6 Brilliant Recruitment Marketing Campaigns

Candidates want to feel connected to your brand and sense that companies comprehend them as individuals. So how can employers stick out from the crowd? Employers need to be proactive in their to drawing in candidates, and recruitment marketing is the service

Recruitment marketing is a reasonably brand-new way to draw in prospects, both passive and active, to your business. It involves embracing the very same principals and strategies used by marketing to attract candidates and increase brand awareness. Some examples of marketing practises now being used by HR teams include: lead generation, SEO, guerrilla marketing, social advertising, personalised candidate journey and content creation.

According to SHRM, companies that include recruitment marketing into their hiring method can create three times more applicant leads than those who do not – leading a 100% higher close rate on applicants. Additionally, recent research by Allegis discovered that running a recruitment marketing project can save companies as much as 40% on total skill expenses. On top of these savings, recruitment marketing improves company brand name and brings in an estimated 50% more competent prospects.

It’s extraordinary to see how a deep understanding of your candidates can lead to campaigns that encourage them to act. We’ve assembled a list of six of our preferred imaginative recruitment projects that you can take motivation from for your next recruitment marketing campaign. These campaigns pressed the limits 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 knowledgeable salespeople 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 advertising in combination with their YouTube channel. Here they invited the prospective candidates to film themselves offering a brick. The reward? A three month paid internship with Ogilvy and the opportunity 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 standard approach of recruitment marketing campaigns.

They are a great way to attract enthusiastic applicants in addition to acting as a preliminary screening test. Companies may ask prospects to solve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive technique to recruitment marketing is Google’s 2004 confusing billboard. This marketing project was a fantastic success for Google and earned high appreciation online within mathematical and engineering forums – even before Google was known as the brains behind the operation.

The billboard, positioned in Silicon Valley, presented a complex mathematical equation to passers-by and challenged those who believed they were smart enough to solve it. Once fixed, the equation revealed a site URL (www.7427466391.com) that the solver must visit.

Those smart enough to resolve the billboard puzzle were provided one final puzzle as soon as on the website.

Successful prospects got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re glad you’re here. One thing we found out while building Google is that it’s much easier to discover what you’re searching for if it comes looking for you. What we’re looking for are the very best engineers in the world. And here you are.”

The signboard was an engaging way to draw in a few of the most intelligent minds to Google. Google organized this candidate swimming pool into enthusiastic ‘issue solvers’ – a highly well-regarded ability at google.

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IKEA: Assemble Your Future

Upon opening a new store in Australia, IKEA had the task of hiring 100 employees. To fill this high variety of positions, they had to think huge. IKEA’s outside the box thinking caused a great “inside the box” service.

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

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

employees who appreciated the IKEA brand name. The reason for the success of the campaign was not simply down to its imagination however likewise because it spoke to IKEA’s existing brand referall.us name ambassadors, their customers. Many recruitment messages can get lost in the sound online and in-store. The delivery of this recruitment project effectively linked with prospects in a personalised method, in their own homes simply as they’re concentrated on assembling their brand-new furnishings.

Volkswagen: A Covert Message

When Volkswagen needed to work with skilled mechanics, they carefully thought about where this target audience hung out so that they could communicate their recruitment message successfully.

Volkswagen decided on an apparent however uncommon placement, the undercarriage of cars in requirement of repair. Volkswagen intentionally dispersed malfunctioning vehicles with the message concealed beneath to service centres across Germany in anticipation of bring in experienced staff members.

Volkswagens campaign was a great success, and they employed numerous knowledgeable mechanics while authenticating themselves as an innovative and enjoyable brand.

McKinsey & Company: The Eraser Pencil

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

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

The campaign’s goal was to pre-filter applicants by drawing in those that aren’t pleased with simply any service and are curious innovators. The pencil twisted the guidelines of marketing, and it’s basic message resonated with numerous, resulting in premium graduate works with at McKinsey.

Just like this pencil, recruitment marketing projects do not have to be expensive, and business can say a lot in just 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 publish content two times a day – sometimes more. They share content that possible employees can connect to and feel inspired by, such as specific employees accomplishments, days in the life of a worker and basic day to day updates from throughout the Marriott network.

Marriott wants to communicate a sense of personalisation with their careers page so that possible employees can build a real connection with the brand. They achieve this by allowing called employees to respond to any questions on the professions page from the business profile. Marriot also uses a chat service to those aiming to discover more about life at the company and recommendations on how they can successfully get a position.

Marriotts method shows you do not require remarkable out of package thinking to connect with prospects. There are a myriad of ways your organization can approach your recruitment project. Marriott’s method is simple, and any company can replicate this technique and achieve the very same success. Have a designated place where you share insights on life at your business and most significantly, listen to prospective candidates and react to their concerns 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 guarantee that your candidates have the very best experience possible and you have time to focus on what matters, your individuals. Learn more about us here.