IMPORTANT INFORMATION

When you enter you will then be required to register, on doing so, you will receive an email, please click the link to confirm.

You will then be able to complete your entry.

Return at any point using your login credentials to manage your account and modify your entry until to closing date.


  • To enter the awards please complete an entry form and submit any relevant supporting materials.
  • Read the description and criteria of the category you wish to enter carefully – entries that do not comply might be marked down or rejected.
  • You may enter as many categories as you wish, although make sure your entries are relevant to each category's criteria.
  • Entries are charged at £195 + VAT per entry
  • Entries that have not been paid for by 20 October 2017 when judging commences will be disqualified 

            Deadline for entries: 29 September 2017

Best use of Single Media

This category seeks to recognise outstanding single media mastery. It is a celebration of connected creativity, insights, planning, and buying to deliver a truly outstanding piece of recruitment communications.

Open to all single media advertisements / executions used to attract staff, build brand awareness or drive traffic. These can be in print, out of home or online. You must be able to demonstrate how the campaign impacted through strong creative and a powerful use of the selected channel.

Judges will be looking for:

Critical criteria

  • The entry must be able to demonstrate a powerful use of a single channel.
  • The entry must specify why the channel was selected: please provide details of the channel, when it appeared, the rationale, and what links the creative to the content.
  • Overall creativity and quality of the execution. The art direction, the typography and where relevant, use of photography or illustration. The copywriting, how the message is conveyed to effectively communicate the brand and/or role.
This category is now closed

Candidate Experience

This award recognises everything employers do to offer an outstanding, valuable and distinctive experience for every candidate. We are looking for evidence of a well-planned, deliberately executed brand experience that is consistent across every stage of a defined journey, from initial attraction, to application, assessment and selection. We are looking for evidence that the experience is consistently delivered throughout the onboarding of successful candidates and communication to unsuccessful candidates.

Entrants should also demonstrate how each stage of the experience adheres to and amplifies the employer brand. 

Judges will be looking for:

Critical criteria
  • A view of the full process, the value each stage provides and how they build into a single, powerful experience. 
  • Continuity of delivery with a strong link to brand principles.
  • A sense of the impact this experience is having on your candidate population. You can select the metrics that mean the most to you. As judges, we will be looking for evidence your work is changing the experience.
  • Evidence of effectiveness. Were results linked to initial brief?

Other scoring criteria
  • People versus technology. What roles and functions within the experience are manual and which have been automated?
  • Clarity and simplicity. How clear is the process in total and every step within it? And how well is this communicated with candidates at each stage?
  • Feedback and learning. What opportunities do you offer for candidates to feedback on their individual experiences? How does feedback improve the process?
This category is now closed

Diversity and Inclusion Initiative

Entries into this category will demonstrate a commitment to supporting a diverse and inclusive workforce in attraction and/or engagement. Entrants should include detail on how they make their organisation accessible to people from a diverse range of backgrounds. Entries may be either campaigns or initiatives but are clearly focused on improving diversity in the workplace.

Judges will be looking for:

Critical criteria

  • Evidence of a clear response to a specific challenge by the organisation to support a diverse and inclusive workforce.
  •  A positive impact/response from the target group.
  • Relevance of information defining the target audience and the channels through which they communicated

Other scoring criteria

  • Creativity/Impact and innovation.
  • Originality, overall design, copy quality, typography, illustration, art direction or photography.
  •  Evidence of effectiveness.  Were results linked to initial brief?  Does the work reflect the organisation’s overriding commitment to diversity and inclusion?
This category is now closed

Employee Engagement

Employee engagement is an ongoing activity in most organisations. This category seeks to recognise a specific project or initiative addressing an identifiable challenge or objective. For example to improve the onboarding process, to address issues from employee feedback, or to enhance employee engagement overall. Any work specifically produced for employers wishing to communicate with employees can be entered including onboarding material, newsletters, apps or websites or a one-off communications project.

This category is also open to any work specifically produced for employers wishing to promote internal recruitment, for example through employee referrals.

Judges will be looking for:

Critical criteria

  • A clear outline of the project, its objectives, goals, audience and methodology.
  • Clarity of how the project reflects the Employer Brand and culture of the organisation.

