6 Brilliant Recruitment Marketing Campaigns: Porovnání verzí

Aktuální verse z 12. 3. 2025, 05:09

Candidates want to to your brand name and employment sense that companies understand them as people. So how can companies stand apart from the crowd? Employers need to be proactive in their approach to bring in prospects, and recruitment marketing is the option


Recruitment marketing is a reasonably new way to bring in prospects, both passive and active, to your business. It includes embracing the very same principals and strategies utilized by marketing to bring in prospects and increase brand 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 development.


According to SHRM, business that include recruitment marketing into their hiring method can create three times more applicant leads than those who do not - leading a 100% greater close rate on applicants. Additionally, current research by Allegis discovered that running a recruitment marketing project can save companies up to 40% on overall talent expenses. On top of these cost savings, recruitment marketing improves employer brand name and brings in an approximated 50% more certified prospects.


It's exceptional to see how a deep understanding of your candidates can lead to campaigns that encourage them to do something about it. We've assembled a list of 6 of our preferred imaginative recruitment projects that you can take motivation from for your next recruitment marketing campaign. These projects pressed the borders of traditional job ads, and for numerous, the application processes went viral.


Examples of recruitment marketing projects


Ogilvy: The World's Greatest Salesperson


To engage and hire the most proficient salespeople in the organization, Ogilvy, one of the worlds most prominent ad agency, ran a creative recruitment project to discover 'The World's Greatest Salesperson'.


Ogilvy leveraged targeted social networks advertising in combination with their YouTube channel. Here they invited the potential prospects to movie themselves offering a brick. The reward? A three month paid internship with Ogilvy and the possibility to pitch at the Cannes Lions International Advertising Festival.


An excellent advantage to companies is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a standard technique of recruitment marketing projects.


They are a terrific way to bring in passionate applicants as well as serving as an initial screening test. Companies may ask prospects to resolve puzzles, employment 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 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, put in Silicon Valley, presented a complex mathematical formula to passers-by and challenged those who believed they were clever adequate to resolve it. Once fixed, the formula exposed a website URL (www.7427466391.com) that the solver should check out.


Those smart enough to resolve the billboard puzzle were given one last puzzle when on the site.


Successful candidates got the message:
"Nice work. Well done. Mazel tov. You've made it to Google Labs, and we're glad you're here. One thing we found out while developing Google is that it's easier to find what you're trying to find if it comes trying to find you. What we're trying to find are the best engineers worldwide. And here you are."


The billboard was an interesting method to attract some of the smartest minds to Google. Google organized this candidate swimming pool into passionate 'problem solvers' - a highly well-regarded skill at google.


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IKEA: Assemble Your Future


Upon opening a brand-new shop in Australia, IKEA had the task of working with 100 staff members. To fill this high number of positions, they needed to believe huge. IKEA's outside package thinking led to a great "inside package" solution.


IKEA decided to target those who they understood already liked IKEA by putting 'profession instructions' inside package of IKEA items for customers to find upon opening their item. The directions mirrored their popular assembly directions, instructing customers on how to "assemble your future".


The project was a substantial success, and clients loved it. Countless consumers applied, and IKEA employed 280


workers who admired the IKEA brand name. The factor for the success of the campaign was not just down to its imagination however likewise since it spoke to IKEA's existing brand ambassadors, employment their customers. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment campaign successfully gotten in touch with prospects in a customised way, employment in their own homes simply as they're concentrated on assembling their brand-new furnishings.


Volkswagen: A Hidden Message


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


Volkswagen picked an apparent but unusual positioning, employment the undercarriage of cars in requirement of repair. Volkswagen intentionally dispersed defective automobiles with the message hidden beneath to service centres across Germany in anticipation of drawing in skilled employees.


Volkswagens project was a great success, and they worked with many skilled mechanics while verifying themselves as an innovative and enjoyable brand name.


McKinsey & Company: The Eraser Pencil


McKinsey and Company were aiming to draw in enthusiastic trainees to their company. They reached students by going to the one place ensured to have students around, campuses at a number of Swiss universities.


McKinsey delivered pencils with comically extended erasers. Printed on the side of the pencil was a message that read "We're looking for trainees who aren't pleased with just any service. www.McKinsey.ch."


The project's objective was to pre-filter candidates by bring in those that aren't pleased with simply any solution and wonder innovators. The pencil twisted the guidelines of marketing, and it's basic message resonated with numerous, leading to high-quality graduate works with at McKinsey.


Similar to this pencil, recruitment marketing projects do not need to be pricey, and employment companies can state a lot in only an easy statement.


Marriott: A Personalised Careers Page


Marriott is an exceptional example of companies doing recruitment marketing the proper way. Their careers page has 1.2 million likes, and they publish content twice a day - often more. They share content that possible employees can relate to and feel influenced by, such as private workers accomplishments, days in the life of an employee and general day to day updates from across the Marriott network.


Marriott wants to convey a sense of personalisation with their careers page so that possible staff members can construct an authentic connection with the brand. They achieve this by allowing named employees to address any concerns on the careers page from the company profile. Marriot also provides a chat service to those aiming to find out more about life at the business and advice on how they can effectively get a position.


Marriotts technique shows you don't need extraordinary out of the box thinking to get in touch with prospects. There are a myriad of ways your service can approach your recruitment project. Marriott's method is basic, and any company can replicate this technique and attain the very same success. Have a designated place where you share insights on life at your business and most importantly, listen to prospective candidates and respond to their questions promptly and effectively.


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