6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a reasonably new method to attract prospects, both passive and active, to your business. It involves adopting the very same principals and strategies utilized by marketing to attract candidates and increase brand name awareness. Some examples of marketing practises now being used by HR groups consist of: lead generation, SEO, guerrilla marketing, social advertising, customised candidate journey and content development.

According to SHRM, that include recruitment marketing into their hiring strategy can create 3 times more applicant leads than those who don’t – leading a 100% higher close rate on applicants. Additionally, current research study by Allegis found that running a recruitment marketing project can conserve business approximately 40% on total talent expenses. On top of these savings, recruitment marketing enhances company brand name and draws in an approximated 50% more competent candidates.

It’s remarkable to see how a deep understanding of your prospects can cause projects that motivate them to do something about it. We’ve put together a list of 6 of our preferred imaginative recruitment campaigns that you can take inspiration from for your next recruitment marketing project. These campaigns pressed the boundaries of traditional job ads, and for lots of, employment the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and hire the most competent salesmen in business, Ogilvy, one of the worlds most prominent marketing agencies, ran an imaginative recruitment campaign to discover ‘The World’s Greatest Salesperson’.

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

A great 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 method of recruitment marketing campaigns.

They are an excellent way to attract passionate applicants along with acting as an initial screening test. Companies may ask prospects to solve puzzles, write 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 a great success for Google and earned 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 a complicated mathematical formula to passers-by and challenged those who believed they were clever enough to solve it. Once fixed, the formula revealed a site URL (www.7427466391.com) that the solver must go to.

Those wise adequate to fix the signboard puzzle were given one final puzzle as soon as on the website.

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. Something we discovered while developing Google is that it’s much easier to find what you’re searching for if it comes looking for you. What we’re looking for are the finest engineers worldwide. And here you are.”

The signboard was an interesting way to draw in a few of the smartest minds to Google. Google organized this candidate pool into enthusiastic ‘problem solvers’ – a highly renowned skill at google.

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IKEA: Assemble Your Future

Upon opening a new shop in Australia, IKEA had the task of employing 100 staff members. To fill this high number of positions, they needed to think huge. IKEA’s outside the box thinking led to a great “inside package” service.

IKEA chose to target those who they knew currently liked IKEA by putting ‘profession guidelines’ inside the box of IKEA products for clients to find upon opening their item. The guidelines mirrored their popular assembly directions, advising consumers on how to “assemble your future”.

The project was a substantial success, employment and customers loved it. Thousands of clients applied, and IKEA employed 280

workers who admired the IKEA brand name. The factor for employment the success of the project was not just down to its imagination however likewise because it spoke to IKEA’s existing brand ambassadors, their consumers. Many recruitment messages can get lost in the sound online and in-store. The delivery of this recruitment project effectively linked with candidates in a customised way, in their own homes simply as they’re focused on assembling their new furniture.

Volkswagen: A Concealed Message

When Volkswagen needed to work with gifted mechanics, they thoroughly considered where this target market hung out so that they could interact their recruitment message effectively.

Volkswagen picked an apparent however uncommon positioning, the undercarriage of cars and trucks in need of repair. Volkswagen deliberately dispersed defective cars and trucks with the message concealed underneath to service centres throughout Germany in anticipation of attracting knowledgeable workers.

Volkswagens campaign was an excellent success, and they worked with many skilled mechanics while validating themselves as an ingenious and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were seeking to draw in ambitious students to their company. They reached trainees by going to the one place guaranteed to have students around, schools at several Swiss universities.

McKinsey provided pencils with comically lengthened erasers. Printed on the side of the pencil was a message that checked out “We’re looking for students who aren’t pleased with just any service. www.McKinsey.ch.”

The campaign’s aim was to pre-filter candidates by drawing in those that aren’t satisfied with just any solution and are curious innovators. The pencil twisted the guidelines of marketing, and it’s easy message resonated with many, resulting in top quality graduate works with at McKinsey.

Similar to this pencil, employment recruitment marketing campaigns do not need to be costly, and business can state a lot in only a basic declaration.

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 prospective staff members can connect to and feel influenced by, such as individual workers accomplishments, days in the life of a staff member and basic everyday updates from across the Marriott network.

Marriott wants to convey a sense of personalisation with their careers page so that potential workers can develop an authentic connection with the brand. They attain this by allowing named workers to address any concerns on the professions page from the company profile. Marriot likewise provides a chat service to those aiming to find out more about life at the business and recommendations on how they can effectively look for a position.

Marriotts method shows you don’t need remarkable out of package believing to link with candidates. There are a myriad of ways your organization can approach your recruitment project. Marriott’s technique is simple, and any company can replicate this approach and accomplish the very same success. Have a designated place where you share insights on life at your company and most notably, listen to possible candidates and react to their questions immediately and efficiently.

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Step 1: 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 ensure that your candidates have the finest experience possible and you have time to focus on what matters, your individuals. Learn more about us here.