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Candidates wish to feel linked to your brand and sense that companies comprehend 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 option

Recruitment marketing is a fairly brand-new method to bring in candidates, both passive and active, to your company. It includes embracing the exact same principals and techniques utilized by marketing to attract prospects and increase brand name awareness. Some examples of marketing practises now being utilised by HR teams include: list building, SEO, guerrilla marketing, social marketing, personalised candidate journey and material development.

According to SHRM, business that integrate recruitment marketing into their hiring technique can create 3 times more candidate leads than those who do not - leading a 100% higher close rate on candidates. Additionally, current research by Allegis found that running a recruitment marketing project can save companies approximately 40% on overall skill costs. On top of these cost savings, recruitment marketing increases 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 act. We have actually put together a list of six of our preferred imaginative recruitment projects that you can take motivation from for your next recruitment marketing campaign. These projects pressed the limits of standard task advertisements, 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 proficient salespeople in business, Ogilvy, among the worlds most popular marketing firms, ran an imaginative recruitment campaign to find 'The World's Greatest Salesperson'.

Ogilvy leveraged targeted social media advertising in mix with their YouTube channel. Here they the potential candidates to movie 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 countless people.Contests are a standard method of recruitment marketing projects.

They are an excellent method to bring in passionate candidates as well as acting as a preliminary screening test. Companies might ask prospects to resolve puzzles, write 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 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, presented an intricate mathematical equation to passers-by and challenged those who thought they were smart enough to fix it. Once resolved, the equation exposed a site URL (www.7427466391.com) that the solver need to visit.

Those smart enough to fix the signboard puzzle were provided one last puzzle once on the site.

Successful prospects received the message: "Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we're thankful you're here. One thing we learned while constructing Google is that it's simpler to find what you're searching for if it comes searching for you. What we're looking for are the very best engineers on the planet. And here you are."

The signboard was an engaging way to attract a few of the most intelligent minds to Google. Google organized this prospect pool into enthusiastic 'problem solvers' - an extremely esteemed ability at google.

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IKEA: Assemble Your Future

Upon opening a new shop in Australia, IKEA had the job of employing 100 staff members. To fill this high variety of positions, they needed to think big. IKEA's outside package thinking resulted in a fantastic "inside package" service.

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

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

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

Volkswagen: A Covert Message

When Volkswagen had to hire skilled mechanics, they carefully thought about where this target market hung out so that they might interact their recruitment message successfully.

Volkswagen selected an obvious however uncommon placement, the undercarriage of cars in requirement of repair work. Volkswagen intentionally distributed defective automobiles with the message concealed underneath to service centres across Germany in anticipation of bring in experienced workers.

Volkswagens campaign was a terrific success, and they employed various competent mechanics while verifying themselves as an innovative and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were seeking to attract enthusiastic trainees to their business. They reached trainees by going to the one place guaranteed to have students around, schools at numerous 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 trainees who aren't satisfied with simply any service. www.McKinsey.ch."

The campaign's objective was to pre-filter applicants 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 lots of, resulting in high-quality graduate employs at McKinsey.

Just like this pencil, employment recruitment marketing campaigns don't need to be expensive, and business can state a lot in just an easy declaration.

Marriott: A Personalised Careers Page

Marriott is an excellent example of business 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 material that prospective workers can connect to and feel influenced by, such as individual workers accomplishments, days in the life of a staff member and general daily updates from across 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 name. They attain 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 wanting to find out more about life at the company and suggestions on how they can effectively request a position.

Marriotts method shows you don't require extraordinary out of package believing to get in touch with candidates. There are a myriad of ways your business can approach your recruitment campaign. Marriott's technique is simple, and any business can replicate this technique and attain the same success. Have a designated place where you share insights on life at your company and most importantly, listen to potential candidates and react to their concerns without delay and efficiently.

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