Note: This article is the second part of a series related to the Recruiting the Perfect Employee. Check out TOPIQ Pty Ltd.’s LinkedIn page or the articles section of for more details.

By now you have defined the perfect employee, but how exactly do you lure them? The first thing that comes to mind is advertising the job and that is usually performed through a handful of jobbing websites. These websites are great for people who are looking for work. Stop and think about this for a second. Does top talent look for work or are they being recruited and poached from one company to another?

Have you noticed that when you submit a job on Seek, you only get maybe one or two people who are worth interviewing while the rest are a barrage of non-qualified staff? Well qualified people do not need to apply for jobs, and when they have to, it’s mostly a formality.

Sadly, advertising on jobbing websites only works for mainstream, lazy recruitment agencies who are bombarding these websites with daily ads. Yes, go ahead, take a look. Within a few hours, your ad will get buried by the barrage of advertisements they place.

Unless you have a recurring position that needs to be filled or have high turnover, do not bother with these websites. You will be wasting your money. As a consulting agency that specializes in certain specific roles, we actually do not bother with these websites. It is simply not worth the time or the money.

There are several other routes you can take; for example, asking other employees if they know anyone from previous roles if they know of anyone but the downside with this is creating an awkward position for your current employee if their friend doesn’t work out. Another option is to post on social media but this can be considered tacky by some and could damage your reputation.

Advertising on your own website’s careers section can be great, if you are a hot company that people aspire to join but if you are not, then it could be a waste of time. Offering incentives can be a good way to get people through the door but that can cross certain ethical lines within your own organization and strain relationships.

In some cases, advertising the job altogether can create a problem for your company. Perhaps you do not want current employees to know that a higher-level position is open as you want to hire someone from outside who has a different perspective on things or you don’t want your competitors to know what you are up to.

One of the best ways to find employees is through spending time networking. This means spending enough time reaching out to people in your industry. If they don’t know someone, they may know someone who knows someone, and so on. Don’t be afraid to ask around, join business groups that are related to the position you are hiring for. Find companies that do similar things to what you do, research their current employee names and reach out to them directly.

LinkedIn has some groups that are specific to certain specific positions; for example, you can find groups called “Java Programmers in Sydney”. Some are legitimate, some are ran by recruiters who may not allow your posts to reach but it’s worth a try. Once you find the right people, you can contact them via LinkedIn but you must be patient as they may not always answer.

All of the avenues posted above have obvious pros and cons, but one of the biggest cons is you doing it while representing your own organization. In other words, there is no privacy. Going through a recruitment consultancy that has been doing the above for years can shield you from releasing too much information to your own employees, your competitors or the public. You will also save time and money, especially with TOPIQ Pty Ltd as we charge about half as much as our leading competitors.