How we source talent
Sourcing high achievers
A couple of years ago, sourcing candidates was typically confined to posting an ad on SEEK, or knowing someone with a network. However, when you are trying to recruit high achievers, sourcing becomes much more than this.
At 11 Recruitment, talent sourcing is an online marketing exercise. We have built our sourcing strategies around the following pillars:
If you're looking for a new employee, we would be delighted to tell you about how we operate so you can establish if we are the right fit for you.
Click the links below to find out more about how we recruit permanent staff.
"The level of professionalism and attention to understanding each candidate's employment requirements, is something I am yet to come across with any other recruitment agency.
Christian and his consultants not only assist candidates to align their specific skill-set to opportunities in their desired fields, he also provides mentoring and support from start to finish.
The processes he has implemented as part of the journey with 11 Recruitment empowers each candidate and allows them to have the right tools to make an effective decision regarding their employment prospects. I would certainly recommend 11 Recruitment to any job seeker..."
At 11 Recruitment, a lot of resources have been invested to optimise our online visibility.
We aim to be listed at the top of any relevant search results (SERP), so candidates to come to us before anyone else.
We measure our visibility on an ongoing basis against our competitors. For example, our Google ads have a visibility rating of 41%, which is significantly than Hays or Robert Half, which are at 10% and 7% respectively.
Our ranking is important from an SEO perspective, as high achieving candidates do not enter the job market often and when they do, we want them to find us first.
Traffic score is based on click-through-rate (CTR). Our high CTR indicates that users are more likely to click on our search results rather than our competitors'.
This score takes our searching engine ranking into account, for any of the given keywords we appear.
We target specific keywords and employ the best and most ethical search engine optimisation (SEO) tactics to ensure 11 Recruitment appears at the most relevant and opportune searches.
Job video advertising
To differentiate our message to passive candidates, we use job video advertising.
Social media platforms tend to favour videos over still content. On LinkedIn alone, our job videos are typically viewed more than 1,000 times within 24 hours of posting. This surpasses even the best performing ads on SEEK or any other job board by 10-20 times.
These videos can also be distributed directly to the people we reach out to, enabling us to communicate your opportunity in a personal yet professional way.
Having a high Google rating is crucial. Many candidates, whether they are passive or active, will decide whether or not to engage with an agency based on their reviews.
It is our aim to be the best recruitment agency in Western Australia from an applicant’s perspective. While it may be a big target, it is our goal.
As such, we only have two KPIs at 11 Recruitment - your satisfaction and our candidate's satisfaction.
I encourage you to check out our latest Google reviews to see our results firsthand.
Lead magnets & drip marketing
People may not be ready to move on the first time we contact them, however, at some stage, they will be. Hence, it is important for us to build long term relationships with potential candidates.
To connect with people, we post "lead magnets" (i.e. free tips, tutorials and job market updates for job seekers) as incentives offered to potential candidates (both passive and active) in exchange for their contact information (name, email, phone number)
This inbound activity triggers email and SMS automation campaigns, which provides candidates with relevant information about the job market, so when they are ready, they can make contact for a confidential conversation.
Our strong presence on LinkedIn enables us to reach approximately 95% to 98% of all active LinkedIn users in Australia. This reach is expanded further through our LinkedIn Recruiter subscription.
LinkedIn Recruiter is a licenced add-on software for LinkedIn that we use as part of our search and headhunting process. It helps us map out companies, identify prospects based on their skills and experience, and approach potentially suitable candidates.
To give you an example of how we use LinkedIn Recruiter, a client recently gave us a very specific brief. They wanted a new sales representative, and said their ideal candidate would be a Procurement Manager from one of their potential future customers.
Given these requirements, we used LinkedIn Recruiter to:
An application from the ideal candidate was obtained and two months later, and the candidate accepted the job.
SEEK talent search
SEEK has its own database with 8,000,000 profiles, which gives us the opportunity to find candidates who may be a perfect fit for your role.
We do not wait for the perfect candidate to come to us. Many candidates are waiting to be invited to apply to your role. We can search for your perfect candidate using advanced sort and filter functions, including salary, industry and location and company for headhunting.
We can review key data such as career history and have access to unique CV data to ensure searches match the most relevant candidates.
Ad performance is vital. Hence, we constantly fine tune the performance of our ads against our competitors. We refresh, rewrite and reformat our ads on a constant basis to optimise the quality of job applications.
We are openly aggressive in this space. We post on six different job boards and post around 20 job ads for every permanent job we close.
Despite seeking quality over quantity, our ads clearly outperform other ads on SEEK, sitting above the market benchmark.
“Christian and the team bring one of the best services, not only for people like me who are looking to get a job but also to the companies by sharing new insights and trends.
For example, the article he wrote about the intrinsic failures of today's cover letter and CV management, and the one about references.”
Searching our CV database
All the jobs a candidate has applied for through our portal are logged in our comprehensive CV database.
This includes roles they have applied for, each CV and cover letter they have submitted including their answers to their screening questions, and the entire communication history. This provides us with a bigger picture of each applicant, enables the identification of discrepancies and utilises information previously obtained.
We can perform Boolean searches directly on the 110,000+ CVs we have in our database.
Additionally, we can search for keywords listed in CVs. For example, specific software such as MYOB or AutoCAD, or company names to identify candidates who have worked for our client’s competitors. This often forms part of a search or headhunting strategy where we can reach out to people via email and SMS who may be a direct target or a secondary target (i.e. someone who may know of and can refer us to someone in their network who may be interested in a vacancy).
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Video job advertising
Social media algorithms favour videos over still content, so we create video advertisements for all of our vacancies.
This unique and highly effective form of candidate sourcing enables us to reach the right candidate at the right time.