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6 Brilliant Recruitment Marketing Campaigns

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

Recruitment marketing is a fairly brand-new way to bring in prospects, both passive and job active, to your business. It involves embracing the exact same principals and methods utilized by marketing to bring in candidates and increase brand awareness. Some examples of marketing practises now being used by HR teams include: list building, SEO, guerrilla marketing, social marketing, customised prospect journey and content creation.

According to SHRM, business that include recruitment marketing into their hiring method can produce 3 times more applicant leads than those who do not – leading a 100% greater close rate on applicants. Additionally, recent research by Allegis discovered that running a recruitment marketing project can save business approximately 40% on total skill costs. On top of these cost savings, recruitment marketing enhances employer brand and draws in an estimated 50% more certified prospects.

It’s exceptional to see how a deep understanding of your candidates can lead to projects that motivate them to act. We have actually assembled a list of 6 of our favourite innovative recruitment projects that you can take inspiration from for your next recruitment marketing project. These projects pushed the boundaries of traditional job advertisements, and for many, the application processes went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World’s Greatest Salesperson

To engage and job hire the most knowledgeable salesmen in business, Ogilvy, among the worlds most popular ad agency, ran a creative 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 prospects to film themselves offering a brick. The prize? A 3 month paid internship with Ogilvy and the chance to pitch at the Cannes Lions International Advertising Festival.

A fantastic advantage to employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a basic technique of recruitment marketing projects.

They are a great way to bring in enthusiastic applicants as well as functioning as an initial screening test. Companies may ask candidates to solve puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google’s 2004 perplexing billboard. This marketing project was an excellent 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 signboard, placed in Silicon Valley, presented an intricate mathematical formula to passers-by and challenged those who believed they were smart enough to resolve it. Once resolved, the equation exposed a site URL (www.7427466391.com) that the solver need to go to.

Those smart sufficient to resolve the signboard puzzle were offered one final puzzle as soon as on the website.

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. One thing we discovered while constructing Google is that it’s much easier to find what you’re searching for if it comes looking for you. What we’re searching for are the very best engineers worldwide. And here you are.”

The signboard was an interesting way to attract some of the most intelligent minds to Google. Google grouped this prospect pool into enthusiastic ‘problem solvers’ – a highly prestigious skill at google.

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IKEA: Assemble Your Future

Upon opening a new shop in Australia, IKEA had the task of working with 100 employees. To fill this high number of positions, they had to think huge. IKEA’s outside the box thinking caused a great “inside the box” option.

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

The campaign was a big success, and customers adored it. Countless applied, job and IKEA hired 280

staff members who appreciated the IKEA brand name. The factor for the success of the project was not simply down to its creativity but also since it talked to IKEA’s existing brand ambassadors, their customers. Many recruitment messages can get lost in the sound online and in-store. The shipment of this recruitment project effectively connected with candidates in a personalised method, in their own homes just as they’re focused on assembling their brand-new furnishings.

Volkswagen: A Covert Message

When Volkswagen needed to hire skilled mechanics, they thoroughly considered where this target market hung out so that they might interact their recruitment message successfully.

Volkswagen picked an apparent but unusual positioning, the undercarriage of cars and trucks in requirement of repair work. Volkswagen deliberately dispersed faulty cars with the message concealed below to service centres throughout Germany in anticipation of drawing in knowledgeable employees.

Volkswagens campaign was a terrific success, and they worked with various knowledgeable mechanics while verifying themselves as an innovative and fun brand name.

McKinsey & Company: job The Eraser Pencil

McKinsey and job Company were seeking to attract enthusiastic trainees to their company. They reached trainees by going to the one location ensured to have students around, schools at a number of Swiss universities.

McKinsey provided pencils with comically extended erasers. Printed on the side of the pencil was a message that checked out “We’re looking for trainees who aren’t pleased with just any option. www.McKinsey.ch.”

The campaign’s goal 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, job and it’s simple message resonated with lots of, leading to top quality graduate employs at McKinsey.

Similar to this pencil, recruitment marketing campaigns do not have to be expensive, and companies can state a lot in just an easy declaration.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of companies doing recruitment marketing the proper way. Their professions page has 1.2 million likes, and they release content twice a day – sometimes more. They share material that possible workers can relate to and feel influenced by, such as specific workers accomplishments, days in the life of an employee and general daily updates from throughout the Marriott network.

Marriott desires to convey a sense of personalisation with their careers page so that potential employees can build a real connection with the brand. They achieve this by permitting named employees to answer any questions on the professions page from the business profile. Marriot likewise uses a chat service to those wanting to find out more about life at the business and guidance on how they can successfully get a position.

Marriotts method shows you don’t require remarkable out of the box thinking to connect with candidates. There are a myriad of ways your organization can approach your recruitment project. Marriott’s method is easy, and any business can emulate this technique and achieve the exact same success. Have a designated place where you share insights on life at your business and most importantly, listen to possible candidates and react to their questions quickly and effectively.

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

We can assist you screen candidates, sort CVs and even schedule interviews, all-in-one centralised recruitment platform. This will ensure that your candidates have the best experience possible and you have time to concentrate on what matters, your individuals. Discover more about us here.