6 Brilliant Recruitment Marketing Campaigns

Candidates desire to feel linked to your brand and sense that companies understand them as people. So how can employers stand apart from the crowd? Employers must be proactive in their approach to bring in candidates, and recruitment marketing is the solution

Recruitment marketing is a relatively new method to attract candidates, both passive and active, to your company. It involves embracing the exact same principals and techniques used by marketing to draw in candidates and increase brand 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 creation.

According to SHRM, business that include recruitment marketing into their hiring strategy can produce 3 times more applicant leads than those who don’t – leading a 100% greater close rate on applicants. Additionally, recent research study by Allegis found that running a recruitment marketing campaign can conserve companies up to 40% on overall talent expenses. On top of these cost savings, recruitment marketing boosts employer brand name and draws in an estimated 50% more qualified prospects.

It’s extraordinary to see how a deep understanding of your candidates can result in campaigns that encourage them to act. We’ve assembled a list of 6 of our favourite creative recruitment campaigns that you can take motivation from for your next recruitment marketing project. These campaigns pushed the boundaries of conventional task ads, and for many, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and hire the most experienced salesmen in the organization, Ogilvy, among the worlds most prominent 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 invited the potential prospects to film themselves offering a brick. The reward? A 3 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 countless people.Contests are a standard method of recruitment marketing campaigns.

They are an excellent method to bring in enthusiastic candidates as well as acting as an initial screening test. Companies may ask prospects to solve puzzles, compose 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 campaign was a fantastic success for Google and employment earned full marks online within mathematical and engineering forums – even before Google was known as the brains behind the operation.

The billboard, put in Silicon Valley, presented an intricate mathematical formula to passers-by and challenged those who thought they were smart sufficient to resolve it. Once resolved, the equation revealed a website URL (www.7427466391.com) that the solver must check out.

Those wise enough to resolve the billboard puzzle were provided one final puzzle as soon as on the site.

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. One thing we learned while building 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 very best engineers on the planet. And here you are.”

The signboard was an engaging method to draw in some of the most intelligent minds to Google. Google organized this candidate swimming pool into passionate ‘issue solvers’ – a highly well-regarded ability at google.

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IKEA: Assemble Your Future

Upon opening a new store in Australia, IKEA had the job of employing 100 workers. To fill this high variety of positions, they had to think huge. IKEA’s outside the box thinking caused a wonderful “inside the box” option.

IKEA chose to target those who they knew already enjoyed IKEA by putting ‘career directions’ inside the box of IKEA items for clients to discover upon opening their product. The instructions mirrored their well-known assembly directions, instructing consumers on how to “assemble your future”.

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

staff members who admired the IKEA brand name. The reason for the success of the campaign was not simply down to its imagination but also since it spoke to IKEA’s existing brand name ambassadors, their clients. Many recruitment messages can get lost in the sound online and in-store. The delivery of this recruitment campaign effectively linked with candidates in a personalised way, in their own homes simply as they’re concentrated on assembling their brand-new furniture.

Volkswagen: A Covert Message

When Volkswagen needed to work with gifted mechanics, they thoroughly considered where this target audience hung out so that they might interact their recruitment message efficiently.

Volkswagen picked an apparent but uncommon positioning, the undercarriage of vehicles in need of repair work. Volkswagen deliberately dispersed faulty cars with the message concealed beneath to service centres throughout Germany in anticipation of drawing in experienced employees.

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

McKinsey & Company: The Eraser Pencil

McKinsey and Company were aiming to attract enthusiastic trainees to their company. They reached trainees by going to the one location ensured to have trainees around, campuses at numerous Swiss universities.

McKinsey delivered pencils with comically elongated erasers. Printed on the side of the pencil was a message that checked out “We’re searching for students who aren’t satisfied with simply any solution. www.McKinsey.ch.”

The project’s aim was to pre-filter candidates by attracting those that aren’t pleased with simply any service and wonder innovators. The pencil twisted the guidelines of marketing, and it’s simple message resonated with many, causing top quality graduate employs at McKinsey.

Similar to this pencil, recruitment marketing campaigns do not have to be pricey, and companies can state a lot in only a simple declaration.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business doing recruitment marketing the proper way. Their professions page has 1.2 million likes, and they release content two times a day – sometimes more. They share content that potential workers can connect to and feel influenced by, such as private workers achievements, days in the life of a worker and general daily updates from throughout the Marriott network.

Marriott desires to convey a sense of personalisation with their professions page so that potential staff members can construct a with the brand name. They accomplish this by enabling called workers to address any concerns on the careers page from the business profile. Marriot likewise offers a chat service to those aiming to find out more about life at the business and guidance on how they can effectively make an application for a position.

Marriotts method shows you don’t need remarkable out of the box believing to connect with prospects. There are a myriad of methods your business can approach your recruitment campaign. Marriott’s technique is simple, and any company can replicate this method and employment achieve the exact same success. Have a designated location where you share insights on life at your company and most notably, listen to prospective candidates and employment respond to their questions immediately and efficiently.

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

We can assist you evaluate applicants, sort CVs and even schedule interviews, employment all-in-one centralised recruitment platform. This will make sure that your candidates have the very best experience possible and you have time to focus on what matters, your individuals. Learn more about us here.