Other scoring criteria

  • Originality and creativity.
  • Relevance of the selection of delivery channel(s) i.e. how was the project received by employees to achieve the expected results.
  • Evidence of effectiveness.
This category is now closed

Employer Brand

Managing the Employer Brand to enhance the recruitment, retention and engagement of talent is an ongoing process. This category recognises the organisation that can demonstrate how their brand has delivered tangible business benefit through a robust process that has gathered the appropriate understanding, processed that information soundly and then executed the solution effectively through the right creative and channels. 

Because employer brands evolve and measurable impact may only become apparent over time, work can be re-entered in this category from one year to the next.

Judges will be looking for:

Critical criteria

  • Evidence of clear methodology which involved consultation with the appropriate stakeholders.  
  • A clear understanding of the employee value proposition (EVP) and how it relates to the entry.   
  • Examples of how the creative executions are firmly based on the EVP and are compelling to achieve the goals for the project.
  • Consistent creative messaging and delivery with a clear creative strategy, i.e. what part is being delivered and how is it taken to market.

Other scoring criteria

  • The project’s objectives and goals.
  • That a concerted effort has been made to communicate the initiative with relevant audience(s) in the organisation.
This category is now closed

Employer Website

Any employer website dedicated to the recruitment of staff. If your site targets both experienced hires and graduates please enter it into this category. This is not the correct category for short-term campaign sites nor graduate-specific sites which should be entered into the Graduate / Early Careers website category.

All entries will be assessed on their ability to be found easily and a site map highlighting the relevant area to be judged must be provided.  

Judges will be looking for:

Critical criteria

  • That the site provides jobseekers a brand-based candidate experience (i.e. does the company culture come across in the overall design and copy quality)?  Is there continuity of branding throughout the site?
  • How are jobseekers engaged? How are they directed to relevant webpages?
  • Relevance, quality and access to the right content for all audience segments.
  • Technical quality of the website; responsive design; user experience.
  • Evidence of effectiveness.

Other scoring criteria

  • How are open jobs integrated into the website?  The site clearly identifies skills/qualities required to apply for role.
  • Innovative features and functionality.
  • Are there any aspects of personalisation.
  • Social Media integration.
  • Is the website compliant with accessibility standards?
This category is now closed

Graduate Campaign

Open to all entry-level campaigns targeting graduate and postgraduate hires.  A coordinated marketing campaign utilising different media, designed to solve an organisations graduate recruitment objectives aimed at recruiting for multiple positions. 

Judges will be looking for:

Critical criteria

  • A clear outline of the entire brief, the challenges for any specific skills within the brief that may have required a special focus, e.g. female engineers
  • Effective and relevant creative strategy and executions  

Other scoring criteria

  • Promotes the employer brand in an effective manner that is appropriate for the audience(s)
  • Evidence of effectiveness. Were results linked to initial brief and how well did the campaign perform?
This category is now closed

Graduate/ Early Careers Website

Any website dedicated to the recruitment of graduates, apprentices, school leavers etc.  If your site includes both experienced hire and graduates but there is a totally segmented and targeted section for graduates then this meets the criteria but if this separation is not clear please enter the Employer Website category.  All entries must provide a site map highlighting the relevant area of the website to be judged.

Judges will be looking for:

Critical criteria

  • Appropriateness for graduate audience in content and functionality. Are users engaged and directed to the relevant sections, i.e. is it fit for purpose?
  • Does the site provides graduates with a brand-based candidate experience (i.e. does the company culture come across in the overall design and copy quality)?  Is there continuity of branding throughout the site?
  • Evidence of effectiveness.

Other scoring criteria

  • Clear information on the selection and application process.
  • Video based content that provides case studies of recent graduates.
  • Social Media integration and provides ease of dialogue with the applying community.
  • Technical quality of the website; responsive design; user experience.
  • Clarity around the jobs offered and details of the training and development available, the site clearly identifies skills/qualities required to apply roles.
This category is now closed

Innovation

This category is about industry firsts. We’re looking for work that is not just out of the ordinary – but work that changes the market, that challenges existing thinking, that moves our industry into new territory.

