6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a reasonably brand-new way to attract candidates, both passive and active, to your company. It includes embracing the same principals and methods used by marketing to attract candidates and increase brand name awareness. Some examples of marketing practises now being used by HR teams consist of: list building, SEO, guerrilla marketing, social marketing, customised candidate journey and content development.

According to SHRM, business that incorporate recruitment marketing into their can create three times more candidate leads than those who don’t – leading a 100% greater close rate on candidates. Additionally, recent research study by Allegis discovered that running a recruitment marketing project can conserve business approximately 40% on total skill costs. On top of these savings, employment recruitment marketing boosts company brand name and brings in an approximated 50% more qualified prospects.

It’s exceptional to see how a deep understanding of your prospects can lead to campaigns that encourage them to act. We have actually put together a list of six of our favourite innovative recruitment campaigns that you can take inspiration from for your next recruitment marketing project. These projects pushed the boundaries of conventional task ads, employment 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 competent salesmen in business, Ogilvy, among the worlds most prominent advertising agencies, ran a creative recruitment project to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks advertising in combination with their YouTube channel. Here they welcomed the prospective prospects to movie 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 benefit to companies is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a basic approach of recruitment marketing campaigns.

They are a fantastic method to draw in enthusiastic candidates as well as serving as a preliminary screening test. Companies may ask prospects to fix puzzles, write lines of code or make a video.

GOOGLE: employment The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google’s 2004 confusing billboard. This marketing project was a great success for Google and made full marks online within mathematical and engineering online forums – even before Google was understood as the brains behind the operation.

The signboard, put in Silicon Valley, presented a complicated mathematical equation to passers-by and challenged those who believed they were clever adequate to resolve it. Once solved, the formula revealed a website URL (www.7427466391.com) that the solver must go to.

Those smart adequate to solve the billboard puzzle were given one last puzzle once on the website.

Successful prospects received 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 found out while constructing Google is that it’s much easier to discover what you’re trying to find if it comes searching for you. What we’re looking for are the very best engineers worldwide. And here you are.”

The signboard was an engaging method to attract a few of the smartest minds to Google. Google grouped this prospect swimming pool into passionate ‘problem solvers’ – an extremely well-regarded ability at google.

INSERT-CTA

IKEA: Assemble Your Future

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

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

The project was a substantial success, and consumers loved it. Countless consumers applied, and IKEA employed 280

employees who appreciated the IKEA brand name. The reason for the success of the project was not simply down to its imagination however likewise due to the fact that it spoke with IKEA’s existing brand name ambassadors, employment 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 customised method, in their own homes just as they’re concentrated on assembling their brand-new furniture.

Volkswagen: A Covert Message

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

Volkswagen selected an obvious however unusual positioning, the undercarriage of vehicles in requirement of repair work. Volkswagen deliberately distributed defective cars with the message hidden underneath to service centres across Germany in anticipation of attracting experienced employees.

Volkswagens project was an excellent success, and they hired numerous knowledgeable mechanics while verifying themselves as an ingenious and enjoyable brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were wanting to attract ambitious students to their company. They reached students by going to the one place guaranteed to have students around, campuses at a number of Swiss universities.

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

The project’s objective was to pre-filter candidates by bring in those that aren’t pleased with simply any solution and wonder innovators. The pencil twisted the guidelines of advertising, and it’s easy message resonated with numerous, leading to high-quality graduate works with at McKinsey.

Much like this pencil, recruitment marketing projects do not need to be pricey, and business can state a lot in only a simple statement.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business doing recruitment marketing properly. Their professions page has 1.2 million likes, and they publish content two times a day – often more. They share content that possible employees can relate to and feel influenced by, such as specific workers achievements, days in the life of an employee and general day to day updates from across the Marriott network.

Marriott wants to convey a sense of personalisation with their careers page so that potential staff members can build a real connection with the brand. They attain this by enabling called staff members to address any concerns on the careers page from the company profile. Marriot also offers a chat service to those wanting to discover more about life at the company and advice on how they can effectively request a position.

Marriotts strategy shows you do not require exceptional out of package believing to get in touch with candidates. There are a myriad of methods your company can approach your recruitment campaign. Marriott’s technique is basic, and any business can emulate this method and accomplish the very same success. Have a designated location where you share insights on life at your company and most notably, listen to possible prospects and react to their concerns quickly and efficiently.

INSERT-LINE

Step 1: An excellent 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 candidates have the very best experience possible and you have time to concentrate on what matters, your individuals. Find out more about us here.