Recruit High Achievers


How you recruit people with the potential to excel and stay 

Our approach

Well, let us tell you a little bit about who we are and how we operate so you can see for yourself if 11 Recruitment is the right fit for you.

11 Recruitment - You want the best employees

Retained service

At 11, we get involved when a client is looking for someone special, a job that is hard to find and where the match 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. We charge 1/3 of the fee on commencement, 1/3 when interviewing, and 1/3 upon acceptance of employment. So, we charge as we progress with the recruitment drive.

18 month replacement guarantee

Another point of difference is we provide an up to 18-months replacement guarantee. By comparison, the industry standard is three months. So, if an employee sourced by 11 falls off within the first year and a half, not only will there be a cost to you, but there will also be a loss to us. In fact, we are likely to lose money on the whole assignment if there is a fall off.

With such a long guarantee, we must be extra careful and if there any doubts from our end, then we will not recommend a candidate. With an 18-month replacement guarantee we try to align our interest with yours.

At 11 we are a team

If you have worked with other agencies, you will typically have dealt with one consultant - and that consultant does everything. This produces bottlenecks as there is no one to delegate to and important checks can easily slip through the cracks. We have two to three staff members on every job vacancy.

We recommend you to check out our Google rating from clients and candidates. These reviews typically mention the two to three staff members, they have dealt with. We are a team and work as a team for you.

No individual commission

Another point of difference - we are a rarity amongst recruitment agencies in Australian in the fact that we do not pay our staff an individual commission. The reason why is we want to minimise the conflict of interest between filling a vacancy and getting paid. Sure, we have a team bonus that is based on team performance. This works well particularly if we have a job that is difficult to fill as everyone has an incentive to assist in to filling the vacancy. Our approach is “One for all and all for one”. Your satisfaction is paramount.

Filling ratio - 98.5%

One more thing - Consultants working in a contingency agency may have up 10+ jobs listed at any given time. This is required when they only fill 10-20% of the jobs. Typically, the easy jobs get top priority with the harder jobs left to chance and that job could be your one. A consultant at 11 typically has not more than three jobs at any given time. Therefore, we can focus on every job including the more difficult ones to fill. Hence, this is how we close 98.5% of jobs listed - not the industry standard of 20%.

As you can hear, we are proud of what we do, and we believe there is a difference.

So, if this resonates with you, let's talk & see where it leads.


Kristin Reddin

Kristin Reddin - Director
Devise Professional Development

"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"

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.  However, talent sourcing and hunting for a High Achiever is much more than this.

Today sourcing is an online marketing exercise and we have built our sourcing strategies around the following eight pillars:

  • Google - Online Visibility
  • Job Video Advertising
  • Google Reviews
  • Lead Magnets - drip marketing
  • LinkedIn Recruiter searches 
  • SEEK Talent Search 
  • 11 Recruitment DB searches
  • Job Boards 

Google - Online Visibility

At 11 Recruitment, a lot of resources have been invested to ensure visibility online. We aim to be listed at the top of any relevant search results (SERP), and want candidates to come to us before anyone else.
We measure our visibility on an ongoing basis (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).

Our ranking is important from an SEO perspective as high achieving candidates do not enter the job market often. When they do, they typically are not familiar with all the different agencies in the Perth recruitment space.

First come, first serve is important. We want applicants to choose 11 Recruitment as their first point of call.

Job Video Advertising

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

Job video advertising is very effective. It enables us to communicate directly with candidates with the opportunity presenting as professional, unique and personal.

Video job ads increases 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

Google Reviews

Google ratings are important as candidates often study ratings and read reviews to decide who to trust and contact in their search for new employment.
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.

One key measure is Google Reviews and so far, we have managed to get the highest rating (5.0) among all the 250+ recruitment agencies in Perth.

Mersyl Edwards - Business Development Manager INSELEC

"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..."

Alejandro Villazón Pineda - Strategy Business Development

“Christian and the team bring one of the best services, not only for people like me who are looking to get a job but also to the companies by sharing new insights and trends. For example, the article he wrote about the intrinsic failures of today's Cover Letter and CV management, and the one about references.” 

Number of jobs posted on SEEK - Talent Search

Lead magnets & drip marketing

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

Job video advertising is very effective. It enables us to communicate directly with candidates with the opportunity presenting as professional, unique and personal.

Video job ads increases awareness, generate referrals and raise responsiveness to job listings. On LiPeople 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.nkedIn 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.

11 Recruitment - LinkedIn

LinkedIn Recruiter searches

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.

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 from the potential future customer company accepted the job offer.

SEEK

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.

Candidates database - Search

Searching Our Databases

All the jobs a candidate has applied for through our portal are logged.
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).

SEEK - performance

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 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.

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, even the ’above average’ ads.


​Customer stories

"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+​​

"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 - MD
Res-Q IT Services​​

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 Mgr
TADWA

Let us know what you need

18 Month
Guarantee

18 Month Replacement Guarantee

A major point of difference from all other agencies, is that we provide an up to 18-months replacement guarantee. By comparison, the industry standard is three months. So, if an employee sourced by 11 Recruitment falls off within the first year and a half, not only will there be a cost to you, but there will also be a loss to us. In fact, we are likely to lose money on the whole assignment if there is a fall off.

With such a long guarantee, we must be extra careful and if there any doubts from our end, then we will not recommend a candidate. With an 18-month replacement guarantee we super motivated make sure we align our interest with yours.


Customer stories

"You can just tell this team at 11 Recruitment take the time to get to know both their clients and the candidates to make the match work for both parties. Thanks for being so professional and easy to chat to, Mel and Hina."


Chelsea Fonseca

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 - North Perth Property Specialist

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

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