6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel connected to your brand name and sense that employers comprehend them as individuals. So how can companies stand out from the crowd? Employers should be proactive in their technique to bring in candidates, and recruitment marketing is the service

Recruitment marketing is a fairly brand-new way to bring in candidates, employment both passive and active, to your business. It involves embracing the same principals and strategies utilized by marketing to draw in prospects and increase brand 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, companies that integrate recruitment marketing into their hiring method can generate 3 times more candidate 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 conserve companies approximately 40% on overall skill costs. On top of these cost savings, recruitment marketing improves employer brand name and draws in an approximated 50% more competent candidates.

It’s extraordinary to see how a deep understanding of your candidates can result in projects that encourage them to act. We have actually assembled a list of six of our favourite imaginative recruitment campaigns that you can take inspiration from for your next recruitment marketing campaign. These campaigns pushed the limits 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 salesmen in the organization, Ogilvy, among the worlds most prominent ad agency, employment ran a creative recruitment campaign to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media advertising in mix with their YouTube channel. Here they invited the possible prospects to film themselves offering a brick. The prize? A three month paid internship with Ogilvy and the chance 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 countless people.Contests are a standard method of recruitment marketing campaigns.

They are a great way to attract enthusiastic applicants along with serving as an initial screening test. Companies may ask prospects to solve puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive method to recruitment marketing is Google’s 2004 puzzling billboard. This marketing project was an excellent success for Google and earned high appreciation online within mathematical and engineering forums – even before Google was called the brains behind the operation.

The signboard, positioned in Silicon Valley, presented a complicated mathematical formula to passers-by and challenged those who believed they were clever sufficient to resolve it. Once fixed, the equation exposed a site URL (www.7427466391.com) that the solver should go to.

Those wise adequate to solve the billboard puzzle were provided one last puzzle once 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 glad you’re here. One thing we discovered while building Google is that it’s much easier to find what you’re trying to find if it comes looking for you. What we’re searching for are the finest engineers in the world. And here you are.”

The billboard was an engaging way to attract some of the smartest minds to Google. Google grouped this candidate pool into passionate ‘issue solvers’ – an extremely well-regarded ability at google.

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IKEA: Assemble Your Future

Upon opening a brand-new shop in Australia, IKEA had the task of hiring 100 staff members. To fill this high variety of positions, they needed to believe big. IKEA’s outside the box thinking resulted in a fantastic “inside package” solution.

IKEA chose to target those who they understood already by putting ‘career guidelines’ inside the box of IKEA products for consumers to find upon opening their item. The instructions mirrored their famous assembly instructions, advising consumers on how to “assemble your future”.

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

staff members who admired the IKEA brand name. The factor for the success of the project was not just down to its creativity however likewise since it spoke with IKEA’s existing brand employment ambassadors, their customers. Many recruitment messages can get lost in the noise online and in-store. The shipment of this recruitment campaign successfully gotten in touch with candidates in a customised method, in their own homes simply as they’re concentrated on assembling their new furniture.

Volkswagen: A Hidden Message

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

Volkswagen chose an obvious however unusual placement, the undercarriage of cars in requirement of repair. Volkswagen deliberately dispersed defective vehicles with the message hidden beneath to service centres throughout Germany in anticipation of bring in experienced workers.

Volkswagens campaign was a great success, and they worked with numerous proficient mechanics while confirming themselves as an innovative and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were wanting to draw in enthusiastic trainees to their business. They reached students by going to the one location ensured to have trainees 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 trainees who aren’t pleased with simply any service. www.McKinsey.ch.”

The project’s aim was to pre-filter applicants by drawing in those that aren’t pleased with just any option and are curious innovators. The pencil twisted the guidelines of advertising, and it’s simple message resonated with numerous, leading to top quality graduate works with at McKinsey.

Similar to this pencil, recruitment marketing campaigns don’t have to be expensive, and companies can say a lot in just a basic statement.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business doing recruitment marketing the best way. Their professions page has 1.2 million likes, and they release content twice a day – in some cases more. They share material that prospective staff members can connect to and feel inspired by, such as private workers accomplishments, days in the life of a staff member and basic daily updates from throughout the Marriott network.

Marriott wishes to convey a sense of personalisation with their careers page so that potential employees can construct a real connection with the brand. They achieve this by allowing called staff members to answer any questions on the careers page from the company profile. Marriot likewise provides a chat service to those wanting to discover more about life at the business and recommendations on how they can effectively apply for a position.

Marriotts strategy reveals you do not need exceptional out of package believing to get in touch with candidates. There are a myriad of methods your service can approach your recruitment campaign. Marriott’s strategy is basic, and any company can emulate this technique and accomplish 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 react to their questions immediately and effectively.

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

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