It could represent an entirely new experience or a single interaction – the size and the scope of the brief is not important. Budget is by-the-by, as is (to a large extent) any results you have to share.

What this category is focused on is the strength and originality of the idea as a response to a brief. How inventive is the solution to the question you’re trying to answer?

Judges will be looking for a single, focused response to the following question:

  • What makes this entry innovative (500 words max).

Criteria you may consider including in your response:

  • An industry first innovation that offers something totally unique and new to our industry.
  • A clearly established, well-articulated link between the challenge you faced and the solution you developed.
  • The relevance of the idea to your wider brand and principles.
This category is now closed

Integrated Campaign

This category focuses on the synergy created through a clever combination of media channels, be they print, digital, social or experiential designed to solve a specific recruitment challenge. A minimum of two channels (excluding the employer’s website) must have been utilised. Graduate and school leaver/apprentice campaigns cannot be entered into this category as specific categories exist for these activities.

Judges will be looking for:

Critical criteria 

  • The specific recruitment challenge that had been identified and audience(s) defined
  • Which channels were selected and why? All social channels count as one channel.
  • What were the specific synergies and benefits of a multi-media campaign?
  • Is the creative execution consistent across all the media/channels?

Other scoring criteria

  • Did the planned strategy meet the brief?
  • Originality/Creativity
  • Does the campaign reinforce and promote the employer brand?
  • Does the execution fit each channel in a relevant and engaging way?
  • Evidence of effectiveness. Were results linked to initial brief and how well did the campaign perform?
This category is now closed

Out of Home, Events and Experiential

This category covers all out of home activities: outdoor advertising, events, experiential, campus and exhibition installations.

The judges are looking for work that uses creativity and context to capture the essence of your brand, and allows your target audience to view and/or engage in an experience that enhances their perception the employer. Entries may be for standalone executions or as part of an integrated campaign.

Judges will be looking for:

Critical criteria

  • How the selection of this route to engage the target audience was chosen.
  • How the experience, advert or event made an impact on the brand and campaign and how this fits with the broader recruitment marketing strategy.

Other scoring criteria

  • How the entry created the opportunity to engage jobseekers and encourage applications.
  • How the entry established the appropriate brand messaging.
This category is now closed

Recruitment Literature

This category covers printed brochures or literature (leaflets, pamphlets, inserts, employee handbooks etc.) specifically produced to recruit and retain staff and can include graduate brochures.  Entrants must supply electronic PDF, highlighting any special print features. You should provide visuals of the literature stood up at an angle, as opposed to just flat pages.

You must also supply six hard copies of material.  (Please send to: RAD Awards, DVV Media International Ltd, Chancery House, St Nicholas Way, Sutton, Surrey, SM1 1JB, UK.)

Judges will be looking for:

Critical criteria

  • Why printed material was selected to engage with your audience and what additional value was this intended to bring to your campaign?
  • Highly effective and original features for the printed medium
  • Overall design – Copy quality – Typography – Illustration – Art direction – Photography

Other scoring criteria                                                                            

  • Relevance of the information to target audience.
  • Effectively promotes the employer brand in the format and is consistent with wider branding.
This category is now closed

Recruitment Technology Partnership

Technology is playing an ever-more important role in talent attraction, selection and onboarding. Communication from the employer is key to the successful transition from applicant, to candidate, to new starter, to retained employee. Effective technology makes this journey seamless and efficient for all concerned, even rejected applicants.

This category rewards excellence in the use of recruitment technology used to: attract candidates, deliver effective candidate experience, provide innovative and engaging assessment and selection, help interview or shortlist candidates, or for successful onboarding.

Judges will be looking for evidence that the technology implementation aligns with the employer brand and the wider candidate experience. Entries are welcome from technology vendors, employers, implementation specialists, or recruitment consultancies.

Judges will be looking for:

Critical criteria

  • Something technologically new and exciting.
  • Strong demonstrations of an alignment between the technology platform and the employer brand or recruitment experience of the employer.      
  • Demonstrate effectiveness, and the criteria for measurement.

