Candidates want to feel linked to your brand and sense that employers understand them as people. So how can companies stand out from the crowd? Employers need to be proactive in their technique to drawing in candidates, and recruitment marketing is the option

Recruitment marketing is a relatively new way to attract candidates, both passive and active, to your business. It involves embracing the exact same principals and methods used 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, personalised candidate journey and material production.

According to SHRM, business that incorporate recruitment marketing into their hiring strategy can generate 3 times more candidate leads than those who don't - leading a 100% higher close rate on applicants. Additionally, recent research study by Allegis discovered that running a recruitment marketing campaign can conserve companies as much as 40% on total talent costs. On top of these cost savings, recruitment marketing enhances employer brand and draws in an approximated 50% more qualified candidates.

It's extraordinary to see how a deep understanding of your prospects can lead to projects that inspire them to take action. We've created a list of six of our favourite imaginative recruitment campaigns that you can take inspiration from for your next recruitment marketing campaign. These campaigns pressed the boundaries of traditional 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 hire the most proficient salespeople in business, Ogilvy, among the worlds most popular ad agency, ran an innovative recruitment project to find 'The World's Greatest Salesperson'.

Ogilvy leveraged targeted social media marketing 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 chance 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 thousands of people.Contests are a basic approach of recruitment marketing projects.

They are a fantastic way to attract passionate applicants in addition to 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 perplexing billboard. This marketing campaign was a great success for Google and made high appreciation online within mathematical and engineering online forums - even before Google was understood as the brains behind the operation.

The billboard, placed in Silicon Valley, presented a complicated mathematical formula to passers-by and challenged those who believed they were wise adequate to fix it. Once solved, the equation exposed a website URL (www.7427466391.com) that the solver need to go to.

Those smart enough 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've made it to Google Labs, and we're glad you're here. One thing we found out while constructing Google is that it's simpler to find what you're looking for if it comes looking for you. What we're trying to find are the finest engineers in the world. And here you are."

The signboard was an interesting method to draw in a few of the most intelligent minds to Google. Google grouped this candidate swimming pool into enthusiastic 'problem solvers' - a highly esteemed ability at google.

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IKEA: Assemble Your Future

Upon opening a new shop in Australia, IKEA had the task of hiring 100 staff members. To fill this high number of positions, they had to believe big. IKEA's outside package thinking resulted in a wonderful "inside package" solution.

IKEA chose to target those who they understood already enjoyed IKEA by putting 'career instructions' inside package of IKEA items for wiki.asexuality.org consumers to discover upon opening their item. The directions mirrored their famous assembly instructions, advising consumers on how to "assemble your future".

The project was a huge success, and consumers loved it. Countless clients applied, and IKEA hired 280

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

Volkswagen: A Hidden Message

When Volkswagen needed to hire gifted mechanics, they carefully thought about 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 automobiles in need of repair. Volkswagen purposefully dispersed faulty vehicles with the message hidden beneath to service centres across Germany in anticipation of attracting skilled employees.

Volkswagens project was a terrific success, and they worked with various skilled mechanics while confirming themselves as an innovative and fun brand name.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were wanting to draw in ambitious trainees to their company. They reached trainees by going to the one location ensured to have trainees around, schools at numerous Swiss universities.

McKinsey provided pencils with comically elongated 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 option. www.McKinsey.ch."

The project's goal was to pre-filter candidates by bring in those that aren't pleased with simply any service and wonder innovators. The pencil twisted the guidelines of marketing, and it's easy message resonated with many, leading to top quality graduate employs at McKinsey.

Much like this pencil, recruitment marketing projects don't have to be expensive, and business can state a lot in just a basic statement.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business doing recruitment marketing the proper way. Their careers page has 1.2 million likes, and they publish content two times a day - often more. They share material that prospective employees can associate with and feel motivated by, such as individual employees accomplishments, days in the life of a staff member and basic daily updates from throughout the Marriott network.

Marriott wants to convey a sense of personalisation with their professions page so that prospective employees can build a real connection with the brand name. They attain this by allowing named workers to respond to any concerns on the careers page from the company profile. Marriot likewise uses a chat service to those aiming to find out more about life at the company and guidance on how they can effectively get a position.

Marriotts method shows you do not require extraordinary out of package believing to link with candidates. There are a myriad of ways your company can approach your recruitment campaign. Marriott's technique is simple, and any company can imitate this technique and achieve the exact same success. Have a designated place where you share insights on life at your business and most importantly, listen to prospective prospects and react to their questions without delay and efficiently.

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Step 1: A great 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 guarantee that your candidates have the very best experience possible and you have time to focus on what matters, your individuals. Find out more about us here.