6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel linked to your brand employment and sense that companies understand them as individuals. So how can companies stand apart from the crowd? Employers must be proactive in their method to drawing in prospects, and recruitment marketing is the service

Recruitment marketing is a reasonably brand-new method to bring in prospects, employment both passive and active, to your company. It includes adopting the very same principals and strategies used by marketing to bring in candidates and increase brand awareness. Some examples of marketing practises now being used by HR teams consist of: lead generation, SEO, guerrilla marketing, social marketing, customised candidate journey and content creation.

According to SHRM, business that integrate recruitment marketing into their hiring technique can generate three times more candidate leads than those who don’t – leading a 100% greater close rate on candidates. Additionally, recent research study by Allegis found that running a recruitment marketing campaign can save companies approximately 40% on total talent expenses. On top of these savings, recruitment marketing boosts company brand and brings in an estimated 50% more certified candidates.

It’s exceptional to see how a deep understanding of your candidates can lead to projects that inspire them to act. We have actually assembled a list of six of our favourite innovative recruitment projects that you can take motivation from for your next recruitment marketing project. These campaigns pressed the borders of traditional task ads, and for many, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and work with the most in the organization, Ogilvy, one of the worlds most prominent ad agency, ran an innovative 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 potential prospects to movie themselves selling a brick. The prize? A three month paid internship with Ogilvy and the possibility to pitch at the Cannes Lions International Advertising Festival.

A terrific benefit to employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a basic technique of recruitment marketing campaigns.

They are an excellent way to bring in passionate candidates as well as functioning as a preliminary screening test. Companies may ask prospects to resolve puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

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

The billboard, placed in Silicon Valley, employment provided a complex mathematical formula to passers-by and challenged those who believed they were wise sufficient to resolve it. Once resolved, the equation revealed a website URL (www.7427466391.com) that the solver must check out.

Those smart enough to resolve the signboard puzzle were given one last puzzle once on the site.

Successful candidates got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re happy you’re here. One thing we learned while developing Google is that it’s much easier to discover what you’re looking 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 some of the most intelligent minds to Google. Google grouped this prospect swimming pool into enthusiastic ‘problem solvers’ – a highly prestigious skill at google.

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IKEA: Assemble Your Future

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

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

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

staff members who appreciated the IKEA brand. The reason for the success of the campaign was not simply down to its imagination but likewise because it spoke with IKEA’s existing brand ambassadors, their clients. Many recruitment messages can get lost in the sound online and in-store. The shipment of this recruitment campaign effectively gotten in touch with prospects in a personalised method, in their own homes simply as they’re focused on assembling their new furniture.

Volkswagen: A Surprise Message

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

Volkswagen picked an apparent however unusual placement, the undercarriage of cars in need of repair work. Volkswagen deliberately dispersed faulty cars with the message concealed underneath to service centres across Germany in anticipation of attracting knowledgeable employees.

Volkswagens campaign was a terrific success, and they hired numerous experienced mechanics while authenticating themselves as an ingenious and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were aiming to bring in enthusiastic students to their company. They reached students by going to the one place guaranteed to have trainees around, schools at numerous Swiss universities.

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

The campaign’s goal was to pre-filter applicants by attracting those that aren’t satisfied with simply any solution and are curious innovators. The pencil twisted the guidelines of marketing, and it’s easy message resonated with many, employment causing high-quality graduate employs at McKinsey.

Just like this pencil, recruitment marketing campaigns don’t have to be expensive, and business can say a lot in only a simple declaration.

Marriott: A Personalised Careers Page

Marriott is an excellent example of business doing recruitment marketing the proper way. Their careers page has 1.2 million likes, and they release content two times a day – often more. They share material that possible staff members can connect to and feel influenced by, such as private workers accomplishments, days in the life of a worker and general day to day updates from throughout the Marriott network.

Marriott wishes to convey a sense of personalisation with their professions page so that prospective staff members can construct a genuine connection with the brand. They achieve this by allowing called employees to answer any concerns on the professions page from the company profile. Marriot also offers a chat service to those aiming to discover more about life at the company and guidance on how they can effectively obtain a position.

Marriotts strategy shows you do not need remarkable out of package believing to get in touch with prospects. There are a myriad of ways your organization can approach your recruitment campaign. Marriott’s technique is easy, and any company can replicate this technique and accomplish the same success. Have a designated place where you share insights on life at your company and most notably, listen to prospective candidates and react to their questions promptly and effectively.

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Step 1: An excellent recruitment marketing Campaign. Step 2? Occupop!

We can help you screen candidates, sort CVs and even schedule interviews, employment all-in-one centralised recruitment platform. This will guarantee that your candidates have the best experience possible and you have time to focus on what matters, your people. Learn more about us here.