How we source top talent

Our approach

The traditional approach to talent sourcing typically involves posting a job ad on a site like SEEK or leveraging an existing professional network. However, when it comes to attracting, recruiting and retaining top talent, the sourcing process requires a far more comprehensive approach.

At 11 Recruitment we have applied digital marketing principles to develop a unique sourcing strategy targeting top performers.

We have built our strategy based on the following pillars:

If you'd like to learn more about how we source top talent, please feel free to call us on (08) 9225 6211 or click the button below. We’d be delighted to tell you about how we operate so you can establish if we are the right fit for you.

Our approach

Video advertising

Video advertising

How we target passive candidates

Did you know that active candidates only account for 20% of Australia's talent market?

The remaining 80% consists of passive candidates who are not actively looking for work but would consider the right opportunity if it's presented to them. Passive candidates are also more likely to be high achievers than active candidates, as they are happily employed and are being retained by their employers.

Consequently, targeting this largely untapped market of high achievers requires greater effort and a more proactive approach than targeting active candidates. Simply posting an ad on a job board or sending a generic message via LinkedIn as a talent-sourcing strategy will not work.

At 11 Recruitment, we use video advertising to reach and inspire passive candidates - and to get them thinking about:

  • The possibility of a career move
  • What the journey would look like
  • Where the journey could lead

Engaging candidates in this way means they are more likely to take the next step, which is to have a conversation with us.

While conventional job ads on platforms like SEEK typically only receive about 20 views within 24 hours of posting, our video job ads can receive more than 1,000 views within the same amount of time.

Click the button below to explore some of the video job ads we have created for our clients.

Online visibility

How we target active candidates

High achievers tend to be passive candidates. so it's rare for them to actively enter the job market. When they do, we want them to find us first.

At 11 Recruitment, we use the following tools to improve our online visibility.

  • Content marketing
  • Google Ads
  • Social media marketing
  • Search engine optimisation

We publish and distribute original content aimed at candidates through our online platforms. Doing so allows us to reach and engage with job seekers on the platforms they use while increasing our brand awareness.

Additionally, we use Google Ads and SEO to optimise our search engine ranking. So, when a high achiever uses Google to search for vacancies or job-hunting resources, we’ll appear near the top of the results. 

Overall, optimising our online visibility helps us be at the right place at the right time - as soon as a passive candidate starts looking for their next opportunity.

Online visibility


Visibility rate (%)

11 Recruitment




Michael Page






Robert Half


Trojan Recruit


CTON Recruitment


Drake International






Organic visibility

The visibility index is based on click-through rate (CTR) and shows a website’s progress in Google’s top 100 for keywords from a tracked campaign.

A zero-percent visibility means that the domain isn’t ranking in Google’s top 100 results for any of these keywords, while a 100-percent visibility means that the domain keeps the first position in the SERP for all of these keywords.

Our high visibility rate indicates that candidates are more likely to see and therefore click on our Google search listing in comparison with our competitors'.


Impression share (%)

Top of page rate (%)

11 Recruitment







< 10



< 10



< 10


Inorganic visibility

We measure the performance of our Google Ads campaigns on an ongoing basis.

Currently, our campaigns maintain an impression share of 74.48% with a top of page rate of 88.69%.

This is significantly higher than other companies that are competing for the same traffic.

Google reviews

Google reviews

How we build credibility

Many candidates will decide whether or not to engage with an agency based on their reviews. Therefore, having a high rating on Google is crucial when it comes to attracting high achievers.

At 11 Recruitment, we aim to be the top-rated recruitment agency in WA for both clients and candidates. To achieve this, we prioritise communication throughout the entire recruitment process.

Additionally, our consultants are only given two KPIs:

  • Their client's satisfaction
  • Their candidate's satisfaction

If you'd like to see our results for yourself, click the button below to check out our Google reviews.

Marketing automation

How we develop relationships

A potential candidate may not be ready for their next opportunity the first time we contact them. However, that doesn't mean they won't be ready sometime in the future - and when they are, we will be there.

At 11 Recruitment, we connect with these individuals by offering free resources (also known as "lead magnets") in exchange for their contact details. When one of these lead magnets is submitted, it triggers a marketing automation campaign consisting of emails and text messages with relevant and interesting information. 

Over time, we develop long-term relationships with these potential candidates by continuing to send them information until they are ready for their next opportunity. When they are, they can easily contact us for a confidential conversation.

Marketing automation



How we headhunt

Our strong presence on LinkedIn enables us to reach 95-98% of all active users in Australia. This reach is expanded further through our use of LinkedIn Recruiter and LinkedIn Advertising.

LinkedIn Recruiter is LinkedIn's all-encompassing hiring platform. We use it as part of our talent sourcing process to:

  • Map out companies and talent markets
  • Identify prospective candidates based on skills and experience
  • Establish communications with prospective candidates
  • Promote our client's vacancy

In addition to this, we use LinkedIn Advertising to send targeted messages directly to prospective candidates. LinkedIn Advertising allows us to:

  • Identify a target audience based on location, company, demographics, education, job experience, interests and traits, and more
  • Choose from a range of ad formats that appear in different locations on LinkedIn (such as the inbox and newsfeed)
  • Promote our client's vacancy to a wide audience based on the target audience we identified

SEEK talent search

How we headhunt

We can't sit back and expect the perfect candidate to apply for one of our listings, as many high achievers are passive candidates waiting for their next opportunity to come to them.

At 11 Recruitment, we use SEEK's database of 8,000,000 candidate profiles as part of our talent sourcing to headhunt candidates who may be suitable for your role.

We use SEEK's advanced sort and filter functions and review key CV data to ensure we only consider the most promising candidates.

SEEK talent search

Job boards

Job boards

How we promote your vacancy

Ad performance is vital. Therefore, 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.

Our CV database

How we grow our talent pool

Whenever a candidate applies for a job or submits their CV to us, we store their details in our comprehensive database. We retain a copy of: 

  • Their CV and cover letter
  • Their answers to our screening question
  • The entire history of their communications with 11 Recruitment

We also keep a record of their application progress - including notes taken during phone screenings and interviews, whether they were rejected for a role and why, and more.

Having access to this information provides us with a bigger picture of each candidate. It also allows us to better identify discrepancies by examining a candidate's previous applications.

When we're looking to fill a role, we perform a Boolean search on our CV database. We search for keywords, such as:

  • The software required to perform the duties of the role
  • The specific skills and experience we're looking for
  • Company names, to identify candidates who have worked for our client's competitors

We use our CV database in conjunction with our other sourcing strategies. We often identify secondary targets in our database - people who know someone who would be suitable for the role.

CV database

Recruit top talent

Recruit top talent