6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a reasonably new method to attract prospects, both passive and active, to your business. It involves embracing the same principals and strategies utilized by marketing to bring in candidates and increase brand awareness. Some examples of marketing practises now being made use of by HR groups include: lead generation, SEO, guerrilla marketing, social advertising, personalised prospect journey and material production.

According to SHRM, companies that integrate recruitment marketing into their hiring strategy can create three times more applicant leads than those who do not – leading a 100% higher close rate on applicants. Additionally, recent research study by Allegis discovered that running a recruitment marketing campaign can conserve business up to 40% on overall skill costs. On top of these savings, recruitment marketing increases company brand name and brings in an approximated 50% more competent prospects.

It’s exceptional to see how a deep understanding of your prospects can lead to campaigns that inspire them to act. We’ve created a list of six of our preferred creative recruitment campaigns that you can take inspiration from for your next recruitment marketing campaign. These campaigns pushed the borders of traditional job 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 knowledgeable salespeople in business, Ogilvy, one of the worlds most prominent ad agency, ran an imaginative recruitment project to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media marketing in combination with their YouTube channel. Here they welcomed the possible prospects to movie themselves a brick. The prize? A three month paid internship with Ogilvy and the opportunity 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 countless people.Contests are a standard method of recruitment marketing campaigns.

They are a fantastic way to draw in passionate candidates along with acting as a preliminary screening test. Companies might ask candidates to solve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

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

The billboard, positioned in Silicon Valley, presented a complicated mathematical formula to passers-by and challenged those who believed they were wise enough to fix it. Once resolved, the formula revealed a website URL (www.7427466391.com) that the solver need to visit.

Those smart sufficient to fix the billboard puzzle were given one last puzzle when on the site.

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

The billboard was an interesting method to attract a few of the smartest minds to Google. Google grouped this prospect swimming pool into passionate ‘issue solvers’ – a highly well-regarded ability at google.

INSERT-CTA

IKEA: Assemble Your Future

Upon opening a new store in Australia, IKEA had the job of hiring 100 staff members. To fill this high variety of positions, they needed to believe big. IKEA’s outside the box thinking resulted in a wonderful “inside the box” option.

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

The campaign was a substantial success, and consumers loved it. Countless consumers used, and IKEA employed 280

workers who admired the IKEA brand name. The factor for the success of the project was not just down to its imagination but likewise due to the fact that it talked to IKEA’s existing brand referall.us name ambassadors, their customers. Many recruitment messages can get lost in the noise online and in-store. The shipment of this recruitment campaign successfully gotten in touch with candidates in a personalised way, in their own homes just as they’re focused on assembling their brand-new furniture.

Volkswagen: A Concealed Message

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

Volkswagen selected an apparent but unusual positioning, the undercarriage of cars and trucks in need of repair work. Volkswagen intentionally dispersed malfunctioning vehicles with the message hidden below to service centres throughout Germany in anticipation of bring in experienced staff members.

Volkswagens campaign was an excellent success, and they employed numerous knowledgeable mechanics while verifying themselves as an innovative and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were seeking to draw in enthusiastic students to their company. They reached students by going to the one place ensured to have students around, campuses at several Swiss universities.

McKinsey provided 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 satisfied with simply any service. www.McKinsey.ch.”

The campaign’s aim was to pre-filter candidates by drawing in those that aren’t pleased with just any option and are curious innovators. The pencil twisted the guidelines of marketing, and it’s basic message resonated with numerous, resulting in top quality graduate works with at McKinsey.

Similar to this pencil, recruitment marketing projects do not need to be costly, and business can say a lot in only an easy statement.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of companies doing recruitment marketing the proper way. Their professions page has 1.2 million likes, and they release content twice a day – often more. They share content that potential staff members can associate with and feel influenced by, such as individual workers achievements, days in the life of an employee and basic day to day updates from across the Marriott network.

Marriott desires to communicate a sense of personalisation with their careers page so that potential employees can construct an authentic connection with the brand. They attain this by permitting called staff members to answer any concerns on the careers page from the company profile. Marriot also provides a chat service to those aiming to learn more about life at the company and advice on how they can successfully obtain a position.

Marriotts technique reveals you do not need extraordinary out of the box believing to get in touch with candidates. There are a myriad of methods your organization can approach your recruitment project. Marriott’s method is easy, and any company can emulate this approach and attain the exact same success. Have a designated place where you share insights on life at your company and most importantly, somalibidders.com listen to potential candidates and respond to their questions without delay and effectively.

INSERT-LINE

Step 1: A great 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 ensure that your prospects have the best experience possible and you have time to concentrate on what matters, your people. Discover more about us here.