6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a fairly brand-new way to draw in candidates, both passive and active, to your company. It involves embracing the very same principals and methods used by marketing to bring in prospects and increase brand awareness. Some examples of marketing practises now being utilised by HR groups include: list building, SEO, guerrilla marketing, social advertising, personalised candidate journey and material creation.

According to SHRM, business that incorporate recruitment marketing into their hiring method can generate 3 times more candidate leads than those who don’t – leading a 100% higher close rate on applicants. Additionally, recent research by Allegis discovered that running a recruitment marketing campaign can conserve business approximately 40% on overall skill expenses. On top of these cost savings, job recruitment marketing increases employer brand and draws in an estimated 50% more qualified prospects.

It’s extraordinary to see how a deep understanding of your prospects can lead to projects that motivate them to take action. We’ve a list of six of our favourite creative recruitment projects that you can take motivation from for your next recruitment marketing project. These projects pushed the borders of standard 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 work with the most proficient salesmen in business, Ogilvy, among the worlds most popular ad agency, ran an imaginative recruitment campaign to find ‘The World’s Greatest Salesperson’.

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

A terrific 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 approach of recruitment marketing campaigns.

They are a fantastic way to draw in enthusiastic applicants along with functioning as an initial screening test. Companies may ask prospects to solve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google’s 2004 confusing signboard. This marketing project was a terrific 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 signboard, positioned in Silicon Valley, presented a complicated mathematical equation to passers-by and challenged those who believed they were smart adequate to fix it. Once resolved, the equation revealed a site URL (www.7427466391.com) that the solver should visit.

Those clever enough to resolve the signboard puzzle were provided one final puzzle when on the site.

Successful candidates got the message:
“Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we’re happy you’re here. One thing we learned while developing Google is that it’s easier to find what you’re searching for if it comes trying to find you. What we’re searching for are the finest engineers in the world. And here you are.”

The billboard was an interesting method to draw in some of the smartest minds to Google. Google grouped this prospect swimming pool into passionate ‘problem solvers’ – an extremely esteemed skill at google.

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IKEA: Assemble Your Future

Upon opening a new store in Australia, IKEA had the task of hiring 100 staff members. To fill this high number of positions, they needed to think huge. IKEA’s outside package thinking led to a wonderful “inside the box” option.

IKEA chose to target those who they understood currently loved 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 instructions, advising consumers on how to “assemble your future”.

The project was a big success, job and consumers loved it. Countless customers used, and IKEA worked with 280

employees who admired the IKEA brand name. The reason for the success of the campaign was not just down to its imagination but also since it spoke with IKEA’s existing brand name ambassadors, their clients. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment project effectively gotten in touch with prospects in a customised way, in their own homes simply as they’re focused on assembling their new furniture.

Volkswagen: A Concealed Message

When Volkswagen needed to work with gifted mechanics, they carefully considered where this target market hung out so that they could communicate their recruitment message effectively.

Volkswagen chose on an apparent but uncommon positioning, the undercarriage of cars in need of repair. Volkswagen intentionally dispersed defective cars with the message hidden below to service centres across Germany in anticipation of bring in knowledgeable workers.

Volkswagens project was an excellent success, and they hired various skilled mechanics while verifying themselves as an innovative and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were wanting to draw in ambitious students to their business. They reached students by going to the one place guaranteed to have trainees around, campuses at several Swiss universities.

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

The project’s aim was to pre-filter candidates by attracting those that aren’t satisfied with simply any solution and wonder innovators. The pencil twisted the rules of advertising, and it’s basic message resonated with many, causing high-quality graduate hires at McKinsey.

Much like this pencil, recruitment marketing projects don’t have to be expensive, and job companies can state a lot in just an easy declaration.

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 prospective employees can associate with and feel motivated by, job such as individual employees accomplishments, days in the life of an employee and basic day to day updates from across the Marriott network.

Marriott desires to convey a sense of personalisation with their professions page so that potential workers can develop a real connection with the brand name. They attain this by enabling named employees to address any concerns on the careers page from the business profile. Marriot also offers a chat service to those seeking to find out more about life at the company and advice on how they can successfully look for a position.

Marriotts strategy shows you do not need extraordinary out of package believing to get in touch with candidates. There are a myriad of methods your company can approach your recruitment project. Marriott’s strategy is simple, and any company can emulate this method and achieve the exact same success. Have a designated place where you share insights on life at your company and most significantly, listen to prospective prospects and react to their questions quickly and efficiently.

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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 guarantee that your candidates have the finest experience possible and you have time to focus on what matters, your individuals. Discover more about us here.