6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel linked to your brand and sense that companies comprehend them as individuals. So how can employers stick out from the crowd? Employers need to be proactive in their approach to attracting prospects, and recruitment marketing is the option

Recruitment marketing is a fairly new method to draw in candidates, both passive and active, to your company. It includes embracing the exact same principals and strategies utilized by marketing to bring in candidates and increase brand awareness. Some examples of marketing practises now being used by HR groups include: list building, SEO, guerrilla marketing, social marketing, personalised prospect journey and material creation.

According to SHRM, business that include recruitment marketing into their hiring strategy can generate 3 times more applicant leads than those who don’t – leading a 100% greater close rate on applicants. Additionally, recent research study by Allegis discovered that running a recruitment marketing project can conserve companies approximately 40% on overall talent expenses. On top of these savings, recruitment marketing enhances employer brand and brings in an approximated 50% more competent prospects.

It’s extraordinary to see how a deep understanding of your prospects can cause projects that motivate them to act. We’ve assembled a list of 6 of our preferred innovative recruitment projects that you can take inspiration from for your next recruitment marketing project. These projects pressed the limits of standard task advertisements, and for numerous, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and hire the most knowledgeable salesmen in business, Ogilvy, among the worlds most popular ad agency, ran a creative recruitment campaign to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social networks marketing in combination with their YouTube channel. Here they invited the possible prospects to film themselves offering 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 employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to thousands of people.Contests are a basic technique of recruitment marketing projects.

They are a great method to draw in passionate candidates as well as acting as an initial screening test. Companies may ask candidates 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 perplexing signboard. This marketing project was a great success for Google and earned high appreciation online within mathematical and engineering online forums – even before Google was known as the brains behind the operation.

The signboard, positioned in Silicon Valley, provided an intricate mathematical equation to passers-by and challenged those who thought they were wise adequate to fix it. Once fixed, the formula revealed a site URL (www.7427466391.com) that the solver should go to.

Those smart enough to fix the signboard puzzle were offered one last puzzle once on the website.

Successful prospects 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 learned while developing Google is that it’s easier to discover what you’re looking for if it comes looking for you. What we’re looking for are the very best engineers on the planet. And here you are.”

The signboard was an interesting method to draw in a few of the most intelligent minds to Google. Google grouped this prospect pool into passionate ‘problem solvers’ – a highly well-regarded ability at google.

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IKEA: Assemble Your Future

Upon opening a brand-new shop in Australia, IKEA had the job of employing 100 workers. To fill this high number of positions, they needed to believe huge. IKEA’s outside package thinking resulted in a wonderful “inside the box” option.

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

The project was a big success, and customers adored it. Thousands of consumers used, and IKEA hired 280

staff members who appreciated the IKEA brand. The factor for the success of the campaign was not just down to its creativity however likewise due to the fact that it talked to IKEA’s existing brand ambassadors, their consumers. Many recruitment messages can get lost in the noise online and in-store. The shipment of this recruitment project successfully gotten in touch with prospects in a personalised method, in their own homes just as they’re concentrated on assembling their brand-new furniture.

Volkswagen: A Surprise Message

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

Volkswagen chose an obvious however unusual positioning, the undercarriage of cars in requirement of repair. Volkswagen purposefully distributed malfunctioning cars with the message hidden beneath to service centres across Germany in anticipation of bring in skilled workers.

Volkswagens project was a great success, and they worked with numerous experienced mechanics while confirming themselves as an ingenious and enjoyable brand name.

McKinsey & Company: referall.us The Eraser Pencil

McKinsey and Company were wanting to attract ambitious students to their business. They reached students by going to the one location ensured to have trainees around, schools 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 satisfied with just any service. www.McKinsey.ch.”

The campaign’s goal was to pre-filter applicants by bring in those that aren’t satisfied with just any option and are curious innovators. The pencil twisted the rules of marketing, and it’s simple message resonated with lots of, resulting in premium graduate works with at McKinsey.

Just like this pencil, recruitment marketing projects do not have to be pricey, and business can state a lot in only an easy statement.

Marriott: A Personalised Careers Page

Marriott is an excellent example of business doing recruitment marketing . Their careers page has 1.2 million likes, and they release content twice a day – sometimes more. They share content that prospective workers can relate to and feel inspired by, such as private workers achievements, days in the life of a staff member and general everyday updates from across the Marriott network.

Marriott desires to communicate a sense of personalisation with their careers page so that prospective employees can construct a real connection with the brand name. They accomplish this by enabling named workers to answer any concerns on the professions page from the business profile. Marriot also uses a chat service to those aiming to discover more about life at the business and guidance on how they can successfully request a position.

Marriotts technique shows you do not require extraordinary out of the box believing to get in touch with candidates. There are a myriad of ways your company can approach your recruitment campaign. Marriott’s strategy is simple, and any business can imitate this approach and accomplish the very same success. Have a designated place where you share insights on life at your company and most notably, listen to possible candidates and respond to their questions promptly and efficiently.

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Step 1: A terrific recruitment marketing Campaign. 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 people. Find out more about us here.