6 Brilliant Recruitment Marketing Campaigns

wish to feel connected to your brand name and sense that companies comprehend them as individuals. So how can employers stand out from the crowd? Employers must be proactive in their approach to attracting prospects, and recruitment marketing is the solution

Recruitment is a fairly new method to attract prospects, both passive and active, to your business. It involves embracing the exact same principals and strategies used by marketing to attract prospects and increase brand name awareness. Some examples of marketing practises now being made use of by HR groups consist of: lead generation, SEO, guerrilla marketing, social advertising, personalised candidate journey and material development.

According to SHRM, business that incorporate recruitment marketing into their hiring strategy can create three times more applicant leads than those who don’t – leading a 100% higher close rate on applicants. Additionally, current research by Allegis discovered that running a recruitment marketing project can save business approximately 40% on overall talent expenses. On top of these cost savings, recruitment marketing enhances employer brand name and attracts an estimated 50% more competent prospects.

It’s exceptional to see how a deep understanding of your candidates can cause campaigns that inspire them to act. We’ve assembled a list of 6 of our preferred imaginative recruitment projects that you can take motivation from for your next recruitment marketing campaign. These projects pushed the limits of traditional job advertisements, and for lots of, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and hire the most experienced salespeople in the company, Ogilvy, among the worlds most prominent ad agency, ran a creative recruitment project to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks advertising in mix with their YouTube channel. Here they invited the prospective prospects to movie themselves offering a brick. The reward? A 3 month paid internship with Ogilvy and the possibility to pitch at the Cannes Lions International Advertising Festival.

A great advantage 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 method of recruitment marketing projects.

They are a terrific method to attract enthusiastic applicants as well as acting as a preliminary screening test. Companies might ask prospects to fix puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive technique to recruitment marketing is Google’s 2004 confusing signboard. This marketing campaign was a great success for Google and made full marks online within mathematical and referall.us engineering online forums – even before Google was referred to as the brains behind the operation.

The signboard, put in Silicon Valley, presented an intricate mathematical equation to passers-by and challenged those who believed they were clever enough to solve it. Once resolved, the formula revealed a site URL (www.7427466391.com) that the solver must visit.

Those smart adequate to resolve the signboard puzzle were given one final puzzle when on the site.

Successful prospects got the message:
“Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we’re grateful you’re here. Something we learned while building Google is that it’s much easier to find what you’re trying to find if it comes searching for you. What we’re trying to find are the very best engineers in the world. And here you are.”

The signboard was an engaging way to attract a few of the smartest minds to Google. Google grouped this prospect pool into enthusiastic ‘issue solvers’ – a highly prestigious ability at google.

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IKEA: Assemble Your Future

Upon opening a new shop in Australia, IKEA had the task of employing 100 workers. To fill this high variety of positions, they needed to believe big. IKEA’s outside the box thinking caused a great “inside the box” solution.

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

The campaign was a big success, and consumers adored it. Countless customers applied, and IKEA worked with 280

staff members who admired the IKEA brand name. The factor for the success of the project was not just down to its creativity but also due to the fact that it talked to IKEA’s existing brand ambassadors, their consumers. Many recruitment messages can get lost in the sound online and in-store. The shipment of this recruitment campaign effectively linked with candidates in a personalised method, in their own homes just as they’re concentrated on assembling their new furnishings.

Volkswagen: A Concealed Message

When Volkswagen had to hire gifted mechanics, they carefully thought about where this target market hung out so that they might communicate their recruitment message efficiently.

Volkswagen selected an obvious however unusual positioning, the undercarriage of vehicles in requirement of repair work. Volkswagen deliberately distributed malfunctioning cars with the message concealed beneath to service centres across Germany in anticipation of drawing in knowledgeable workers.

Volkswagens campaign was a terrific success, and they worked with numerous skilled mechanics while authenticating themselves as an innovative and fun brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were seeking to attract ambitious students to their business. They reached students by going to the one place guaranteed to have students around, campuses at a number of 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 just any solution. www.McKinsey.ch.”

The campaign’s aim was to pre-filter candidates by drawing in those that aren’t pleased with just any option and are curious innovators. The pencil twisted the rules of marketing, and it’s basic message resonated with many, resulting in high-quality graduate works with at McKinsey.

Much like this pencil, recruitment marketing campaigns do not have to be expensive, and companies can say a lot in only a basic statement.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of companies doing recruitment marketing properly. Their professions page has 1.2 million likes, and they publish content two times a day – often more. They share material that possible staff members can associate with and feel motivated by, such as private employees achievements, days in the life of an employee and general daily updates from across the Marriott network.

Marriott wants to communicate a sense of personalisation with their careers page so that possible workers can construct a real connection with the brand name. They attain this by enabling named employees to answer any questions on the professions page from the business profile. Marriot also provides a chat service to those looking to discover more about life at the business and recommendations on how they can successfully get a position.

Marriotts method reveals you do not require extraordinary out of package thinking to get in touch with prospects. There are a myriad of methods your company can approach your recruitment project. Marriott’s method is easy, and any company can imitate this approach and achieve the same success. Have a designated place where you share insights on life at your business and most importantly, listen to potential candidates and respond to their concerns immediately and effectively.

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

We can help you evaluate candidates, sort CVs and even schedule interviews, 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.