Candidates wish to feel linked to your brand name and sense that companies understand them as people. So how can employers stand apart from the crowd? Employers must be proactive in their method to drawing in candidates, and recruitment marketing is the solution

Recruitment marketing is a reasonably brand-new method to draw in candidates, both passive and active, to your business. It includes embracing the same principals and techniques utilized by marketing to draw in prospects and increase brand awareness. Some examples of marketing practises now being utilised by HR groups include: lead generation, job SEO, guerrilla marketing, social advertising, personalised prospect journey and content development.

According to SHRM, business that integrate recruitment marketing into their hiring method can produce three times more applicant leads than those who don't - leading a 100% greater close rate on applicants. Additionally, current research by Allegis found that running a recruitment marketing campaign can conserve companies approximately 40% on total skill expenses. On top of these cost savings, recruitment marketing enhances company brand name and attracts an approximated 50% more qualified candidates.

It's extraordinary to see how a deep understanding of your prospects can lead to campaigns that encourage them to take action. We've created a list of 6 of our preferred innovative recruitment campaigns that you can take inspiration from for your next recruitment marketing campaign. These campaigns pressed the limits of traditional job advertisements, and for job lots of, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World's Greatest Salesperson

To engage and employ the most knowledgeable salespeople in business, Ogilvy, among the worlds most popular marketing agencies, ran an innovative recruitment project to discover 'The World's Greatest Salesperson'.

Ogilvy leveraged targeted social networks marketing in mix with their YouTube channel. Here they welcomed the possible candidates to movie themselves offering a brick. The reward? A 3 month paid internship with Ogilvy and the chance 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 countless people.Contests are a basic approach of recruitment marketing campaigns.

They are a fantastic way to attract enthusiastic applicants in addition to functioning as a preliminary screening test. Companies may ask candidates to resolve puzzles, job write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google's 2004 puzzling signboard. This marketing project was an excellent success for Google and made full marks online within mathematical and engineering forums - even before Google was referred to as the brains behind the operation.

The signboard, positioned in Silicon Valley, provided a complicated mathematical equation to passers-by and challenged those who thought they were smart enough to resolve it. Once solved, job the equation exposed a website URL (www.7427466391.com) that the solver need to check out.

Those wise sufficient to solve the signboard puzzle were offered one last puzzle when on the site.

Successful candidates received 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 learned while constructing Google is that it's easier to discover what you're trying to find if it comes looking for you. What we're looking for are the finest engineers worldwide. And here you are."

The signboard was an interesting method to draw in some of the most intelligent minds to Google. Google organized this prospect swimming pool into enthusiastic 'problem solvers' - an extremely renowned ability at google.

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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 believe huge. IKEA's outside package thinking caused a fantastic "inside package" solution.

IKEA decided to target those who they knew already liked IKEA by putting 'profession guidelines' inside the box of IKEA items for consumers to discover upon opening their product. The directions mirrored their popular assembly directions, advising customers on how to "assemble your future".

The campaign was a huge success, and clients adored it. Thousands of consumers applied, and IKEA hired 280

staff members who admired the IKEA brand. The reason for the success of the project was not just down to its creativity but also due to the fact that 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 project effectively gotten in touch with prospects in a personalised method, in their own homes just as they're focused on assembling their new furnishings.

Volkswagen: A Surprise Message

When Volkswagen needed to work with talented mechanics, they thoroughly considered where this target audience hung out so that they could interact their recruitment message efficiently.

Volkswagen chose an apparent however unusual positioning, the undercarriage of cars and trucks in need of repair work. Volkswagen purposefully distributed defective automobiles with the message hidden beneath to service centres across Germany in anticipation of bring in knowledgeable employees.

Volkswagens project was a terrific success, and they employed numerous skilled mechanics while verifying themselves as an ingenious and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were looking to draw in ambitious trainees to their company. They reached trainees by going to the one place ensured to have trainees around, campuses 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 applicants by attracting those that aren't pleased with just any solution and wonder innovators. The pencil twisted the guidelines of marketing, and it's simple message resonated with lots of, leading to top quality graduate employs at McKinsey.

Much like this pencil, recruitment marketing projects don't need to be expensive, and companies can state a lot in only a basic statement.

Marriott: A Page

Marriott is an excellent example of companies doing recruitment marketing the proper way. Their careers page has 1.2 million likes, and they publish content two times a day - sometimes more. They share material that prospective employees can connect to and feel influenced by, such as private employees accomplishments, days in the life of a worker and general day to day updates from throughout the Marriott network.

Marriott wishes to communicate a sense of personalisation with their professions page so that potential employees can construct a real connection with the brand. They achieve this by permitting named workers to answer any concerns on the careers page from the company profile. Marriot also offers a chat service to those aiming to discover more about life at the company and suggestions on how they can successfully look for a position.

Marriotts technique shows you do not require remarkable out of the box believing to get in touch with candidates. There are a myriad of ways your business can approach your recruitment project. Marriott's method is basic, job and any business can emulate this method and attain the exact same success. Have a designated location where you share insights on life at your company and most importantly, listen to prospective candidates and respond to their concerns immediately and effectively.

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

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