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

Recruitment marketing is a fairly new way to draw in prospects, both passive and active, to your company. It involves adopting the exact same principals and methods utilized by marketing to draw in prospects and increase brand name awareness. Some examples of marketing practises now being made use of by HR teams consist of: list building, SEO, guerrilla marketing, social advertising, customised prospect journey and content production.

According to SHRM, business that integrate recruitment marketing into their hiring strategy can produce three times more applicant leads than those who do not - leading a 100% higher close rate on candidates. Additionally, recent research study by Allegis discovered that running a recruitment marketing project can save companies approximately 40% on overall skill costs. On top of these savings, recruitment marketing boosts employer brand name and draws in an approximated 50% more competent prospects.

It's extraordinary to see how a deep understanding of your candidates can result in campaigns that encourage them to do something about it. We've assembled a list of 6 of our favourite innovative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These campaigns pushed the limits of standard job advertisements, and for lots of, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: The World's Greatest Salesperson

To engage and employ the most competent salesmen in business, Ogilvy, one of the worlds most prominent marketing agencies, employment ran an imaginative recruitment project to discover 'The World's Greatest Salesperson'.

Ogilvy leveraged targeted social media marketing in combination with their YouTube channel. Here they invited the potential 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 benefit to employers 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 campaigns.

They are a fantastic method to bring in enthusiastic applicants as well as serving as a preliminary screening test. Companies may ask prospects to resolve puzzles, compose lines of code or make a video.

GOOGLE: The Puzzling Billboard

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

The billboard, put in Silicon Valley, provided a complicated mathematical equation to passers-by and challenged those who thought they were clever enough to resolve it. Once fixed, the equation revealed a site URL (www.7427466391.com) that the solver must go to.

Those to fix the signboard puzzle were provided one final puzzle once on the website.

Successful prospects received the message: "Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we're grateful you're here. Something we found out while constructing Google is that it's much easier to discover what you're searching for if it comes trying to find you. What we're searching for are the finest engineers on the planet. And here you are."

The signboard was an interesting way to attract some of the most intelligent minds to Google. Google grouped this prospect pool into enthusiastic 'problem solvers' - a highly renowned 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 workers. To fill this high variety of positions, they had to believe huge. IKEA's outside the box thinking led to a wonderful "inside the box" service.

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

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

employees who admired the IKEA brand name. The reason for the success of the campaign was not just down to its imagination but also because it spoke to IKEA's existing brand ambassadors, their customers. Many recruitment messages can get lost in the noise online and in-store. The delivery of this recruitment campaign successfully connected with candidates in a personalised way, in their own homes just as they're concentrated on assembling their brand-new furniture.

Volkswagen: A Covert Message

When Volkswagen needed to employ gifted mechanics, they thoroughly considered where this target audience hung out so that they might interact their recruitment message successfully.

Volkswagen selected an obvious however uncommon placement, the undercarriage of vehicles in need of repair. Volkswagen purposefully dispersed defective cars with the message hidden below to service centres throughout Germany in anticipation of drawing in knowledgeable staff members.

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

McKinsey & Company: The Eraser Pencil

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

McKinsey delivered pencils with comically extended erasers. Printed on the side of the pencil was a message that checked out "We're trying to find students who aren't pleased with simply any service. www.McKinsey.ch."

The project's goal was to pre-filter candidates by bring in those that aren't pleased with just any service and are curious innovators. The pencil twisted the guidelines of marketing, and it's simple message resonated with numerous, leading to premium graduate employs at McKinsey.

Similar to this pencil, recruitment marketing projects don't 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 companies doing recruitment marketing the proper way. Their careers page has 1.2 million likes, and they publish content twice a day - in some cases more. They share content that possible workers can relate to and feel motivated by, employment such as individual workers achievements, days in the life of a worker and basic daily updates from across the Marriott network.

Marriott desires to convey a sense of personalisation with their careers page so that possible employees can build a genuine connection with the brand name. They accomplish this by enabling called staff members to address any questions on the professions page from the business profile. Marriot also provides a chat service to those wanting to learn more about life at the company and guidance on how they can effectively use for a position.

Marriotts method shows you don't require remarkable out of package believing to connect with candidates. There are a myriad of ways your organization can approach your recruitment project. Marriott's method is easy, and any business can replicate this method and accomplish the very same success. Have a designated location where you share insights on life at your company and most notably, listen to prospective candidates and react to their concerns quickly and effectively.

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

We can help you evaluate 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 concentrate on what matters, your individuals. Find out more about us here.