You don’t have to make a ton of placements every year to be named Recruiter of the Week. You just have to exemplify what it means to be a Top Echelon Network recruiter. And Amy Recker, CPC of Bridgeway Professionals, Inc. definitely does that.

So, as you might have already guessed, Amy is The Recruiter of the Week in Top Echelon Network!

Amy has been a member of our recruiting network for a little over 10 years. She’s made a total of 20 split placements during that time.

However, as we’ve stated on many occasions, you only have to make one or two TE placements per year to receive a tremendous return on your Network investment. And Amy has done that.

Amy Recker = relationships

But she’s also done more than that, as you can see by the comments below. Amy’s split recruiting partner, Jason Sullivan of Ethical Search Professionals, raved about Amy’s work during their recent split.

In fact, Jason pointed to one of the things that the Network values the most: relationship building. Building genuine relationships is the quickest way to build your business. And Amy is building relationships with both candidates and her trading partners.

So for her commitment to the Network, her focus on relationship, and her production, Amy Recker is Recruiter of the Week in TE!

If you want to build more relationships in our recruiter network, Director of Network Operations Drea Codispoti, CPC/CERS can help. You can reach Drea by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

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“This was a great example of recruiter-candidate relationship building. Amy saw my job order and called one of her candidates [who] she had a long relationship with and who was not really active and hit the bullseye. This, in my mind, is how important relationship-building is in our business. This placement would not have happened if not for Amy, and I thank her for that. She did a great job!of working with TEN and especially Michael!”

Submitted by Jason Sullivan of Ethical Search Professionals, Ltd. regarding his Network split placement with Amy Recker, CPC of Bridgeway Professionals, Inc.

Position Title—PRODUCTION MANAGER

Fee Percentage—20%

(Editor’s note: This is the first Network split placement that Jason and Amy have made together in Top Echelon.)

The Stock Market has been a lot of fun lately, hasn’t it? So much fun that it makes you ask a few questions, like whether or not the majority of Network recruiters own stock.

But there are other related questions, as well. And when we have such questions burning a hole in our collective psyche, we like to run a poll. Said poll is run in the Members’ Area. You might have seen one from time to time.

Recently, though, we posted this question as part of our poll:

Will there be a recession in the U.S. economy before the end of 2018?

The choice of answers that we provided is listed below, along with the percentage of split network recruiters that selected each one:

• Yes — 8.4%
• No — 91.6%

And then we asked THIS question:

If there IS a recession in 2018, are you adequately prepared for it?

The choice of answers that we provided is listed below, along with the percentage of recruiters that selected each one:

• Yes — 46.2%
• No — 53.8%

The majority . . . rules?

As you can see, an overwhelming majority of Network recruiters believe there will NOT be a recession this year. In fact, it was more than nine out of every 10 (91.6%). What’s most interesting, though, is that among those who think there will be a recession are some of TE’s top producers.

Of course, this poll was in the Members’ Area before the Stock Market started falling like a rock last week. It looked indestructible up until that point. Now, not so much. So please note that we gathered these results before the huge sell-off on Wall Street.

As for how many recruiters are prepared for a recession this year? Less than half of the ones who participated in this poll (46.2%). On the flip side, a slight majority (53.8%) admitted that they are not prepared for such an event. However, this begs a couple of questions:

1. How many recruiters think they’re prepared for a recession, but really are not?
2. How many recruiters know deep-down that they’re not prepared, but they chose “Yes” as their answer, anyway? (After all, thinking positively is an admirable trait, is it not?)

The conclusion: it could very well be that fewer recruiters are actually prepared for a recession than this poll indicates. If that’s the case, how many are prepared—40%? How about 30%? Less?

This is why you’re part of a recruiting network. So you can weather recessions and economic downturns. It’s also why you should be offering contract staffing services to your clients. Don’t worry, though. We’ll be talking more about than in the near future.

A common question we often hear from recruiters is “How do I determine a markup for my contract placement?”  Mark-ups are also referred to as multipliers.

For those of you who are not familiar with this term, a multiplier is the result of dividing the bill rate by the sum of the pay rate and per diem.  Per Diem is the daily rate that is given to help contractors working away from home cover their living expenses.

Contract placement multipliers

Once you know what the contractor pay rate will be, you can multiply that pay rate by a multiplier to calculate the bill rate.  For example, if you had a $49.50 bill rate and a $30 pay rate, the multiplier would be 1.65.

Top Echelon Contracting tracks the multipliers for each placement made through our contract staffing back-office to determine the average multiplier.  Our records show that the average multiplier is currently 1.63.

We always recommend that recruiters use the average multiplier as a starting point when trying to determine the client bill rate.  However, keep in mind that there is no standard multiplier for every contract placement.

Above: Mark-up for a Contract Placement

Multipliers generally fluctuate between 1.50 and 1.80 for technical and professional placements.  Healthcare placements tend to run higher.

Depending on the type of candidate needed and the location of the job, you may need to adjust your rate.  For instance, if the job order requires a hard-to-find skill, the multiplier is normally higher.

Your recruiter income is directly affected by the multiplier and the bill rate that you negotiate as a result.

Are YOU in need of contract staffing solutions or contract placement services?

Then download our Quick-Start Guide to Contract Staffing. Or request a demo with one of our contract staffing specialists.

You can can also call us at 888.627.3678. Start making contract placements and start making more money!