Advertising alone is rarely enough. The best candidates are often not actively applying for jobs.

Outcome

Identify and engage high-quality candidates.

Process

• Search JobAdder. 
• Search LinkedIn Recruiter. 
• Search SEEK Talent Search. 
• Contact referrals. 
• Conduct targeted outreach. 
• Network within your specialist market.

Good Candidate vs Poor Candidate

Good candidate based on resume

• Candidate tenure is good - 2+ years in each role
• Has worked for known organisations (of a reasonable size)
• Well formatted resume - easy to read, well written (good written communication)
• Seniority is aligned to the role, e.g. past experience not too senior, or way too junior
• Relevant qualifications listed
• LinkedIn URL included
• Has a cover letter

 

Poor candidate based on resume

• Has not worked in Australia at all 
• If they have only worked overseas generally only worked in really big organisations and in roles we don’t have here -> unknown organisations, worked in really large teams
• Skills not aligned with job
• No cover letter
• Moved around jobs
• Nothing to differentiate them from the others

Standards

• Don't rely solely on  applications.
  
  

Decision Rules

If the shortlist is weak, broaden the search immediately.

Tools

JobAdder Database

Always search:

• Previous applicants
• Existing candidates
• Past placements
• Referral networks

SEEK Talent Search

Use Talent Search to:

• Identify passive candidates
• Build talent pools
• Approach suitable candidates directly

 

LinkedIn Recruiter

Use LinkedIn Recruiter to:

• Source passive candidates
• Build project pipelines
• Conduct market mapping
• Engage professionals directly

 

Referrals

Ask:

• Candidates
• Clients
• Existing contacts
• Great candidates often know other great candidates.

Scorecard

• Candidates sourced 
• Response rates 
• Interview conversion
  
  

Created: 24 July 2026 | Last Update: 06 October 2026