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How we attract high achievers

A few years ago, sourcing candidates was typically confined to posting an ad on SEEK and/or knowing someone with a network.

Talent sourcing and hunting for a High Achiever requires much more. Today, sourcing is an online marketing exercise and our sourcing strategies are built around the following eight pillars:

  1. 1
    Online Visibility
  2. 2
    Job Video Advertising
  3. 3
    Google Reviews
  4. 4
    Lead Magnets - drip marketing
  5. 5
    LinkedIn Recruiter searches
  6. 6
    SEEK Talent Search
  7. 7
    11 Recruitment DB searches
  8. 8
    Job Boards

  1. 1
    Online Visibility
Search results

Our aim is to obtain a high SERP ranking (search engine results page) for relevant job seeker keywords. We also want candidates to land on our internet pages before they click on any other agency's website.

We continually measure our online visibility - e.g. 11 Recruitment's Google ads have a “visibility” of 41% in comparison to say Hays’s or Robert Half’s at 10% and 7% respectively.

High achieving candidates rarely enter the job market and when they do, they typically are not familiar with the different agencies in the Perth recruitment space. 

Traffic Score
Traffic Score

This is based on CTR (Click-Through Rate and shows a probability that the user will click on our search results and compared to all our competitors.

It takes into account the position that we appear in the SERP, for any given keywords that 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, taking into account user intent. 

Job Video Advertisement
  1. 2
    Job Video Advertising

Social media (LinkedIn, Facebook and Twitter) among others, favour videos over still content.

Video job advertising is very effective and enables direct communication with job seekers.

Video job ads increase awareness, generate referrals and raise responsiveness to job listings.

On LinkedIn alone, our job video ads are typically viewed more than 1,000 times within 24 hours of posting. This surpasses even the best performing ads on SEEK.

Google 5 star review
  1. 3
    Google Reviews

Job seekers often study Google ratings and read reviews to decide who to trust and contact in their search for new employment.

Our aim to be the best recruitment agency in Western Australia from an applicant’s perspective.

One key measure is Google Reviews. So far, we have the highest rating (5.0) among the 250+ recruitment agencies in Perth.

Mersyl Edwards

Mersyl Edwards

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.

Number of jobs posted on SEEK - Talent Search
  1. 4
    Lead magnets & drip marketing

Social media (LinkedIn, Facebook, Twitter and Google+) favour videos over still content through their various algorithms.

Videos on social media are very effective. They enables us to communicate directly with candidates in a professional, unique and personal way.

Videos increase awareness, generate referrals and raise responsiveness to our job listings. Online, people may not be ready to move on the first time we contact them. However, at some stage most people will be. Hence it is important for us to build long term relationships with potential candidates so they come to us as their first point of call.

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.

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. 

11 Recruitment - LinkedIn
  1. 5
    LinkedIn Recruiter searches

With our our presence on LinkedIn and associated online tool we are able us to reach approximately 98% of all active LinkedIn users in Australia.

CASE STUDY: A client recently gave us a very specific brief:

We want a new sales rep and the ideal candidate could be a Procurement Manager from one of our potential future customers – e.g. company xx

We identified ideal prospects that we then reached out, established communications and promoted the opportunity. An application from the ideal candidate was obtained, and two months later, the candidate accepted the job offer.

Kristin Reddin

Kristin Reddin
Devise PD

I approached Christian Madsen after watching one of his video updates about the state of recruitment in Perth at the moment. He very generously gave me attention, time and answered my many questions.

I am confident 11 recruitment will find the best candidate for any position I need to fill.

Thank you.

  1. 6
    Seek Talent Search

Seek has its own database with 8,000,000 profiles, which enables 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 as we can go straight to them. 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.

Anwar Khalil

Anwar Khalil

11 Recruitment is the most ethical and professional recruitment business I have ever known. Great leadership and great team.

They're always on the look out for new innovations to improve their process, and increase the value they add to their clients.

Candidates database - Search
  1. 7
    Database of 110,000 CVs

We can perform Boolean searches directly on CVs in our 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.

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 your 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).

Seek 11 Recruitment
  1. 8
    Job Boards

Ad performance is vital. Hence, we constantly fine tune the performance of our ads against other advertisers. We refresh, rewrite and reformat our ads on a constant basis to optimise the quantity and quality of job applications.

We are openly aggressive in this space. We post on six different job boards and post in average 20 job ads for every permanent job vacancy.

Despite seeking quality over quantity, our ads clearly outperform other ads on SEEK, even the ’above average’ ads.

Assunta De Bono

Christian and his team are wonderful. They are professional, transparent, friendly and helpful. An uplifting recruitment experience from a candidate client perspective.

Christian is always willing to impart his extensive knowledge, wisdom and experience. I have found his videos and tips from job search to interview to be of immense value. Even if we think we know it all, there is always something new to learn, even if it is just a perspective shift on the way you conduct your job search effort and interview style.

11 Recruitment will look after you, they won't leave you wondering and keep you informed during the whole process. They make sure they provide best match candidates to their employer clientele. Which ultimately benefits the candidate too.