Recruit High Achievers

We help you recruit people with potential to stay & excel

11 Recruitment Approach

Our approach...

Let us tell you who we are and how we operate so you can evaluate whether 11 Recruitment is the right fit for you.

18 month replacement guarantee

Our major point of difference to other agencies is our guarantee to replace candidates for up to 18 months. By way of comparison, the industry standard is three months.

If an employee sourced by 11 Recruitment, leaves within the first year and a half, we will replace with a new employee at our cost.

Our 18 month replacement guarantee means our interests are mutually aligned.

Retained service

At 11, we specialise in sourcing either:

  • unique candidates; or
  • where synergy between the company and the employee is important.

To achieve this, we provide a service not a product. We charge for the service provided on a retainer basis:

  • 1/3 of the fee on commencement of the assignment,
  • 1/3 when interviewing, and
  • 1/3 upon acceptance of employment.

Thus, we charge as we progress through the recruitment process.

At 11 we are a team

If you have worked with other agencies, you would typically have dealt with one consultant who did everything. This can produce bottlenecks with no one to delegate to and important checks can easily slip through the cracks.

At 11, there are two to three staff members working every job vacancy.

Check out our Google rating

These client and candidate reviews typically mention having dealt with two to three staff members.

We are a team, and work as a team for you.

No individual commission

Another fact that makes 11 a rarity amongst recruitment agencies in Australian is that we do not pay our staff an individual commission.

Sure, we have a team bonus based on team performance that works well, particularly if we have a job that is difficult to fill as everyone is incentivised to assist in filling the vacancy. Our approach is “One for all and all for one”.

Your satisfaction is paramount

Filling ratio - 98.5%

Consultants working in a contingency agency (only paid for successful placements) may have more than 10 jobs listed at any given time. This is required when they only fill 10-20% of their open jobs. Typically, the easy jobs get top priority with the harder jobs left to chance - that job could be yours.

At 11, our consultants typically have no more than three jobs at any given time. Therefore, a greater focus can be given to every job, including those that are more difficult to fill.

This is how we close 98.5% of our listed jobs - far greater than the industry standard of 20%.

Ken Miller


I recently engaged 11 Recruitment and WOW!

Both their professionalism and the calibre of our latest employee is very impressive. Christian, and his team, demonstrated considerable expertise in this very specialised field.

11 Recruitment are leaders in this industry and our organisation’s choice of recruiters.


Ken Miller

Managing Director
West Coast Skylights


I was a little bit suspicious using any recruitment agencies after being burnt so many times. One day I got an email from Christian Madsen with some tips explaining how to recruit better.

I decided to go ahead with their service and was pleasantly surprised by their professional approach and attention to the process. They offered to perform a profile test for the chosen one. Overall, I wouldn't hesitate recommending 11 Recruitment. Very happy.


Nikolay Shmakov

Managing Director
Res-Q IT Services

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
    Google - 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
    Google - Online Visibility

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. 

  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.


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.


Mersyl Edwards

Branch Manager
INSELEC

Kristin Reddin


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.


Kristin Reddin

Director
Devise Professional Development

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.

SEEK
  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.

Rasmus Nielsen


Christian is one of the most innovative people I have come across recently and the way that he is promoting his clients is outstanding. As an example just look up his profile on LinkedIn and see for yourself.


Rasmus Nielsen

Regional Manager
Mavin Real Estate

Peter Stephens


Wow! What a professional outfit. Christian clearly prides himself on excellence and providing his clientele with a great service. Whether Employer or employee you can rest assured a good match has not happened just by chance.


Peter Stephens

Sales & Operations Specialist

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.

Carey Hodnett


We have been working with 11 Recruitment for over three years. They are a fantastic bunch who have never let us down - even with the trickiest of placements and the shortest turnaround times! Thank you Christian and Hina.


Carey Hodnett

HR Manager
TADWA


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.


Anwar Khalil

CEO
MyRecruitment+

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