Marketing Campaign Terms and Conditions

What a good one includes

• Clear eligibility criteria defining who can participate, such as active employees, external candidates, or specific geographic residents.
• A precise definition of what constitutes a valid entry or referral, including required submission steps and deadline dates.
• Detailed prize or incentive descriptions, including their fair market value and any tax liabilities the winner must assume.
• The exact methodology for selecting and notifying winners, whether through random drawing, qualified referral hires, or merit-based judging.
• A comprehensive liability release and consent clause granting the employer rights to use participants' names or likenesses for recruitment marketing.
• Disclaimers stating that participation in the promotion does not guarantee employment or constitute an employment contract.

Common mistakes to avoid

• Forgetting to specify whether current HR staff or hiring managers are excluded from participating in employee referral incentives.
• Failing to clarify the exact milestones required for a referral payout, such as the referred candidate completing ninety days of active employment.
• Neglecting state-specific sweepstakes laws, which can accidentally turn a career-fair giveaway into an illegal lottery if a job application is falsely mandated as the sole entry method.
• Using overly dense legalese that alienates job seekers and contradicts the warm, welcoming tone of your employer brand.

Frequently asked questions