Is there a pile of money waiting for you at the 2013 Top Echelon Network National Convention in Florida?

There was a pile of money waiting for two Network recruiters at the 2012 Fall Conference.

Those two recruiters were Joe Noto of Regency Search Group and Anjela Mangrum of Mangrum Career Solutions, LLC.  We recently chronicled the split placement they made that was a direct result of their attendance at the Fall Conference.

However, that was just the beginning of the story.

That’s because Noto and Mangrum have made ANOTHER split placement.  The best part?  This second placement happened because Noto’s client wanted to hire the second candidate that Mangrum presented for another position.

That’s how much the client liked both of the candidates that Mangrum provided to Noto and that Noto presented to the client.

One search, two candidates, two placements, two placement fees . . . and one big pile of money.

Are you going to Florida for your pile of money next month?  Or are you going to let somebody else have it instead?  If it’s the latter, we’ll let you know who takes it.  Their story will run in The Pinnacle Newsletter Blog, just like this story:

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“After meeting at the 2012 TE conference in Chicago, Angela contacted me indicating her interest in working together on any searches I may have.  Shortly thereafter, I contacted Angela for help on a Director of Purchasing search.  She provided two great candidates who were right on target.  My client hired one for the Director of Purchasing position, and two weeks ago contacted me wanting to hire the other candidate for this ERP System Implementation Manager position.  So . . . two splits from one search.”

Submitted by Joe Noto of Regency Search Group regarding his split placement with Anjela Mangrum of Mangrum Career Solutions, LLC

Position Title—ERP SYSTEM IMPLEMENTATION MANAGER
Fee Percentage—Flat

(Editor’s note: this is the second split placement that Noto and Mangrum have made together in Top Echelon Network.)

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The 2013 Top Echelon Network National Convention is scheduled for Thursday, April 25, through Saturday, April 27, at the TradeWinds Resort Hotel in St. Petersburg, Florida.

Register for the 2013 National Convention!

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330.455.1433, x156
drea@topechelon.com
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For years, The Cornerstone, the newsletter of Top Echelon contract staffing solutions, was sent to the Preferred Members of Top Echelon Network.  The Cornerstone was eventually discontinued in favor of another newsletter, Contracting Corner, which is now published once a quarter.

However, we still run contracting statistics in select issues of The Pinnacle Newsletter Blog.  These statistics include Non-Split Contract Placements, Split Contract Placements, and Non-Recruited Placements, among others.

Below are the most recent statistics regarding contract placements made by Preferred Member recruiters, courtesy of Top Echelon Contracting.

As you can see, 10 of the 13 contract placements listed below bring with them a recruiter share of at least $9.00 per hour.  Not only that, but one of the placements has a share of $20 per hour.  How would you like to work your recruiting desk every day, earning $20 per hour while you make calls and close perm placements?

That can happen, IF you make the decision to add contract staffing to your business model and give Top Echelon Contracting a call to get started.  But first things first . . .

Many of the Top Producers in Top Echelon Network have added contract staffing to their recruiting firm’s business model and have also taken advantage of the services provided by Top Echelon Contracting, the recruiter’s contract placement services.

For more information about the benefits of contract staffing and the services that Top Echelon Contracting provides, call (888) 627-3678, Ext. 2.

Yes, we like our pop culture tie-ins here at Top Echelon Network, so let’s discuss the recent movie Oz the Great and Powerful.

That movie, of course, is tied to the 1939 original, The Wonderful Wizard of Oz.  One of the great lines from that original film was, “Lions and tigers and bears . . . oh, my!”

Well, we don’t have any lions, tigers, or bears in the Network.  (And no snakes, either.  Drea Codispoti runs those over with his Preferred Membership Lawnmower.)

No, what we have instead, at least this week, are “Engineers and supervisors and analysts . . . oh, my!”  No, these aren’t potentially dangerous people (as far as we know).  They represent a sampling of the positions that were filled this past week by Preferred Member recruiters in Top Echelon Network.

The complete list for this week is below:

• SAP Business Analyst
  
• Business Consultant
  
• Senior Mechanical Engineer
  
• Construction Project Manager
  
• Supervisor
• Warehouse Supervisor
  
• Reliability Engineer
• Treasury Analyst

Are you looking to fill positions just like these?  Do you work with candidates who have these titles?  Then YOU can make placements in Top Echelon Network.

If you have questions about how you can make placements in Top Echelon Network, contact Membership Development Coordinator Drea Codispoti, CPC/CERS at (330) 455-1433, Ext. 156.

THIS WEEK’S COMPLETED SPLIT PLACEMENTS!

Job order recruiter: Robert Gabor of The Gabor Group

Candidate recruiter: Jerry Walter of Walter & Associates, Inc.

Job title: SAP BUSINESS ANALYST

Fee percentage—25%

Action causing split placement: The job order or candidate was found by searching Top Echelon’s split databases.

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Job order recruiter: Michael Stuck of Gables Search Group, Inc.

Candidate recruiter: Terry Rhodes of NewCareers

Job title: BUSINESS CONSULTANT

Fee percentage—15%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Job order recruiter: Suzanne Griffith, CPC of J S Griffith & Associates

Candidate recruiter: Rudy Garcia of Joseph Michaels International

Job title: SENIOR MECHANICAL ENGINEER

Fee percentage—25%

Action causing split placement: The job order or candidate was found by searching Top Echelon’s split databases.

