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

Recruitment marketing is a fairly new way to attract candidates, both passive and active, to your business. It involves adopting the exact same principals and strategies used by marketing to bring in prospects and increase brand awareness. Some examples of marketing practises now being utilised by HR teams consist of: lead generation, SEO, guerrilla marketing, social advertising, personalised candidate journey and content production.

According to SHRM, business that include recruitment marketing into their hiring technique can create 3 times more candidate leads than those who do not - leading a 100% higher close rate on applicants. Additionally, recent research study by Allegis found that running a recruitment marketing campaign can conserve business approximately 40% on total skill costs. On top of these savings, recruitment marketing improves employer brand name and brings in an estimated 50% more competent prospects.

It's extraordinary to see how a deep understanding of your candidates can lead to campaigns that encourage them to do something about it. We've created a list of six of our favourite innovative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These projects pressed the borders of standard job advertisements, and for numerous, the went viral.

Examples of recruitment marketing campaigns

Ogilvy: The World's Greatest Salesperson

To engage and work with the most knowledgeable salesmen in business, 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 marketing in combination with their YouTube channel. Here they welcomed the prospective prospects to movie 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 benefit to employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to thousands of people.Contests are a basic technique of recruitment marketing campaigns.

They are an excellent method to attract passionate candidates as well as acting as an initial screening test. Companies may ask candidates to resolve puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive method to recruitment marketing is Google's 2004 confusing billboard. This marketing project was a fantastic success for Google and made full marks online within mathematical and engineering online forums - even before Google was called the brains behind the operation.

The billboard, positioned in Silicon Valley, provided a complicated mathematical equation to passers-by and challenged those who believed they were clever enough to fix it. Once solved, the equation exposed a site URL (www.7427466391.com) that the solver must check out.

Those clever adequate to fix the billboard puzzle were given one final puzzle as soon as on the website.

Successful candidates received the message: "Nice work. Well done. Mazel tov. You've made it to Google Labs, and we're thankful you're here. Something we discovered while developing Google is that it's much easier to find what you're looking for if it comes searching for you. What we're looking for are the very best engineers on the planet. And here you are."

The billboard was an appealing way to attract some of the most intelligent minds to Google. Google organized this candidate swimming pool into enthusiastic 'issue solvers' - an extremely esteemed ability at google.

INSERT-CTA

IKEA: Assemble Your Future

Upon opening a brand-new store in Australia, IKEA had the task of hiring 100 employees. To fill this high variety of positions, they needed to think huge. IKEA's outside the box thinking caused a wonderful "inside the box" solution.

IKEA decided to target those who they understood already enjoyed IKEA by putting 'career directions' inside the box of IKEA products for consumers to find upon opening their item. The guidelines mirrored their famous assembly instructions, instructing consumers on how to "assemble your future".

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

staff members who appreciated the IKEA brand. The factor for the success of the campaign was not simply down to its creativity but likewise since it talked to 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 gotten in touch with prospects in a personalised method, in their own homes simply as they're concentrated on assembling their brand-new furniture.

Volkswagen: A Concealed Message

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

Volkswagen selected an apparent however unusual placement, the undercarriage of vehicles in requirement of repair work. Volkswagen purposefully distributed malfunctioning cars and trucks with the message concealed beneath to service centres across Germany in anticipation of attracting skilled workers.

Volkswagens project was a great success, and they hired numerous skilled mechanics while authenticating themselves as an ingenious and enjoyable brand name.

McKinsey & Company: The Eraser Pencil

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

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

The campaign's aim was to pre-filter applicants by bring in those that aren't satisfied with just any service and are curious innovators. The pencil twisted the rules of marketing, and it's easy message resonated with many, resulting in high-quality graduate hires at McKinsey.

Just like this pencil, recruitment marketing projects do not need to be expensive, and companies can say a lot in just an easy statement.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of business doing recruitment marketing the proper way. Their professions page has 1.2 million likes, and they publish content twice a day - in some cases more. They share material that potential staff members can relate to and feel influenced by, such as private employees achievements, raovatonline.org days in the life of a staff member and general daily updates from throughout the Marriott network.

Marriott wants to communicate a sense of personalisation with their careers page so that potential workers can build a real connection with the brand name. They achieve this by enabling named staff members to address any concerns on the careers page from the company profile. Marriot likewise provides a chat service to those seeking to discover more about life at the company and recommendations on how they can effectively obtain a position.

Marriotts method shows you do not need extraordinary out of package believing to get in touch with candidates. There are a myriad of methods your service can approach your recruitment campaign. Marriott's strategy is simple, and any business can imitate this method and achieve the very same success. Have a designated place where you share insights on life at your company and most significantly, listen to potential candidates and respond to their concerns without delay and efficiently.

INSERT-LINE

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

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