Nokia’s Supernova Launch: A Lesson in Innovation?

Wednesday, March 25, 2009  //  0 Comments  //  Blog, Emerging Trends, Mobile Marketing, Mobile Recruiting, Mobile Trends, On the Radar

Nokia collaborated with Hush to design a “unique install media experience” for the global launch of their Supernova phone.

An Interactive Multi-Media & Mobile Recruiting idea?

Nokia’s worldwide launch of the Supernova phone really got me thinking.  Engaging users through interactive multi-media experiences appears to be the wave of the future. The forward-thinking companies are getting in on the action. In fact, Google recently employed Obscura Digital to help launch the Google Creative Sandbox, which was designed to showcase Google’s latest marketing opportunities and products.

Now, instead of a general product marketing event, what if employers began using this same concept to deploy a recruitment campaign on college campuses, experienced-hire career fairs, tech-conferences, open-house events, etc.?  It’s not difficult to imagine companies taking advantage of interactive Kiosks (or multi-touch screens / walls) in parallel with mobile recruiting campaigns.

Let’s “bake” the idea for a moment…

First, imagine an employer attending a career fair equipped with interactive kiosks or multi-touch screens using similar “proximity” or touch-screen technology as shown in the video above.  The screens would essentially allow participants to control their interactions through touch, gestures, body-movement, and even by mobile devices. The screens might display 30-second video clips of existing employees sharing their “day-in-the-life” work experiences, similar to Microsoft’s newest creation.

Second, in addition to offering the interactive videos, employers could further engage with the prospects by integrating a mobile SMS-campaign to help capture all participants. How? Ideally, participants would have the ability to “opt-in” via the touch-screen interface by simply entering their mobile number. Alternatively, participants as well as general observers could “opt-in” through a mobile device using a designated keyword and short code. Even better, leveraging technology such as image recognition simplifies the traditional need of having participants punch in keywords and short codes. Regardless of the method used, “opt-in” participants would instantly receive a follow up message from the employer with a quick link to a list of career opportunities (or other promotional campaigns). This is simply a start, and clearly other “call to action” messages could easily be implemented here.

As we consider the idea of exploring innovative recruitment practices, the inspiration that we seek may not always sit within our industry. While some initiatives are beyond our means to deploy because of budget constraints, there are many cost-effective and creative solutions. In most cases, we are only limited by our imagination. If other industries are implementing innovative marketing campaigns, my question is why can’t we?

It’s worth considering. I welcome your thoughts…