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.
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.
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.
Domain
Visibility rate (%)
11 Recruitment
31.32
Hays
20.04
Michael Page
9.00
Adecco
8.64
FlexiStaff
7.93
Robert Half
6.56
Trojan Recruit
5.80
CTON Recruitment
5.39
Drake International
5.11
Winteringham
5.05
Hudson
4.63
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'.
Domain
Impression share (%)
Top of page rate (%)
11 Recruitment
74.48
88.69
SEEK
13.94
75.36
Hudson
< 10
49.04
Hays
< 10
22.55
Randstad
< 10
3.48
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
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:
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.
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:
In addition to this, we use LinkedIn Advertising to send targeted messages directly to prospective candidates. LinkedIn Advertising allows us to:
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.
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:
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:
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.
Recruit top talent
