that it’s easier to discover what you’re trying to find if it comes looking for you. What we’re searching for are the very best engineers worldwide. And here you are.”

The signboard was an interesting method to draw in some of the most intelligent minds to Google. Google grouped this candidate swimming pool into passionate ‘issue solvers’ – a highly esteemed ability at google.

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IKEA: Assemble Your Future

Upon opening a new store in Australia, IKEA had the task of employing 100 workers. To fill this high variety of positions, they had to think huge. IKEA’s outside the box thinking resulted in a great “inside package” option.

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

The campaign was a big success, and clients adored it. Thousands of consumers applied, and IKEA employed 280

staff members who appreciated the IKEA brand name. The reason for the success of the project was not just down to its but also due to the fact that it talked to IKEA’s existing brand ambassadors, their customers. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment project successfully linked with prospects in a customised way, in their own homes simply as they’re concentrated on assembling their new furniture.

Volkswagen: A Covert Message

When Volkswagen needed to hire skilled mechanics, they carefully considered where this target market hung out so that they might communicate their recruitment message effectively.

Volkswagen picked an apparent however uncommon placement, the undercarriage of cars and trucks in requirement of repair work. Volkswagen deliberately dispersed faulty cars with the message hidden beneath to service centres across Germany in anticipation of attracting knowledgeable workers.

Volkswagens project was a fantastic success, and they hired various experienced mechanics while validating themselves as an innovative and enjoyable brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were looking to draw in enthusiastic students to their business. They reached trainees by going to the one place ensured to have trainees around, campuses at several Swiss universities.

McKinsey provided pencils with comically lengthened erasers. Printed on the side of the pencil was a message that read “We’re trying to find students who aren’t pleased with just any solution. www.McKinsey.ch.”

The campaign’s objective was to pre-filter candidates by attracting those that aren’t pleased with simply any option and wonder innovators. The pencil twisted the guidelines of advertising, and it’s easy message resonated with numerous, leading to premium graduate employs at McKinsey.

Similar to this pencil, recruitment marketing campaigns don’t have to be expensive, and business can say a lot in only an easy statement.

Marriott: A Personalised Careers Page

Marriott is an excellent example of business doing recruitment marketing properly. Their careers page has 1.2 million likes, and they release content twice a day – often more. They share content that potential employees can associate with and feel inspired by, such as individual employees achievements, days in the life of a worker and general everyday updates from throughout the Marriott network.

Marriott wishes to communicate a sense of personalisation with their careers page so that prospective staff members can build a genuine connection with the brand name. They achieve this by allowing called workers to address any questions on the careers page from the company profile. Marriot likewise provides a chat service to those aiming to discover more about life at the business and advice on how they can effectively make an application for a position.

Marriotts technique reveals you don’t require exceptional out of the box believing to connect with candidates. There are a myriad of ways your company can approach your recruitment project. Marriott’s technique is basic, and any company can imitate this technique and attain the same success. Have a designated location where you share insights on life at your company and most notably, listen to possible candidates and react to their questions without delay and referall.us effectively.

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

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