Candidates wish to feel connected to your brand name and sense that companies understand them as people. So how can companies stick out from the crowd? Employers must be proactive in their approach to bring in candidates, and job recruitment marketing is the option

Recruitment marketing is a fairly new method to bring in prospects, both passive and active, to your company. It involves adopting the exact same principals and strategies used by marketing to draw in prospects and increase brand name awareness. Some examples of marketing practises now being utilised by HR groups include: list building, SEO, guerrilla marketing, social advertising, personalised prospect journey and content production.

According to SHRM, job business that integrate recruitment into their hiring method can produce 3 times more candidate leads than those who do not - leading a 100% greater close rate on applicants. Additionally, recent research study by Allegis found that running a recruitment marketing campaign can conserve companies approximately 40% on total skill costs. On top of these cost savings, recruitment marketing enhances employer brand and draws in an approximated 50% more competent candidates.

It's remarkable to see how a deep understanding of your prospects can lead to projects that inspire them to take action. We've assembled a list of 6 of our preferred imaginative recruitment campaigns that you can take motivation from for your next recruitment marketing project. These campaigns pressed the limits of traditional task ads, and for many, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World's Greatest Salesperson

To engage and work with the most proficient salespeople in business, Ogilvy, among the worlds most prominent advertising agencies, ran an innovative recruitment campaign to discover 'The World's Greatest Salesperson'.

Ogilvy leveraged targeted social media advertising in mix with their YouTube channel. Here they welcomed the possible candidates to film themselves offering a brick. The prize? A 3 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 basic approach of recruitment marketing campaigns.

They are a great method to draw in passionate candidates along with serving as a preliminary screening test. Companies may ask prospects to resolve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google's 2004 confusing billboard. This marketing project was a terrific success for Google and earned high appreciation online within mathematical and engineering online forums - even before Google was referred to as the brains behind the operation.

The signboard, job put in Silicon Valley, presented a complicated mathematical equation to passers-by and challenged those who believed they were clever adequate to resolve it. Once solved, the equation revealed a website URL (www.7427466391.com) that the solver must go to.

Those smart sufficient to fix the billboard puzzle were offered 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 happy you're here. One thing we discovered while building Google is that it's easier to discover what you're searching for if it comes searching for you. What we're searching for are the very best engineers in the world. And here you are."

The signboard was an engaging way to draw in some of the most intelligent minds to Google. Google organized this prospect swimming pool into passionate 'issue solvers' - an extremely prestigious skill at google.

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IKEA: Assemble Your Future

Upon opening a brand-new shop in Australia, IKEA had the job of working with 100 employees. To fill this high number of positions, they had to believe huge. IKEA's outside the box thinking led to a fantastic "inside the box" service.

IKEA chose to target those who they knew currently enjoyed IKEA by putting 'profession directions' inside the box of IKEA items for clients to find upon opening their product. The instructions mirrored their well-known assembly guidelines, advising customers on how to "assemble your future".

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

workers who appreciated the IKEA brand name. The factor for the success of the campaign was not just down to its imagination however also because it talked to IKEA's existing brand ambassadors, their clients. Many recruitment messages can get lost in the noise online and in-store. The shipment of this recruitment campaign effectively gotten in touch with candidates in a customised way, in their own homes simply as they're concentrated on assembling their new furniture.

Volkswagen: A Surprise Message

When Volkswagen had to work with talented mechanics, they carefully thought about where this target market hung out so that they could communicate their recruitment message successfully.

Volkswagen selected an obvious however uncommon positioning, the undercarriage of cars and trucks in requirement of repair work. Volkswagen intentionally dispersed defective cars and trucks with the message concealed below to service centres throughout Germany in anticipation of bring in skilled workers.

Volkswagens campaign was a great success, and they worked with many knowledgeable mechanics while verifying themselves as an ingenious and enjoyable brand name.

McKinsey & Company: job The Eraser Pencil

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

McKinsey provided pencils with comically lengthened erasers. Printed on the side of the pencil was a message that checked out "We're searching for trainees who aren't pleased with just any service. www.McKinsey.ch."

The campaign's goal was to pre-filter applicants by drawing in those that aren't satisfied with just any service and are curious innovators. The pencil twisted the guidelines of marketing, and it's easy message resonated with lots of, resulting in premium graduate employs at McKinsey.

Much like this pencil, recruitment marketing campaigns don't have to be expensive, and companies can say a lot in just a simple statement.

Marriott: A Personalised Careers Page

Marriott is an excellent example of companies doing recruitment marketing properly. Their careers page has 1.2 million likes, and they release content twice a day - often more. They share content that prospective staff members can connect to and feel influenced by, such as individual employees achievements, days in the life of an employee and general day to day updates from across the Marriott network.

Marriott desires to communicate a sense of personalisation with their careers page so that prospective employees can construct an authentic connection with the brand. They achieve this by permitting named employees to address any questions on the professions page from the company profile. Marriot likewise provides a chat service to those aiming to find out more about life at the business and recommendations on how they can successfully look for a position.

Marriotts method shows you don't require exceptional out of package believing to connect with prospects. There are a myriad of ways your organization can approach your recruitment project. Marriott's method is basic, and any business can imitate this technique and achieve the exact same success. Have a designated place where you share insights on life at your company and most importantly, listen to possible prospects and react to their questions immediately and efficiently.

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

We can assist you evaluate candidates, sort CVs and even schedule interviews, all-in-one centralised recruitment platform. This will ensure 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.