6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a fairly brand-new method to draw in candidates, both passive and active, to your company. It includes embracing the same principals and strategies utilized by marketing to bring in prospects and increase brand name awareness. Some examples of marketing practises now being used by HR teams consist of: list building, employment SEO, guerrilla marketing, social advertising, customised candidate journey and material development.

According to SHRM, companies that include recruitment marketing into their hiring method can create 3 times more candidate leads than those who do not – leading a 100% greater close rate on applicants. Additionally, recent research study by Allegis discovered that running a recruitment marketing campaign can save business up to 40% on overall skill expenses. On top of these cost savings, recruitment marketing improves employer brand name and brings in an approximated 50% more qualified prospects.

It’s exceptional to see how a deep understanding of your candidates can lead to campaigns that motivate them to do something about it. We’ve created a list of six of our favourite innovative recruitment projects that you can take motivation from for your next recruitment marketing project. These projects pushed the borders of traditional task 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 employment hire the most skilled salesmen in business, Ogilvy, one of the worlds most prominent marketing firms, ran an innovative recruitment campaign to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media marketing in combination with their YouTube channel. Here they welcomed the potential prospects to film themselves offering a brick. The prize? A three month with Ogilvy and the opportunity to pitch at the Cannes Lions International Advertising Festival.

A fantastic 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 method of recruitment marketing projects.

They are a terrific method to bring in passionate candidates as well as serving as an initial screening test. Companies might ask candidates to fix puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google’s 2004 confusing billboard. This marketing campaign was a great success for Google and made high praise online within mathematical and engineering online forums – even before Google was called the brains behind the operation.

The billboard, placed in Silicon Valley, provided an intricate mathematical equation to passers-by and challenged those who thought they were wise sufficient to resolve it. Once resolved, the formula exposed a website URL (www.7427466391.com) that the solver should visit.

Those clever enough to fix the signboard puzzle were given one last 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 thankful you’re here. One thing we learned 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 finest engineers in the world. And here you are.”

The signboard was an engaging way to draw in some of the most intelligent minds to Google. Google grouped this prospect swimming pool into enthusiastic ‘problem solvers’ – an extremely well-regarded ability at google.

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IKEA: Assemble Your Future

Upon opening a brand-new store in Australia, IKEA had the task of working with 100 employees. To fill this high variety of positions, they needed to believe huge. IKEA’s outside the box thinking led to a great “inside package” option.

IKEA decided to target those who they knew currently liked IKEA by putting ‘profession directions’ inside package of IKEA items for employment consumers to find upon opening their product. The instructions mirrored their well-known assembly guidelines, advising customers on how to “assemble your future”.

The project was a huge success, and consumers adored it. Countless customers used, employment and IKEA hired 280

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

Volkswagen: A Concealed Message

When Volkswagen had to work with gifted mechanics, they thoroughly considered where this target market hung out so that they might communicate their recruitment message efficiently.

Volkswagen decided on an apparent however unusual placement, the undercarriage of cars in requirement of repair work. Volkswagen purposefully dispersed faulty cars with the message hidden below to service centres across Germany in anticipation of drawing in skilled workers.

Volkswagens campaign was an excellent success, and they employed various proficient mechanics while authenticating themselves as an innovative and enjoyable brand.

McKinsey & Company: The Eraser Pencil

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

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

The project’s objective was to pre-filter candidates by drawing in those that aren’t pleased with just any service and wonder innovators. The pencil twisted the guidelines of marketing, and it’s simple message resonated with lots of, causing premium graduate works with at McKinsey.

Much like this pencil, recruitment marketing campaigns do not need to be pricey, employment and business can state a lot in only an easy statement.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing the ideal method. Their careers page has 1.2 million likes, and they publish content two times a day – sometimes more. They share content that potential workers can connect to and feel influenced by, such as individual workers accomplishments, days in the life of an employee and general everyday updates from throughout the Marriott network.

Marriott wishes to communicate a sense of personalisation with their careers page so that possible workers can build a real connection with the brand. They attain this by allowing named workers to respond to any concerns on the professions page from the business profile. Marriot also provides a chat service to those looking to discover more about life at the company and suggestions on how they can successfully look for a position.

Marriotts strategy shows you don’t require exceptional out of package believing to get in touch with prospects. There are a myriad of methods your service can approach your recruitment project. Marriott’s strategy is basic, and any company can imitate this approach and attain the exact same success. Have a designated place where you share insights on life at your company and most importantly, listen to prospective candidates and respond to their concerns quickly and efficiently.

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

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