Candidates want to feel connected to your brand and sense that employers comprehend them as people. So how can employers stick out from the crowd? Employers should be proactive in their technique to attracting candidates, and recruitment marketing is the service

Recruitment marketing is a relatively new method to draw in prospects, both passive and active, to your company. It involves embracing the 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: list building, SEO, guerrilla marketing, social marketing, customised candidate journey and content creation.

According to SHRM, business that incorporate recruitment marketing into their hiring method can generate 3 times more applicant leads than those who do not - leading a 100% higher close rate on applicants. Additionally, current research study by Allegis discovered that running a recruitment marketing campaign can save companies as much as 40% on overall skill expenses. On top of these savings, recruitment marketing enhances employer brand name and brings in an estimated 50% more competent candidates.

It's remarkable to see how a deep understanding of your prospects can cause campaigns that motivate them to take action. We have actually created a list of six of our preferred innovative recruitment campaigns that you can take motivation from for your next recruitment marketing campaign. These campaigns pressed the limits of conventional job ads, 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 the service, Ogilvy, one of the worlds most prominent ad agency, ran a creative recruitment project to find 'The World's Greatest Salesperson'.

Ogilvy leveraged targeted social networks advertising in combination with their YouTube channel. Here they welcomed the potential prospects to movie themselves offering a brick. The prize? A 3 month paid internship with Ogilvy and the opportunity to pitch at the Cannes Lions International Advertising Festival.

A fantastic benefit to companies is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a standard method of recruitment marketing campaigns.

They are a fantastic way to draw in enthusiastic applicants as well as acting as an initial screening test. Companies might ask prospects to resolve puzzles, of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive approach to recruitment marketing is Google's 2004 perplexing billboard. This marketing campaign was an excellent success for Google and earned full marks online within mathematical and engineering online forums - even before Google was called the brains behind the operation.

The signboard, positioned in Silicon Valley, presented a complicated mathematical equation to passers-by and challenged those who thought they were smart adequate to resolve it. Once fixed, the formula exposed a site URL (www.7427466391.com) that the solver need to go to.

Those smart adequate to resolve the signboard puzzle were given one final puzzle once on the website.

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. Something we found out while constructing Google is that it's simpler to find what you're looking for if it comes trying to find you. What we're looking for are the very best engineers worldwide. And here you are."

The billboard was an appealing way to draw in some of the most intelligent minds to Google. Google grouped this candidate pool into enthusiastic 'problem solvers' - a highly prestigious skill at google.

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IKEA: Assemble Your Future

Upon opening a new store in Australia, IKEA had the job of hiring 100 employees. To fill this high number of positions, employment they needed to think huge. IKEA's outside the box thinking led to a wonderful "inside package" option.

IKEA decided to target those who they understood currently liked IKEA by putting 'career guidelines' inside package of IKEA items for consumers to discover upon opening their product. The instructions mirrored their well-known assembly directions, instructing consumers on how to "assemble your future".

The campaign was a big success, and customers loved it. Thousands of customers applied, and IKEA hired 280

workers who admired the IKEA brand name. The reason for the success of the project was not just down to its creativity but also due to the fact that it spoke to IKEA's existing brand name ambassadors, their customers. Many recruitment messages can get lost in the noise online and employment in-store. The shipment of this recruitment campaign successfully gotten in touch with prospects in a personalised way, in their own homes simply as they're focused on assembling their new furniture.

Volkswagen: A Surprise Message

When Volkswagen needed to employ talented mechanics, they thoroughly considered where this target market hung out so that they could communicate their recruitment message efficiently.

Volkswagen selected an obvious but unusual positioning, the undercarriage of cars in requirement of repair work. Volkswagen deliberately dispersed malfunctioning vehicles with the message concealed beneath to service centres across Germany in anticipation of attracting experienced workers.

Volkswagens campaign was an excellent success, and they employed many competent mechanics while confirming themselves as an innovative and enjoyable brand name.

McKinsey & Company: The Eraser Pencil

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

McKinsey delivered pencils with comically lengthened erasers. Printed on the side of the pencil was a message that checked out "We're looking for students who aren't pleased with simply any solution. www.McKinsey.ch."

The project's goal was to pre-filter candidates by drawing in those that aren't satisfied with just any solution and wonder innovators. The pencil twisted the guidelines of advertising, and it's simple message resonated with numerous, causing premium graduate works with at McKinsey.

Just like this pencil, recruitment marketing projects do not have to be pricey, and business can say a lot in just 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 release content twice a day - sometimes more. They share content that possible workers can associate with and feel inspired by, such as private workers achievements, days in the life of a worker and basic daily updates from throughout the Marriott network.

Marriott desires to convey a sense of personalisation with their professions page so that possible workers can build a real connection with the brand. They achieve this by allowing named staff members to respond to any questions on the careers page from the company profile. Marriot also provides a chat service to those aiming to learn more about life at the business and recommendations on how they can effectively obtain a position.

Marriotts method shows you do not require remarkable out of package thinking to get in touch with prospects. There are a myriad of ways your business can approach your recruitment project. Marriott's method is basic, and employment any company can imitate this approach and attain the same success. Have a designated location where you share insights on life at your company and most notably, listen to potential prospects and react to their questions quickly and efficiently.

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

We can help you evaluate applicants, sort CVs and even schedule interviews, all-in-one centralised recruitment platform. This will ensure 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.