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6 Brilliant Recruitment Marketing Campaigns

Candidates desire to feel linked to your brand and sense that employers understand employment them as people. So how can employers stick out from the crowd? Employers should be proactive in their approach to bring in candidates, and recruitment marketing is the service

Recruitment marketing is a reasonably brand-new method to attract candidates, both passive and active, to your business. It includes embracing the very same principals and strategies used by marketing to attract prospects and increase brand awareness. Some examples of marketing practises now being made use of by HR groups include: list building, SEO, guerrilla marketing, social marketing, customised prospect journey and employment material creation.

According to SHRM, companies that include recruitment marketing into their hiring technique can generate 3 times more candidate leads than those who do not – leading a 100% greater close rate on applicants. Additionally, recent research by Allegis found that running a recruitment marketing campaign can save business as much as 40% on overall skill expenses. On top of these cost savings, recruitment marketing boosts company brand name and draws in an estimated 50% more competent candidates.

It’s extraordinary to see how a deep understanding of your prospects can lead to campaigns that encourage them to act. We’ve put together a list of 6 of our favourite innovative recruitment projects that you can take inspiration from for employment your next recruitment marketing campaign. These campaigns pressed the boundaries of traditional task ads, and for many, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World’s Greatest Salesperson

To engage and employ the most experienced salesmen in the service, Ogilvy, among the worlds most prominent advertising firms, ran a creative recruitment project to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks marketing in mix with their YouTube channel. Here they welcomed the possible candidates to movie themselves selling a brick. The reward? A three month paid internship with Ogilvy and the chance 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 countless people.Contests are a basic approach of recruitment marketing campaigns.

They are a terrific way to attract passionate applicants along with acting as an initial screening test. Companies might ask prospects to solve puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive technique to recruitment marketing is Google’s 2004 puzzling signboard. This marketing project was an excellent success for Google and earned full marks online within mathematical and engineering forums – even before Google was called the brains behind the operation.

The billboard, positioned in Silicon Valley, presented a complicated mathematical equation to passers-by and challenged those who thought they were smart sufficient to fix it. Once fixed, the formula exposed a site URL (www.7427466391.com) that the solver should check out.

Those smart enough to resolve the signboard puzzle were offered one final puzzle when on the website.

Successful prospects received the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re delighted you’re here. Something we learned while building Google is that it’s simpler 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 worldwide. And here you are.”

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

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IKEA: Assemble Your Future

Upon opening a brand-new store in Australia, IKEA had the job of working with 100 workers. To fill this high number of positions, employment they had to think big. IKEA’s outside the box thinking resulted in a wonderful “inside package” option.

IKEA chose to target those who they understood already enjoyed IKEA by putting ‘profession guidelines’ inside the box of IKEA products for clients to find upon opening their product. The directions mirrored their famous assembly directions, advising clients on how to “assemble your future”.

The campaign was a big success, and customers loved it. Countless customers used, and IKEA employed 280

workers who admired the IKEA brand. The reason for the success of the project was not simply down to its imagination but also because it spoke to IKEA’s existing brand ambassadors, their customers. Many recruitment messages can get lost in the sound online and in-store. The delivery of this recruitment project effectively linked with candidates in a personalised way, in their own homes just as they’re focused on assembling their new furnishings.

Volkswagen: A Covert Message

When Volkswagen needed to work with talented mechanics, they thoroughly considered where this target market hung out so that they might interact their recruitment message efficiently.

Volkswagen chose an apparent but unusual placement, the undercarriage of automobiles in requirement of repair. Volkswagen deliberately distributed defective cars with the message concealed beneath to service centres throughout Germany in anticipation of bring in experienced staff members.

Volkswagens project was an excellent success, employment and they worked with numerous proficient mechanics while verifying themselves as an ingenious and fun brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were wanting to attract ambitious trainees to their business. They reached students by going to the one place 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 pleased with just any solution. www.McKinsey.ch.”

The project’s aim was to pre-filter candidates by bring in those that aren’t pleased with just any service and wonder innovators. The pencil twisted the rules of marketing, and it’s basic message resonated with many, resulting in top quality graduate employs at McKinsey.

Similar to this pencil, recruitment marketing projects don’t need to be costly, and companies can say a lot in just a basic statement.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business doing recruitment marketing properly. Their careers page has 1.2 million likes, and they release content twice a day – sometimes more. They share content that can relate to and feel motivated by, such as individual workers achievements, days in the life of an employee and general day to day updates from throughout the Marriott network.

Marriott desires to communicate a sense of personalisation with their professions page so that prospective workers can construct an authentic connection with the brand employment name. They accomplish this by permitting called staff members to address any concerns on the careers page from the company profile. Marriot likewise offers a chat service to those looking to discover more about life at the company and guidance on how they can effectively request a position.

Marriotts method reveals you do not require extraordinary out of package believing to get in touch with candidates. There are a myriad of methods your business can approach your recruitment project. Marriott’s strategy is basic, and any business can imitate this technique and attain the exact same success. Have a designated location where you share insights on life at your business and most importantly, listen to prospective prospects and respond to their questions quickly and efficiently.

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

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