TNT's Guerrilla Marketing Stunt = Awesome!

A Belgian agency, Duval Guillaume Modem used guerrilla advertising for TNT which

generated 4.5 million views in its first 24 hours. This advertising approach was set to be one of the most viral ads of the year.

TNT set up an area on an open corner somewhere in Belgian, with a plank that had a button on top with a sign above it that reads, “Push for Drama”. Once the button is pushed a theatrical display is performed, with lots of drama acted out by various actors. After the performance a banner unveils from the building that says “Your daily dose of drama TNT”.

http://www.youtube.com/watch?v=316AzLYfAzw

Guerrilla advertising is an entirely different marketing approach. It’s interactive, unique, engaging and most of all an attention grabber. This advertising strategy is a thought-provoking concept that conveys and promotes a product or an idea.

There are different types of Guerrilla such as, graffiti, flash mobs, giant elevator ads that move up and down with the elevator, pretty much anything that are creative non-traditional ways of advertising the products.

There are many advantages in this marketing strategy; the main advantage is that it is unexpected and catches us off guard, which causes an emotional response whether it’s laughter, sadness or even shock.

This type of earned media gets people talking, when people see the advertisement they will not only remember it but will spread the word generating awareness.

Article:

http://www.businessinsider.com/how-a-belgian-agency-made-one-of-the-most-viral-videos-of-this-year-2012-5?op=1

The Most Classic Hiring Mistake

Before jumping to any conclusions on the statement about to be made, hear me out. The most common hiring mistake is to hire someone who has the right experience. Crazy, right?

(This is from the book How to Hire and Develop Your Next Top Performer, 2nd edition: The Qualities That Make Salespeople Great, @2012, McGraw-Hill Professional; reprinted with permission of the publisher. )

When you’re putting together a help-wanted ad, what’s the first thing you write?
“NEEDED, candidate with five-years experience.”

Experience always seems to out-weigh the opposite when hiring candidates. If one candidate has a seemingly less amount of experience under their belt, the more experienced candidate would likely beat them out for a position. It is expected that the more experienced candidate will surely hit the ground running and keep the flow of their work going almost ASAP.

But how many times have you come across someone who has five-years of experience that adds up to just one year’s bad experience repeated five times?

Don’t fall into the trap of relying too heavily on experience. It is an easy approach, but it can be very costly. Don't go and steal from your competitors, as they may in all actuality be given a favor in doing this. Let your competitors steal from each other. Instead of focusing on what someone has done, look, instead, to what they can do — to their potential.

Mark Dennis, vice president of sales and marketing at Veolia Environmental Services, put it succinctly: “I have finally come to the point where I could care less whether somebody has industry experience. I’ve had way too many instances of hiring people who have industry experience who just get in their own way because they are set in their ways. They believe they know it all. And they are not open, willing, or flexible enough to want to change, to look at the industry from our perspective. So training them can become an absolute nightmare.”

Experience, often can keep you where you are rather than helping you to advance and see new possibilities. Would've thought as much, right? Sounds as though someone needs to inform whomever posts positions on job boards to forgo the "experience" portion.

HR Company Branding Themself

The fastest-growing human resources technology company many have never heard of is having its own challenges attracting technology talent, and has begun a recruitment advertising campaign.

It’s very early in the branding-advertising effort by Cornerstone OnDemand, one its CEO Adam Miller says will involve social media, and has already involved 18 employees running the LA marathon with company shirts on, partly to raise the firm’s profile.

Los Angeles is a massive, sprawling (the 37-mile drive home tonight from the Cornerstone conference took me a mind-numbing 3 1/2 hours) metropolitan area of about 13 million, but it’s not a magnet for tech talent like Silicon Valley is. (This despite a growing number of tech firms — including some in the HR field – that are setting up shop and calling the tech community by the monicker “Silicon Beach.”)

The value proposition for Cornerstone OnDemand candidates is multi-fold. It includes the chance to be at a hot, growing company in one of the hottest areas of technology (human resources); and opportunities to advance (25% of the company’s employees were promoted last year). Perhaps most of all, the ad campaign is aimed at making people aware of a company that most people in LA don’t even know of in the first place. ”Not all cool tech jobs are in Silicon Valley,” Miller says.

Cornerstone OnDemand this year launched a “recruiting cloud,” entering into the one part of talent management where it had thus far had the least presence. Miller says about a dozen companies are purchasing the technology, some mid-size, some quite large. This “cloud” was a “good first release,” he says, but this summer, upgrades including a way to manage offer letters will, he says, make it “extremely competitive.”

via: http://www.ere.net/2012/05/16/fast-growing-hrrecruiting-tech-company-trying-its-own-employment-branding/

Fun Creative Agency Recruitment

via: adsoftheworld.com

VIDEO - The Big Ad Gig

The Big Ad Gig is offering five 30-day entry level positions to creatives that create the best videos integrating supplied "abstract nuggets" found online at their website.
http://www.thebigadgig.com/  

Candidate lands job for $6

The creative measures taken by applicants to gain the attention from employers continues to grow. By buying key words through Google in an personal campaign Alec Brownstein landed a job for only $6.




http://www.brandflakesforbreakfast.com/2010/05/want-job-in-advertising-target-right.html
http://adweek.blogs.com/adfreak/2010/05/vanity-googling-helps-copywriter-land-a-job.html
http://www.thoughtgadgets.com/2010/05/he-got-his-dream-job-using-google-for-6.html

RECRUITMENT VIDEO - Ad Agency Recruitment Videos

VIDEO - "The World's Greatest Salesperson" Ogilvy Recruitment

INTERNSHIPS - OLSON O-Tern

http://www.olsonoterns.com/
In an effort to hunt down new creative interns, Olson has requested that interns apply online, send samples of their work in as well as submit a blog post that demonstrates their awareness of social circles.

