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6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel connected to your brand name and sense that employers understand them as individuals. So how can employers stand out from the crowd? Employers need to be proactive in their method to bring in prospects, and recruitment marketing is the solution

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

According to SHRM, business that integrate recruitment marketing into their hiring strategy can generate three times more applicant leads than those who don’t – leading a 100% greater close rate on candidates. Additionally, recent research study by Allegis found that running a recruitment marketing project can save companies as much as 40% on total skill expenses. On top of these cost savings, recruitment marketing increases company brand employment and attracts an approximated 50% more certified candidates.

It’s remarkable to see how a deep understanding of your prospects can cause projects that motivate them to act. We have actually created a list of six of our preferred creative recruitment projects that you can take inspiration from for your next recruitment marketing project. These projects pressed the limits of standard job ads, 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 competent salespeople in business, Ogilvy, among the worlds most popular ad agency, ran an imaginative recruitment campaign to discover ‘The World’s Greatest Salesperson’.

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

A great advantage to companies is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a standard approach of recruitment marketing campaigns.

They are a great method to attract passionate applicants along with serving as an initial screening test. Companies might ask prospects 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 puzzling signboard. This marketing project was a terrific success for Google and made full within mathematical and employment engineering online forums – even before Google was called the brains behind the operation.

The signboard, put in Silicon Valley, employment provided an intricate mathematical formula to passers-by and challenged those who thought they were wise sufficient to fix it. Once fixed, the formula exposed a site URL (www.7427466391.com) that the solver must visit.

Those clever sufficient to solve the billboard puzzle were given one last puzzle as soon as on the website.

Successful prospects got the message:
“Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we’re delighted you’re here. Something we discovered while developing Google is that it’s much easier to discover what you’re searching for if it comes looking for you. What we’re searching for are the best engineers in the world. And here you are.”

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

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IKEA: Assemble Your Future

Upon opening a brand-new shop in Australia, IKEA had the task of employing 100 employees. To fill this high number of positions, they had to believe big. IKEA’s outside package thinking led to a wonderful “inside package” solution.

IKEA decided to target those who they knew currently liked IKEA by putting ‘career guidelines’ inside package of IKEA products for customers to find upon opening their item. The instructions mirrored their well-known assembly instructions, advising customers on how to “assemble your future”.

The project was a big success, and customers loved it. Thousands of clients applied, and IKEA employed 280

employees who appreciated the IKEA brand name. The factor for the success of the project was not simply down to its creativity however also because it spoke with IKEA’s existing brand name ambassadors, their customers. 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 customised way, in their own homes simply as they’re concentrated on assembling their new furnishings.

Volkswagen: A Hidden Message

When Volkswagen needed to hire talented mechanics, they thoroughly considered where this target audience hung out so that they could communicate their recruitment message efficiently.

Volkswagen picked an obvious however unusual positioning, the undercarriage of automobiles in need of repair work. Volkswagen purposefully dispersed malfunctioning cars and trucks with the message hidden beneath to service centres throughout Germany in anticipation of bring in skilled employees.

Volkswagens project was a great success, and they employed many competent mechanics while confirming themselves as an innovative and fun brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were looking to attract enthusiastic trainees to their business. They reached students by going to the one location ensured to have students 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 looking for students who aren’t pleased with just any option. www.McKinsey.ch.”

The project’s aim was to pre-filter applicants by bring in those that aren’t pleased with simply any option and are curious innovators. The pencil twisted the guidelines of advertising, and it’s simple message resonated with many, resulting in top quality graduate employs at McKinsey.

Much like this pencil, recruitment marketing projects do not have to be expensive, and companies can say a lot in just a basic declaration.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing the best method. Their careers page has 1.2 million likes, and they release content two times a day – often more. They share material that potential staff members can associate with and employment feel inspired by, such as specific employees accomplishments, days in the life of an employee and general daily updates from across the Marriott network.

Marriott wishes to communicate a sense of personalisation with their professions page so that potential staff members can build an authentic connection with the brand. They accomplish this by allowing named employees to answer any concerns on the professions page from the company profile. Marriot likewise provides a chat service to those looking to discover more about life at the company and recommendations on how they can effectively obtain a position.

Marriotts technique shows you don’t require remarkable out of the box believing to get in touch with prospects. There are a myriad of ways your business can approach your recruitment project. Marriott’s technique is easy, and any business can imitate this approach and accomplish the very same success. Have a designated location where you share insights on life at your company and employment most significantly, listen to prospective prospects and employment respond to their concerns without delay and effectively.

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Step 1: An excellent recruitment marketing Campaign. Step 2? Occupop!

We can help you evaluate 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. Discover more about us here.