6 Brilliant Recruitment Marketing Campaigns

Candidates desire to feel connected to your brand and sense that employers comprehend them as individuals. So how can companies stick out from the crowd? Employers must be proactive in their method to attracting candidates, and recruitment marketing is the service

Recruitment marketing is a reasonably new way to attract candidates, both passive and active, to your business. It involves adopting the same principals and strategies utilized by marketing to draw in prospects and increase brand name awareness. Some examples of marketing practises now being utilised by HR teams include: list building, SEO, guerrilla marketing, social advertising, customised candidate journey and material creation.

According to SHRM, business that incorporate recruitment marketing into their hiring technique can create 3 times more applicant leads than those who do not – leading a 100% greater close rate on candidates. Additionally, recent research by Allegis found that running a recruitment marketing project can save companies up to 40% on total skill expenses. On top of these savings, recruitment marketing boosts employer brand and attracts an approximated 50% more competent candidates.

It’s exceptional to see how a deep understanding of your prospects can lead to campaigns that encourage them to act. We’ve created a list of 6 of our preferred innovative recruitment campaigns that you can take motivation from for your next recruitment marketing project. These projects pushed the boundaries of conventional job ads, and for many, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and employ the most competent salespeople in the company, job Ogilvy, among the worlds most popular marketing firms, ran an imaginative recruitment campaign to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media advertising in mix with their YouTube channel. Here they invited the prospective prospects to film 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 thousands of people.Contests are a standard approach of recruitment marketing campaigns.

They are an excellent way to bring in passionate candidates as well as serving as a preliminary screening test. Companies might ask candidates to resolve 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 campaign was a terrific success for Google and made high praise online within mathematical and engineering forums – even before Google was called the brains behind the operation.

The signboard, positioned in Silicon Valley, presented a complex mathematical formula to passers-by and challenged those who thought they were clever adequate to solve it. Once solved, the formula revealed a site URL (www.7427466391.com) that the solver should check out.

Those clever adequate to solve the billboard puzzle were given one final puzzle when on the website.

Successful prospects got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re pleased you’re here. One thing we discovered while developing Google is that it’s simpler to find what you’re trying to find if it comes trying to find you. What we’re trying to find are the very best engineers worldwide. And here you are.”

The billboard was an engaging method to attract a few of the most intelligent minds to Google. Google organized this prospect swimming pool into enthusiastic ‘issue solvers’ – an extremely well-regarded skill at google.

INSERT-CTA

IKEA: Assemble Your Future

Upon opening a brand-new store in Australia, job IKEA had the task of working with 100 employees. To fill this high number of positions, they had to believe big. IKEA’s outside the box thinking caused a fantastic “inside the box” option.

IKEA chose to target those who they understood currently liked IKEA by putting ‘profession directions’ inside package of IKEA items for job clients to discover upon opening their product. The instructions mirrored their popular assembly instructions, instructing customers on how to “assemble your future”.

The campaign was a big success, and job customers adored it. Thousands of customers used, and IKEA worked with 280

workers who appreciated the IKEA brand name. The reason for the success of the project was not simply down to its imagination but also because it talked to IKEA’s existing brand name ambassadors, their clients. Many recruitment messages can get lost in the sound online and in-store. The shipment of this recruitment campaign effectively gotten in touch with candidates in a customised method, in their own homes simply as they’re focused on assembling their brand-new furniture.

Volkswagen: A Hidden Message

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

Volkswagen chose on an apparent however uncommon placement, the undercarriage of automobiles in need of repair. Volkswagen purposefully dispersed defective automobiles with the message hidden beneath to service centres across Germany in anticipation of attracting knowledgeable staff members.

Volkswagens project was a terrific success, and they employed various knowledgeable mechanics while confirming themselves as an ingenious and enjoyable brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were looking to bring in ambitious students to their company. They reached students by going to the one location ensured to have trainees around, job schools at numerous Swiss universities.

McKinsey delivered pencils with comically elongated erasers. Printed on the side of the pencil was a message that out “We’re trying to find students who aren’t satisfied with just any service. www.McKinsey.ch.”

The campaign’s goal was to pre-filter candidates by bring in those that aren’t satisfied with just any service and are curious innovators. The pencil twisted the guidelines of advertising, and it’s easy message resonated with numerous, leading to top quality graduate employs at McKinsey.

Much like this pencil, job recruitment marketing projects do not need to be costly, and business can state a lot in just a basic declaration.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing properly. Their careers page has 1.2 million likes, and they publish content two times a day – often more. They share content that potential staff members can associate with and feel motivated by, such as specific workers accomplishments, days in the life of a worker and general everyday updates from across the Marriott network.

Marriott desires to convey a sense of personalisation with their careers page so that prospective workers can build an authentic connection with the brand. They attain this by allowing named staff members to address any concerns on the careers page from the company profile. Marriot also uses a chat service to those wanting to find out more about life at the company and advice on how they can effectively make an application for a position.

Marriotts strategy shows you don’t require exceptional out of package believing to connect with candidates. There are a myriad of methods your service can approach your recruitment campaign. Marriott’s strategy is basic, and any business can replicate this approach and accomplish the exact same success. Have a designated place where you share insights on life at your company and most significantly, listen to potential prospects and job react to their concerns quickly and effectively.

INSERT-LINE

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

We can help you screen candidates, 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 individuals. Find out more about us here.