Microsoft
Measuring preferences
Microsoft’s global recruitment portal didn’t wholly accommodate the UK market - particularly when it came to sourcing technical and sales people - and was unable to measure campaign effectiveness because the media responsible for driving candidates to the site couldn’t be identified.
Our answer
Fully measurable online activity. First we designed a microsite for each target group — sales and technical people - outside the usual look and feel of the Microsoft brand (but still conforming to corporate guidelines.) Different in design, both sites provide in-depth information about the business and the roles, including profiles of existing employees. Separate, fully measurable web-driving advertising campaigns — including web buttons, banners, MPUs, profile pages and email alerts — were then launched in December 2006. During this first phase of advertising, all activity was closely monitored and results showed which sites were performing well and which less well; meaning planned advertising for phase two could be adjusted accordingly.
Results
There has been very positive feedback at Microsoft to the campaigns — it seems almost everyone loves this ‘off the wall’ approach, so different for Microsoft.
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Dresdner Kleinwort
Word up: getting the message out about Dresdner Kleinwort. We make sure the investment bank gets its fair shares of graduates.
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Microsoft
Off the wall and into a job: our tailored recruitment campaigns for Microsoft were highly creative, closely monitored and very successful.
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McDonald’s
Redefining the McJob: a campaign to change opinions, perceptions and an Oxford English Dictionary definition.