6 Brilliant Recruitment Marketing Campaigns

Candidates want to feel connected to your brand and sense that employers understand them as individuals. So how can employers stick out from the crowd? Employers should be proactive in their technique to drawing in candidates, and recruitment marketing is the solution

Recruitment marketing is a relatively new method to bring in candidates, both passive and active, to your business. It includes adopting the same principals and methods utilized by marketing to draw in prospects and increase brand awareness. Some examples of marketing practises now being made use of by HR teams consist of: lead generation, SEO, guerrilla marketing, social advertising, customised candidate journey and content production.

According to SHRM, companies that include recruitment marketing into their hiring strategy can produce three times more candidate leads than those who don’t – leading a 100% greater close rate on applicants. Additionally, recent research study by Allegis found that running a recruitment marketing campaign can approximately 40% on overall talent costs. On top of these cost savings, recruitment marketing boosts company brand and brings in an approximated 50% more competent prospects.

It’s extraordinary to see how a deep understanding of your candidates can lead to projects that encourage them to act. We’ve assembled a list of 6 of our preferred innovative recruitment campaigns that you can take inspiration from for your next recruitment marketing campaign. These campaigns pushed the borders of traditional task advertisements, and for numerous, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and work with the most competent salespeople in the company, Ogilvy, among the worlds most prominent ad agency, ran an innovative recruitment campaign to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media advertising in mix with their YouTube channel. Here they welcomed the potential candidates to movie themselves selling a brick. The reward? A three month paid internship with Ogilvy and the possibility to pitch at the Cannes Lions International Advertising Festival.

An excellent advantage to employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a basic method of recruitment marketing projects.

They are an excellent way to attract passionate applicants as well as serving as a preliminary screening test. Companies might ask candidates to fix puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

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

The billboard, positioned in Silicon Valley, presented an intricate mathematical formula to passers-by and challenged those who believed they were clever enough to resolve it. Once solved, the equation revealed a site URL (www.7427466391.com) that the solver need to go to.

Those wise adequate to resolve the signboard puzzle were provided one final puzzle when on the website.

Successful candidates got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re thankful you’re here. One thing we found out while building Google is that it’s simpler to discover what you’re trying to find if it comes searching for you. What we’re searching for are the very best engineers on the planet. And here you are.”

The billboard was an engaging way to attract some of the most intelligent minds to Google. Google organized this prospect pool into passionate ‘problem solvers’ – an extremely renowned skill at google.

INSERT-CTA

IKEA: Assemble Your Future

Upon opening a new store in Australia, IKEA had the task of working with 100 workers. To fill this high variety of positions, they had to believe huge. IKEA’s outside the box thinking caused a great “inside package” solution.

IKEA decided to target those who they understood already enjoyed IKEA by putting ‘career guidelines’ inside the box of IKEA products for customers to discover upon opening their product. The guidelines mirrored their popular assembly guidelines, instructing clients on how to “assemble your future”.

The campaign was a big success, and consumers loved it. Thousands of consumers applied, and IKEA worked with 280

staff members who appreciated the IKEA brand name. The reason for employment the success of the campaign was not simply down to its imagination but also due to the fact that it spoke with IKEA’s existing brand name ambassadors, their customers. Many recruitment messages can get lost in the noise online and employment in-store. The delivery of this recruitment campaign effectively linked with candidates in a customised method, in their own homes just as they’re focused on assembling their new furniture.

Volkswagen: A Hidden Message

When Volkswagen had to employ talented mechanics, they thoroughly considered where this target market hung out so that they might communicate their recruitment message effectively.

Volkswagen picked an obvious but uncommon placement, the undercarriage of automobiles in need of repair work. Volkswagen deliberately distributed defective cars with the message concealed underneath to service centres across Germany in anticipation of drawing in skilled workers.

Volkswagens project was a fantastic success, and they worked with numerous competent mechanics while confirming themselves as an innovative and fun brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were aiming to attract ambitious students to their company. They reached students by going to the one place ensured to have trainees 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 trying to find trainees who aren’t pleased with simply any solution. www.McKinsey.ch.”

The project’s objective was to pre-filter candidates by attracting those that aren’t satisfied with just any solution and are curious innovators. The pencil twisted the guidelines of advertising, employment and it’s basic message resonated with many, leading to top quality graduate works with at McKinsey.

Just like this pencil, recruitment marketing projects do not have to be expensive, and business can say a lot in just an easy declaration.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing the right way. Their professions page has 1.2 million likes, and they release content two times a day – sometimes more. They share material that possible employees can associate with and feel inspired by, such as individual employees achievements, days in the life of a staff member and basic day to day updates from across the Marriott network.

Marriott wishes to communicate a sense of personalisation with their professions page so that potential employees can develop a genuine connection with the brand. They achieve this by permitting called employees to answer any concerns on the professions page from the business profile. Marriot likewise provides a chat service to those looking to discover more about life at the company and suggestions on how they can successfully obtain a position.

Marriotts method reveals you don’t require remarkable out of the box believing to connect with prospects. There are a myriad of ways your business can approach your recruitment campaign. Marriott’s method is basic, and any business can replicate this technique and attain the very same success. Have a designated place where you share insights on life at your business and most importantly, listen to potential prospects and react to their questions without delay and efficiently.

INSERT-LINE

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

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