Other scoring criteria

  • The scale of the specific recruitment challenge addressed by the technology.
  • A demonstration that the technology has improved the recruitment process for applicants, hiring managers and recruiters.
  • Case study or testimonial evidence from stakeholders.
This category is now closed

School Leaver/Apprenticeship Campaign

This category is looking for a clearly defined strategic plan to engage with this target audience.  This is supported by a coordinated marketing campaign utilising different engagement channels, designed to attract emerging talent in non-graduate recruitment.

Judges will be looking for:

Critical criteria

  • Clearly defines each target audience and how they have engaged with them.
  • The organisation’s long-term plans for this audience segment and how it engages with stakeholders, whether pupils, teachers or parents.

Other scoring criteria

  • Innovation and creativity in the use of channels is important and how relationships with the target groups have been developed should be demonstrated.
  • Originality – Overall design – Copy quality – Typography – Illustration – Art direction – Photography.
  • Effectively promotes the employer brand in a manner that is appropriate for the audience(s).
  • Evidence of effectiveness. Were results linked to initial brief and how well did the campaign perform?
This category is now closed

Use of Audio

Open to all audio formats (streamed digital audio, podcast, radio) used to attract staff, build brand awareness or drive traffic. You must be able to demonstrate how the campaign impacted through strong creative and an innovative use of the media and evidence of effectiveness.

Judges will be looking for:

Critical criteria

  • A clearly defined brief, outlining what the audio needed to achieve.
  • The entry must be able to demonstrate a powerful use of audio, using modal, location and programmatic targeting.
  • Why audio was selected as the media (please provide campaign details, live date and platforms)
  • Overall creativity and quality of the execution.
    - The scripting of the advert, Audio (sound design, music, use of effects, etc
    - The copywriting, how the message is conveyed to effectively communicate the brand and/or role.
  • Demonstrate effectiveness, and the criteria for measurement.

Other scoring criteria 

  • The media selected and how well it targets the audience.
  • How the ad effectively promotes the employer brand.
This category is now closed

Use of Video

Open to all visual work including film, video, cinema, television, vodcast, virtual reality and augmented reality. A separate entry must be completed for each piece of work.  Collections of work will not be accepted. The work cannot be a video of other projects; it must be a film in its own right. The category is judged on the content, not on the format.

Judges will be looking for:

Critical criteria

  • A powerful use of video that makes significant impact.
  • Strong creative execution for the medium it is delivered through.
  • Has a good structure that takes viewers on an engaging journey.
  • Demonstrate effectiveness, and the criteria for measurement.

Other scoring criteria

  • Adherence to the brief which clearly identifies the messaging and audience targeting.
  • Quality and relevance of information to answer the brief.
  • Originality – Brand engagement – Overall production – Editing – Audio (sound design, music, use of effects, etc.) – Artwork – Cinematography (where appropriate).
This category is now closed

Use of Social

Jobseekers have become active users of social platforms to interact with brands and organisations. This category recognises initiatives or campaigns specifically designed to attract, engage or recruit candidates where there is the creation of ongoing dialogue with the target audience. The essential elements of a social initiative should include the selection of channel(s) for interaction, how the brand is expressed and managed, the quality of the content and evidence of regular interaction.

Judges will be looking for:

Critical criteria

  • Demonstrate why social was chosen and how it solved a specific challenge or brief. 
  • Demonstrate an effective go-to market strategy: the judges will be looking at evidence of the relevance of concepts to the stated target audiences, plus demonstrable segmentation, targeting and activation strategies.
  • Demonstrate how underpinning social technologies were leveraged, for example: sharing, advocacy, viral growth, live content, social targeting, dialogue, storytelling, personal participation, virtual / augmented reality etc.
  • Demonstrate how the specific mechanics and features of the social network(s) chosen best suit the content / concept.
  • How has the content (posts, profile design, imagery, live content etc.) been used to engage target audiences.
  • Demonstrate effectiveness and the criteria for measurement.

Other scoring criteria

  • How does the design and content effectively promote the employer brand?
  • How effectively have different audiences been engaged in the programme? (Audiences may include candidates, internal audiences, and influencers).
  • How was the campaign measured and what were the metrics of success? Data around the length of time of the initiative, number of interactions, size of audience etc. is essential.
This category is now closed