RECRUITMENT - Agency shows what you'll do as their intern

A new HR Recruitment video has found its way on Youtube, this time from the New York Agency Firstborn. Check it out: Take it to the Next Level - Firstborn Intern Video


With all these videos floating around, does your company have one?

via AdRants and AdFreak:
http://www.adgabber.com/video/firtsborn-conjures-nike-for
http://adweek.blogs.com/adfreak/2010/01/agency-shows-what-youll-do-as-their-intern.html

PRINT - Publicis Graphics Recruitment

These are some alternative print ads for Publicis Graphics. I believe I found them via adsoftheworld.com.

PRINT - JWT Bahrain

These were some nice ways to display versatile positions. via: adsoftheworld.com

PRINT - Tonic Communications - Recruiting Designers & Copywriters

Found these a while ago for Tonic Communications when they were recruiting for designers and copywriters. I decided to hunt around and see if there were any additional pieces to the campaign. Seems that the Designer placement was quite close to a previous IBM ad (shown below.)
via: http://www.jazarah.net/blog/tonic-dubai-a-copycat/

The copywriter ad is based around the optical illusion "I LOVE PARIS IN THE THE SPRINGTIME." Re-read the triangle, most people miss it the first time because the brain filters out the second "THE."

PRINT - LIWA Client Servicing Executives & Art Directors

Although this is for an ad agency the idea behind it is an interesting place to start when building your ad. What do the positions you need contribute? What would the workplace be like without them? Actively show how the candidates are needed and they might understand how you will value them.

HR - Recruiting Predictions for 2009

David Manaster posted his predictions for HR in 2009 on ere.net.

http://www.ere.net/2009/01/09/recruiting-predictions-for-2009/#more-5578

One I would add?

Smaller niche ad firms will rise in recruitment as large agencies resist adopting reasonable rate structures.

Aside from recruitment moving in house and away from agencies, they may in turn start hunting down agencies that offer realistic rates to help handle their placements and planning. All sides of business are feeling a crunch and many don't have the extra cash to be throwing away $1,500 on 1 ad design. Recruitment ad agencies are going to have to start working smarter and harder for their clients to help them meet their goals. This doesn't mean they can't earn their money off their work, but appropriate rate structures can't be ignored. Not on the recruitment side, but this request was already seen between a GM and the large agencies involved with them.

Your thoughts?

GOVERNMENT - Burnett Pays U.S. Army $15.5 Mil. to Settle Lawsuit

It seems there was a mistake made when it came to billing the US ARMY for work done on their website between the agency and through whom the website was developed. Evidently the over-billing error was brought to the Army's attention but no action was ever taken on the error until now. 12.1 million will be returned in cash while 3.4 million will be credited to the account for work that was never billed for.

The agency was sued for overcharging for the web development and filing false claims.

See more details at AdWeek.com.

http://www.adweek.com/aw/content_display/news/agency/e3iaea682bebeefcaa6ab190e72fcbd5964

PRINT - Client Services and Copywriters needed for www.mbrworldwide.com

These are a few more advertising and marketing agency recruitment ads.

This is for the agency: http://www.mbrworldwide.com/.

The ads really tailor themselves to humor within their specific job need.

If you were hiring for engineers, talk with them and find out what day to day things pop up and how you might be able to put some of their humor into your ads. What do your RNs encounter daily that are part of the job? Finding a slice of life that people can relate to can really jump into creating a connection with your intended targets. If general job seekers don't get the joke? They aren't supposed to and you can divert your focus to those that are real potential employees.

PRINT - Pivana Dubai Copywriter

Here is a different approach for a copywriting ad from Pivana Dubai. The simple design helps the small amount of copy hold quite a bit of weight. I will post another copywriter posting tomorrow.

PRINT - Creative JWT Art Director and Account Handler in Alternative Display Ad Layout

In an effort to grab eyes with a non-traditional help wanted ad, the ad agency JWT created their ads to look like personal classifieds. The style of the placement seems to jump a little more with the art director placement but either way, those perusing the general classifieds might have a little enjoyment at the surprise waiting to catch them off guard. Even small ads have the power to catch your audience and make them pause for a moment to grab a double take and take in your message a little slower and more attentively. What are your thoughts?

PRINT - www.8rewardsroad.com Classified Ad

I stumbled across this tonight and thought I would share it. Though the ad is old it is still a unique approach in the design and layout of the ad. It is more risque than most would be willing to display but perhaps in the market they run in and for the industry it fits the market. This is a great take for a perspective on recruitment ads. The text is a bit fuzzy and I will keep looking for a clearer version.

From the best I can read, here is the text:

MEMO

8rewardsroad.com

From: Big Boss Man

To: Miss Lee, HR

Subject: Creative Suite (account Executives) Multinational Bank & PNCG for ball-breaking clients

---------------------------------------------------

Miss Lee,

(??) your memo on the shown subject.

Please:

• Refrain from referring to us as a "largely singles - interactive agency". We are Singapore's Top 10 Interactive Agency"
• Remove "9ish till late-ish" under "working hours".
• DO NOT refer to our clients as "ball breakers".

Do mention under "Employee Benefits":

• Flexible working hours.
• Free beer, pizzas (?) & cab rides home (when working late).
• Free "Clients from Hell, vol. 1" DVD and (??)selling Handbook.

Important!

Minimum 2 years' experience in an interactive or ad agency

Excellent multi-tasking Project Manager

Creative and resourceful thinker

All applicants must e-mail resumes to: Ichang@8rewardsroad.com

Applications close 17 February 2007.

Top 10 Interactive Agency

*Voted by Clients in Marketing Magazine's Agency of the Year 2006 Rankings