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  • Founded Date December 18, 2015
  • Sectors Healthcare
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6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel connected to your brand name and sense that employers comprehend them as individuals. So how can employers stick out from the crowd? Employers must be proactive in their technique to drawing in prospects, and recruitment marketing is the service

Recruitment marketing is a fairly brand-new method to attract candidates, both passive and active, to your company. It includes embracing the exact same principals and methods utilized by marketing to attract prospects and increase brand awareness. Some examples of marketing practises now being used by HR groups include: lead generation, SEO, guerrilla marketing, social marketing, personalised prospect journey and material production.

According to SHRM, business that include recruitment marketing into their hiring technique can generate 3 times more candidate leads than those who don’t – leading a 100% higher close rate on candidates. Additionally, recent research by Allegis discovered that running a recruitment marketing project can save companies approximately 40% on total talent expenses. On top of these savings, recruitment marketing increases company brand and draws in an estimated 50% more competent prospects.

It’s remarkable to see how a deep understanding of your candidates can cause projects that motivate them to do something about it. We’ve put together a list of 6 of our favourite creative recruitment projects that you can take motivation from for your next recruitment marketing project. These campaigns pressed the limits 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 service, Ogilvy, one of the worlds most prominent advertising firms, ran an imaginative recruitment project to find ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media advertising in mix with their YouTube channel. Here they invited the prospective 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 employers is the ease at which recruitment marketing contests can be shared online and reach hundreds to thousands of people.Contests are a standard technique of recruitment marketing projects.

They are a terrific way to bring in passionate candidates in addition to serving as a preliminary screening test. Companies may ask prospects to fix 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 project was a terrific success for Google and earned high appreciation online within mathematical and engineering forums – even before Google was called the brains behind the operation.

The signboard, placed in Silicon Valley, provided a complicated mathematical formula to passers-by and challenged those who believed they were wise sufficient to solve it. Once fixed, the formula revealed a website URL (www.7427466391.com) that the solver should visit.

Those clever enough to solve the billboard puzzle were offered one last puzzle when on the website.

Successful candidates got the message:
“Nice work. Well done. Mazel tov. You’ve made it to Google Labs, and we’re delighted you’re here. One thing we learned while constructing Google is that it’s much easier to discover what you’re trying to find if it comes searching for you. What we’re trying to find are the best engineers worldwide. And here you are.”

The billboard was an engaging method to attract a few of the most intelligent minds to Google. Google grouped this candidate pool into enthusiastic ‘issue solvers’ – a highly well-regarded ability at google.

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IKEA: Assemble Your Future

Upon opening a brand-new store 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 the box thinking led to a fantastic “inside the box” solution.

IKEA chose to target those who they understood currently loved IKEA by putting ‘profession instructions’ inside package of IKEA items for clients to find upon opening their item. The guidelines mirrored their famous assembly instructions, instructing consumers on how to “assemble your future”.

The project was a big success, and consumers loved it. Countless customers used, somalibidders.com and IKEA employed 280

staff members who admired the IKEA brand name. The factor for the success of the project was not simply down to its creativity but also due to the fact that it spoke to IKEA’s existing brand ambassadors, their consumers. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment campaign successfully gotten in touch with candidates in a personalised method, in their own homes just as they’re focused on assembling their new furniture.

Volkswagen: A Hidden Message

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

Volkswagen selected an apparent however uncommon placement, the undercarriage of automobiles in need of repair. Volkswagen purposefully distributed malfunctioning vehicles with the message concealed underneath to service centres throughout Germany in anticipation of bring in experienced employees.

Volkswagens project was a terrific success, and they hired many experienced mechanics while confirming themselves as an ingenious and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were wanting to bring in ambitious students to their company. They reached trainees by going to the one location ensured to have trainees around, schools at several 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 satisfied with simply any option. www.McKinsey.ch.”

The project’s goal was to pre-filter candidates by attracting those that aren’t pleased with simply any service and are curious innovators. The pencil twisted the guidelines of advertising, and it’s basic message resonated with many, leading to premium graduate hires at McKinsey.

Just like this pencil, recruitment marketing campaigns do not need to be pricey, and companies can say a lot in just a basic statement.

Marriott: A Personalised Careers Page

Marriott is an outstanding example of business doing recruitment marketing the ideal method. Their professions page has 1.2 million likes, and they publish content twice a day – sometimes more. They share material that prospective staff members can connect to and feel inspired by, such as private employees accomplishments, days in the life of an employee and general daily updates from across the Marriott network.

Marriott desires to communicate a sense of personalisation with their professions page so that potential staff members can build an authentic connection with the brand. They accomplish this by permitting called employees to respond to any questions on the careers page from the business profile. Marriot also offers a chat service to those aiming to find out more about life at the business and suggestions on how they can successfully apply for a position.

Marriotts strategy shows you don’t require exceptional out of the box believing to connect with prospects. There are a myriad of methods your business can approach your recruitment project. Marriott’s method is basic, and any business can replicate this method and attain the exact same success. Have a designated location where you share insights on life at your business and most significantly, listen to potential candidates and react to their promptly and efficiently.

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

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