How we source top 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:

  • Video job advertising
  • Online visibility/traffic
  • Google reviews
  • Lead magnets
  • LinkedIn recruiter search
  • Linkedin advertising
  • SEEK talent search
  • Our CV database
  • Job board advertising

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.

How we source talent | Sourcing high achievers

Job video advertising

There are about four times as many passive candidates as there are active candidates in the job market.

However, targeting them requires greater effort and a different strategy - simply posting an ad on a job board or sending them a generic message will not work.

We use video job 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.

Explore some of the video job ads we have created for vacancies in:

if you'd like to have a chat to see if video job advertising could help you find the high achievers you are looking for, click the button to give us a call.

Video job advertising | How we source top talent

Online visibility & traffic score

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 54%, which is significantly higher than Michael Page or Hays, which are at 11% and 10% 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.

Online visibility & traffic score | How we source talent

Top 10 recruitment agencies for visibility & traffic score

























Google reviews

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.

How we source talent | Google reviews

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.

How we source talent | Lead magnets & drip marketing

LinkedIn recruiter

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:

  • Identify and reach out to ideal prospects,
  • Establish communications with them, and
  • Poromote the opportunity.

An application from the ideal candidate was obtained and two months later, and the candidate accepted the job.

How we source talent | LinkedIn recruiter

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.

How we source talent | SEEK talent search

Job boards

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.

How we source talent | Job boards

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).

How we source talent | Searching our CV database

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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.