Vote for Best Integrated Campaign (15+)

Vodacom opted for a fully integrated and hybrid approach for their Early Careers Campaign.
Not only did they have a strong digital presence, they also had on-campus activations and a 1-day virtual event.
There an array of supporting media to drive overall campaign awareness and reach.
Overall, teh campaign exceeded targets on pretty much every level, including applications (166% of target.)

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Vodacom opted for a fully integrated and hybrid approach for their Early Careers Campaign.
Not only did they have a strong digital presence, they also had on-campus activations and a 1-day virtual event.
There an array of supporting media to drive overall campaign awareness and reach.
Overall, teh campaign exceeded targets on pretty much every level, including applications (166% of target.)

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PwC implemented a new strategy called The New Equation. This strategy spoke to enhancing a Human Led- Tech powered workforce which delivered sustained outcomes. This strategy was rolled out to diversify the current employers skillset and upskill our future workforce.

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This is a straightforward, refined, and highly effective campaign
designed to connect graduates with invaluable personal and career
insights that authentically represent FNB’s culture and the wealth
of career prospects it offers. Our aim is to captivate and inspire
the graduates, inviting them to be part of a “world of firsts” while
shedding light on why FNB stands apart from the rest.

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With a focus on attracting top talent, we needed to look at a campaign that would allow for us to maintain and build on what has been done in the past, be focused and make use of collateral at our disposal, while leveraging on firm value and priority. Our brand positioning, “Connect for impact” has been the basis of our intentional decision to steer away from bulk merchandise distribution, while building our footprint in the rich territory of Connection. Through targeted messaging, and customised communications we want to establish that Deloitte Africa offers graduates an opportunity to thrive and be their invincible selves. Deloitte Africa is focused on talent and is at the core an enabler of success.

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The Gen-Z audience is focused on: writing their own story; starting new chapters and expressing their individuality. So are we — our ambition of writing Africa’s future relies on our people and the value they bring through their own stories. It is their personal commitment, skill, and desire for change that will amalgamate to further our continent. Writing Africa’s story together begins with our people authoring their own success stories. #AuthorYourStory aligns with Old Mutual’s commitment to empowering individuals and emphasises the collective effort of shaping Africa’s narrative, which is underpinned by our broader Employer Band concept of “Let’s Write Africa’s Story Together”.

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I am EY is EY Africa’s recruitment and employer brand campaign. It began as a small idea – to showcase the personal side of the young assurance trainees and managers for our campus audience. It quickly captured the imagination of our entire Africa firm and both our campus and professional candidate audience, as well as our client audience! From humble beginnings of just a few videos we shaped an integrated brand campaign that has impacted our recruitment activities, employee engagement and client engagements.
The I am EY video and photo campaign has three parts: The Better Question, the copy itself that leads to the impact statement and the bold yellow styling with personal view of the actors or performers. It’s a better question focused video campaign (the better question being our global brand identifier) designed to bust some myths about EY (that consistently come out of brand surveys), support recruitment and build internal engagement. The myths include: EY’s leadership is not visible, EY’s culture is an unknown and the path of professional and personal development is unclear.
When we started the journey, we engaged an Agency Amorphous, who came up with a concept for web which was an experience to go through when visiting our website that would tell you what kind of ‘EY-yer’ you would be if you joined. This idea didn’t make it out of the gate at the time. However, the look and feel would later become what is I am EY is today: represented by the concertina of faces, the yellow backdrop, the vibrant, energetic relatability and youthful expression.
How did we bring it to life? We knew that we wanted to showcase our leaders and our people. We knew we wanted it to be leadership led – which it was. Our CEO Ajen Sita, Assurance Leader Stephen Ntsoane, Consulting Leader Hennie Human and Strategy Leader Quintin Hobbs all participated in the first series’ videos. We knew we wanted to tell the truth which is that we know working in our organisation is tough sometimes, you make sacrifices, but there is this higher calling. And talking about purpose is not the same as activating what it feels like to have it and to live it. We wanted to bring that to life. We wanted to create an anchoring concept that felt real to all of us, real voice, real stories. We wanted to be relatable. We wanted to co-create it with our people. We didn’t want to over engineer it. We didn’t want it to be EY promoted campaign. We wanted the performers themselves to lead the communications. We looked at it like a lego build. We build the foundation blocks. Then handed the set over to the performers… and said here, the momentum is … ‘yours to build’.
That’s precisely what happened. To date we’ve profiled our full executive, our market segment leaders, GCSPs, our entire recruitment team led by our Talent Leader with supporting EVP blogs. We’ve profiled our Financial Services assurance team and our Assurance Innovation and Digital team. We’ve profiled our People Advisory Services and Learning and Development Teams with supporting blog content. We’ve profiled our GCO team from across Africa. We’ve launched in Kenya and Mauritius with smaller launches in Ghana and Nigeria. We’ve plugged I am EY into holidays and special occasion days. We branded our campus fair stands and brochure and collateral giveaways. We have plugged I am EY into just about every area of our business and people-centered (talent) activations. We’ve had over 300,000 engagements on all our content over the past 15 months (be it video views, likes, shares, reposts, comments) and we are still counting. Candidates continually mention I am EY in interviews and engage with us on social media based on this campaign. We are immensely proud of the outcome of this campaign because by design, we wanted to co-create it with our people and from humble beginnings of phase 1, 10 videos we’ve gone on to do just that with I am EY capturing the imagination of our people who now lead the campaign.
Proof Points
– Campaign PPT deck with associated collateral
– .com website with all video content

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At Bowmans, we are dedicated to pioneering graduate recruitment campaigns that are not only innovative and impactful but also resonate deeply with South Africa’s youth. Through the successful launch of various programmes, we continue to take meaningful steps toward addressing youth unemployment and empowering the next generation of professionals.

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At Bowmans, we recognise the spark ignited by knowing your WHY – it’s the catalyst that drives us,
too. We don’t just welcome the status quo challengers; we’re made for them. This is where they
find their home.
We’re the HOW to your WHY because we understand the value of knowing.
We are a pan-African purpose- and value-driven firm, with a reputation for excellence. Our
culture of collaboration isn’t simply about adding people together, it is about multiplying their
potential for the benefit of our clients.
You’re a graduate with purpose, and we’re a Firm with vision – aligned in our pursuit to give those
who place their trust in us the confidence to build a better tomorrow.
We amplify your impact; expand your exposure and accelerate your journey.
It just takes one step.

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Oliver Wyman Oliver Wyman in South Africa has launched a campaign of our new graduate program, the Consultant Accelerator Program. While offering students a chance to get exposed to multiple projects and work on real client impact work over 6 months we have opened this program up to undergrads and postgrad students, which is a first of its kind alongside our competitors who run shorter internships over 1 month, limiting grads exposure – Our digital campaign ran from July through to September where we shared a series of messages via LinkedIn, our newly launched website and through our campus presentations on campus. As a newbie in SAGEA – we are excited to share this unique innovation, and our successes which we plan to build on in the near future.

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