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6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a reasonably brand-new way to bring in prospects, both passive and active, to your business. It includes embracing the exact same principals and techniques used by marketing to draw in prospects and increase brand name awareness. Some examples of marketing practises now being utilised by HR teams consist of: list building, SEO, guerrilla marketing, social advertising, customised prospect journey and content creation.

According to SHRM, business that integrate recruitment marketing into their hiring method can generate 3 times more applicant leads than those who do not – leading a 100% greater close rate on applicants. Additionally, current research study by Allegis discovered that running a recruitment marketing campaign can conserve companies approximately 40% on overall skill costs. On top of these cost savings, recruitment marketing boosts company brand name and brings in an approximated 50% more qualified prospects.

It’s exceptional to see how a deep understanding of your candidates can cause campaigns that encourage them to do something about it. We’ve put together a list of 6 of our preferred imaginative recruitment projects that you can take motivation from for your next recruitment marketing campaign. These projects pushed the borders of conventional task ads, and for lots of, 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 popular ad agency, ran an imaginative recruitment project to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media advertising in combination with their YouTube channel. Here they invited the possible candidates to film themselves selling a brick. The prize? A three month paid internship with Ogilvy and the opportunity 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 basic approach of recruitment marketing campaigns.

They are a fantastic method to draw in passionate candidates along with functioning as an initial screening test. Companies may ask candidates to resolve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive method to recruitment marketing is Google’s 2004 confusing signboard. This marketing campaign was a terrific success for Google and earned full marks online within mathematical and engineering online forums – even before Google was called the brains behind the operation.

The signboard, put in Silicon Valley, provided a complicated mathematical formula to passers-by and challenged those who thought they were wise enough to resolve it. Once fixed, the formula revealed a website URL (www.7427466391.com) that the solver should check out.

Those wise enough to resolve the signboard puzzle were given one final puzzle when on the website.

Successful candidates 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 found out while building Google is that it’s much easier to find what you’re looking for 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 interesting method to attract some of the smartest minds to Google. Google grouped this candidate pool into passionate ‘issue solvers’ – a highly 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 workers. To fill this high variety of positions, they had to believe huge. IKEA’s outside package thinking led to a wonderful “inside the box” option.

IKEA chose to target those who they knew currently liked IKEA by putting ‘career guidelines’ inside the box of IKEA products for customers to find upon opening their item. The guidelines mirrored their directions, advising consumers on how to “assemble your future”.

The project was a huge success, and customers adored it. Countless clients used, and IKEA employed 280

employees who appreciated the IKEA brand. The factor for the success of the project was not just down to its creativity but also because it spoke with IKEA’s existing brand ambassadors, their clients. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment project effectively linked with candidates in a personalised method, in their own homes simply as they’re focused on assembling their new furniture.

Volkswagen: A Surprise Message

When Volkswagen needed to work with gifted mechanics, they carefully thought about where this target audience hung out so that they might communicate their recruitment message efficiently.

Volkswagen chose an obvious however unusual placement, the undercarriage of vehicles in need of repair work. Volkswagen intentionally distributed malfunctioning automobiles with the message concealed below to service centres throughout Germany in anticipation of drawing in skilled employees.

Volkswagens campaign was an excellent success, and referall.us they hired numerous competent mechanics while validating themselves as an ingenious and enjoyable brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were seeking to attract enthusiastic students to their company. They reached trainees by going to the one location guaranteed to have students around, schools at numerous Swiss universities.

McKinsey provided pencils with comically extended erasers. Printed on the side of the pencil was a message that checked out “We’re trying to find students who aren’t satisfied with simply any option. www.McKinsey.ch.”

The campaign’s goal was to pre-filter applicants by attracting those that aren’t satisfied with just any option and wonder innovators. The pencil twisted the rules of marketing, and it’s simple message resonated with many, resulting in high-quality graduate hires at McKinsey.

Just like this pencil, recruitment marketing campaigns do not need to be expensive, and business can say a lot in only a basic statement.

Marriott: A Personalised Careers Page

Marriott is an excellent example of companies doing recruitment marketing the best way. Their professions page has 1.2 million likes, and they release content two times a day – in some cases more. They share content that potential staff members can relate to and feel influenced by, such as individual workers achievements, days in the life of a staff member and general daily updates from throughout the Marriott network.

Marriott wishes to communicate a sense of personalisation with their careers page so that possible staff members can build a genuine connection with the brand. They achieve this by enabling called staff members to answer any concerns on the professions page from the company profile. Marriot likewise provides a chat service to those seeking to find out more about life at the business and guidance on how they can effectively make an application for a position.

Marriotts strategy reveals you don’t require remarkable out of package believing to link with prospects. There are a myriad of methods your organization can approach your recruitment campaign. Marriott’s technique is basic, and any business can emulate this method and accomplish the very same success. Have a designated location where you share insights on life at your company and most notably, listen to prospective candidates and respond to their concerns promptly and efficiently.

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

We can assist 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. Discover more about us here.