6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a relatively brand-new method to draw in prospects, both passive and active, to your business. It involves adopting the very same principals and strategies utilized by marketing to draw in candidates and increase brand awareness. Some examples of marketing practises now being used by HR teams include: lead generation, SEO, guerrilla marketing, social marketing, personalised candidate journey and material development.

According to SHRM, companies that incorporate recruitment marketing into their hiring strategy can generate three times more candidate leads than those who do not – leading a 100% higher close rate on candidates. Additionally, recent research study by Allegis found that running a recruitment marketing project can conserve business as much as 40% on overall skill expenses. On top of these cost savings, recruitment marketing boosts employer brand and draws in an approximated 50% more certified candidates.

It’s remarkable to see how a deep understanding of your candidates can result in projects that encourage them to act. We have actually put together a list of six of our favourite innovative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These projects pressed the limits of standard job ads, and for lots of, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and work with the most proficient salesmen in the service, Ogilvy, among 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.

An excellent benefit to companies is the ease at which recruitment marketing contests can be shared online and reach hundreds to thousands of people.Contests are a basic approach of recruitment marketing campaigns.

They are an excellent method to draw in enthusiastic applicants as well as serving as a preliminary screening test. Companies may ask candidates 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 perplexing signboard. This marketing campaign was a great success for Google and earned high praise online within mathematical and engineering forums – even before Google was referred to as the brains behind the operation.

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

Those smart enough to resolve the billboard puzzle were given one final puzzle when on the website.

Successful prospects 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 discovered while constructing Google is that it’s easier to find what you’re trying to find if it comes trying to find you. What we’re trying to find are the finest engineers on the planet. And here you are. »

The billboard was an interesting way to draw in a few of the smartest minds to Google. Google organized this prospect pool into passionate ‘problem solvers’ – an extremely renowned skill at google.

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IKEA: Assemble Your Future

Upon opening a brand-new shop in Australia, IKEA had the job of hiring 100 staff members. To fill this high number of positions, referall.us they had to believe huge. IKEA’s outside package thinking caused a great « inside the box » service.

IKEA chose to target those who they understood already liked IKEA by putting ‘profession guidelines’ inside the box of IKEA products for clients to discover upon opening their item. The directions mirrored their well-known assembly directions, advising customers on how to « assemble your future ».

The campaign was a big success, and consumers loved it. Countless clients applied, somalibidders.com and IKEA hired 280

workers who admired the IKEA brand. The reason for the success of the project was not simply down to its creativity however likewise due to the fact that it spoke with IKEA’s existing brand name ambassadors, their customers. Many recruitment messages can get lost in the sound online and in-store. The delivery of this recruitment campaign successfully connected with candidates in a personalised way, in their own homes simply as they’re concentrated on assembling their new furnishings.

Volkswagen: A Concealed Message

When Volkswagen had to employ talented mechanics, they thoroughly considered where this target audience hung out so that they might interact their recruitment message efficiently.

Volkswagen chose an obvious but uncommon placement, the undercarriage of cars and trucks in requirement of repair. Volkswagen purposefully dispersed faulty automobiles with the message concealed underneath to service centres throughout Germany in anticipation of bring in skilled employees.

Volkswagens campaign was a terrific success, and they employed numerous skilled mechanics while confirming themselves as an innovative and fun brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were looking to draw in enthusiastic trainees to their business. They reached students by going to the one location guaranteed to have trainees around, schools at several 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 trainees who aren’t satisfied with simply any option. www.McKinsey.ch. »

The campaign’s goal was to pre-filter candidates by drawing in those that aren’t satisfied with just any solution and adremcareers.com are curious innovators. The pencil twisted the rules of marketing, and it’s easy message resonated with numerous, leading to premium graduate employs at McKinsey.

Similar to this pencil, recruitment marketing campaigns don’t need to be costly, and companies can state a lot in only a basic declaration.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing the best way. Their careers page has 1.2 million likes, and they release content twice a day – often more. They share content that prospective workers can relate to and feel influenced by, such as individual employees achievements, days in the life of a staff member and general everyday updates from throughout the Marriott network.

Marriott wishes to communicate a sense of personalisation with their professions page so that possible staff members can build a real connection with the brand name. They attain this by allowing called staff members to answer any questions on the careers page from the business profile. Marriot likewise offers a chat service to those seeking to learn more about life at the company and recommendations on how they can effectively obtain a position.

Marriotts technique shows you do not need extraordinary out of package thinking to connect with prospects. There are a myriad of methods your business can approach your recruitment campaign. Marriott’s method is basic, and any company can imitate this method and attain the exact same success. Have a designated place where you share insights on life at your business and most significantly, listen to potential prospects and react to their concerns quickly and efficiently.

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Step 1: A fantastic recruitment . Step 2? Occupop!

We can help you screen applicants, 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.