6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a relatively new way to attract candidates, both passive and active, to your company. It includes embracing the very same principals and techniques used by marketing to draw in candidates and increase brand name awareness. Some examples of marketing practises now being utilised by HR groups include: lead generation, SEO, guerrilla marketing, social advertising, personalised prospect journey and content creation.

According to SHRM, companies that incorporate recruitment marketing into their hiring technique can produce 3 times more candidate leads than those who don’t – leading a 100% higher close rate on candidates. Additionally, recent research by Allegis found that running a recruitment marketing campaign can conserve companies up to 40% on total talent costs. On top of these cost savings, recruitment marketing improves employer brand employment name and attracts an approximated 50% more competent candidates.

It’s exceptional to see how a deep understanding of your candidates can lead to projects that motivate them to do something about it. We have actually put together a list of six of our favourite creative recruitment projects that you can take motivation from for your next recruitment marketing campaign. These campaigns pushed the limits of conventional task advertisements, 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 the organization, Ogilvy, one of the worlds most prominent marketing firms, ran an imaginative recruitment campaign to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks marketing in combination with their YouTube channel. Here they welcomed the potential candidates to film themselves selling a brick. The reward? A 3 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 thousands of people.Contests are a basic technique of recruitment marketing campaigns.

They are an excellent way to bring in passionate applicants in addition to acting as a preliminary screening test. Companies might ask candidates 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 project was a fantastic success for Google and made high appreciation online within mathematical and forums – even before Google was known as the brains behind the operation.

The signboard, put in Silicon Valley, employment presented a complex mathematical equation to passers-by and challenged those who thought they were wise sufficient to resolve it. Once solved, the formula revealed a website URL (www.7427466391.com) that the solver need to visit.

Those smart sufficient to fix the billboard puzzle were given one last puzzle when on the site.

Successful candidates got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re pleased you’re here. Something we learned while constructing Google is that it’s easier to discover what you’re looking for if it comes looking for you. What we’re looking for are the very best engineers on the planet. And here you are.”

The signboard was an engaging method to attract a few of the smartest minds to Google. Google grouped this candidate swimming pool into enthusiastic ‘problem solvers’ – a highly esteemed 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 number of positions, they needed to think huge. IKEA’s outside the box thinking led to a wonderful “inside the box” service.

IKEA chose to target those who they understood already liked IKEA by putting ‘profession directions’ inside package of IKEA products for customers to find upon opening their item. The instructions mirrored their famous assembly guidelines, employment advising customers on how to “assemble your future”.

The campaign was a substantial success, and customers adored it. Countless customers applied, and IKEA employed 280

workers who appreciated the IKEA brand name. The factor for the success of the project was not simply down to its creativity but likewise due to the fact that it spoke with IKEA’s existing brand ambassadors, their consumers. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment project effectively gotten in touch with prospects in a personalised way, in their own homes simply as they’re concentrated on assembling their new furniture.

Volkswagen: employment A Concealed Message

When Volkswagen had to employ talented mechanics, they carefully considered where this target audience hung out so that they could interact their recruitment message effectively.

Volkswagen picked an obvious but uncommon positioning, the undercarriage of cars in requirement of repair. Volkswagen deliberately dispersed faulty automobiles with the message concealed underneath to service centres across Germany in anticipation of drawing in skilled employees.

Volkswagens campaign was an excellent success, and they worked with many competent mechanics while verifying themselves as an ingenious and fun brand.

McKinsey & Company: The Eraser Pencil

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

McKinsey delivered pencils with comically extended erasers. Printed on the side of the pencil was a message that read “We’re looking for students who aren’t satisfied with just any option. www.McKinsey.ch.”

The project’s aim was to pre-filter candidates by bring 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, causing top quality graduate hires at McKinsey.

Just like this pencil, recruitment marketing projects don’t need to be costly, employment and companies can say a lot in only a simple statement.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business doing recruitment marketing the best method. Their professions page has 1.2 million likes, and they release content twice a day – often more. They share material that prospective workers can associate with and feel motivated by, such as private employees achievements, days in the life of a worker and employment general day to day updates from throughout the Marriott network.

Marriott desires to communicate a sense of personalisation with their careers page so that potential workers can construct a real connection with the brand employment name. They achieve this by permitting called workers to address any concerns on the careers page from the business profile. Marriot also uses a chat service to those looking to learn more about life at the company and advice on how they can effectively look for a position.

Marriotts method shows you don’t require extraordinary out of package thinking to link with prospects. There are a myriad of ways your business can approach your recruitment project. Marriott’s technique is basic, and any business can replicate this method and accomplish the exact same success. Have a designated place where you share insights on life at your business and most notably, listen to potential candidates and react to their questions promptly and effectively.

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

We can help you screen applicants, 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. Discover more about us here.