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Job order recruiter: Vicki Marino of Recruiting Excellence

Candidate recruiter: James Compton of Compton & Associates

Job title: CONSTRUCTION PROJECT MANAGER

Fee percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Job order recruiter: Veronica Snyder of Career Professionals, Inc.

Candidate recruiter: Bob Allen of The ManCom Team, Inc.

Job title: SUPERVISOR

Fee percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Job order recruiter: John Wharton, CPC of The Garrett Group

Candidate recruiter: Alex Roberts of Joseph Michaels International

Job title: WAREHOUSE SUPERVISOR

Fee percentage—23%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Job order recruiter: Brenda Wylie-Biggs, CPC of KB Search Team, LLC

Candidate recruiter: Joanna Spaun of MJ Recruiters, LLC

Job title: RELIABILITY ENGINEER

Fee percentage—Flat

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Job order recruiter: Linda Blakemore of Atlantic Pacific Group, Inc.

Candidate recruiter: Michael Muller of FINANCIALJobs.com

Job title: TREASURY ANALYST

Fee percentage—20%

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website design.

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330.455.1433, x125
mdeutsch@topechelon.com
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There are many formulas for the success within Top Echelon Network, and of course, that success is ultimately measured in placements, specifically split placements.

Well, we have yet another formula in this issue of The Pinnacle Newsletter Blog, and that formula deals with what candidates recruiters (exporters) can do to ensure greater levels of Network success.  The formula in question is illustrated perfectly in this week’s installment of “‘Comments’ and Compliments.”

That’s because this installment features two recruiters who compliment their Trading Partners for properly screening and qualifying their candidates before presenting them for consideration.  The time that the candidate recruiters took up front to do so moved the process forward more quickly and resulted in a placement!  So, that means:

Screen and Qualify the Candidate = Make the Placement

It’s a tried-and-true formula that, as you can see, continues to work and work well for Preferred Member recruiters.

We’ll be publishing more “formulas for success” in future issues of The Pinnacle Newsletter Blog, but in the meantime, if you’d like to compliment one of your Trading Partners for a recent split placement, send your comments to marketing@topechelon.com.

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“Catherine Reynolds is a good addition to the TE family.  She qualified the candidate prior to presenting to me.  I highly recommend working with her.”

Submitted by Doug Boyce of J.D. Cotter Search, Inc. regarding his split placement with Catherine Reynolds of OnBoard Recruitment Advisors

Position Title—SENIOR STATISTICAL ANALYST

Fee Percentage—25%

(Editor’s note: this is the first split placement that Boyce and Reynolds have made together in Top Echelon Network.)

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“We’ve had other split placements with Front Line Solutions.  The people they send are well-screened and usually a close match for the position.”

Submitted by Larry Radzely of Adel-Lawrence Associates, Inc. regarding his split placement with Peter Oettinger of Front Line Solutions, LLC

Position Title—LINEAR ACCELERATOR EQUIPMENT SPECIALIST

Fee Percentage—Flat

(Editor’s note: this is the first split placement that Radzely and Oettinger have made together in Top Echelon Network.)

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330.455.1433, x125
mdeutsch@topechelon.com
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(Editor’s Note: This is the next in a series of guest blog posts about contract staffing, courtesy of Top Echelon Contracting, the recruiter’s back-office solution.  Similar posts will appear in future issues of The Pinnacle Newsletter Blog.)

For at least the past decade, Americans have been lamenting the loss of jobs to countries overseas.  Everything from call centers to manufacturing operations has been shipped to countries with lower wages and fewer government regulations.

Now it appears that some of those jobs may be coming back home.  A new trend is emerging known as “re-shoring,” which refers to companies that previously off-shored functions bringing those functions back to the United States.  A recent Workforce article points to Apple as an example.

The technology leader, known for making products in China, recently announced that it would be manufacturing some computers in the United States.  While experts don’t expect offshoring to disappear, the Workforce article notes a gradual movement toward bringing work back to the United States, driven by the following factors:

1. Eroding Cost Savings.  As wages and benefits costs increase in China, the amount companies can save by offshoring is decreasing and could go down to single digit percentages for many products.
2. Social Responsibility.  The slow economic recovery has made some successful companies feel responsible for creating jobs at home.
3. Value of Proximity.  Companies are starting to realize the advantages of having team members close together.  For instance, one hotel group interviewed for the article said that having developers located near the company’s business partners is essential for strategic tasks, such as rebuilding the website.
4. U.S.-specific skills.  Some skills are difficult to find overseas.  One example is app development for mobile devices.  U.S. coders are more familiar with writing those apps, so most app development is done with American talent.

Obviously, re-shoring is good for the American workforce . . . and recruiters.  But there’s a catch.  Many of these jobs are going to be filled by contractors.  Companies are still looking to keep their labor costs down.  Contractors help them do that because they are employed by a third party (“back-office”) that pays the employer portion of benefits premiums.  The back-office also takes on the administrative costs and burdens associated with payroll, Workers’ Compensation, Unemployment, employee paperwork and issues, and more.

North Canton, Ohio-based recruiter Mike Aquino told Top Echelon Contracting that a number of companies he’s worked with at his firm, MPA Companies, are bringing work back from overseas due to quality.

“They sent the work overseas because it was cheaper, but quality was horrible and they lost money because it held up production,” Aquino said.  “They’ve decided to bite the bullet and pay more to get it done right in the United States.”

But companies are having trouble finding the skilled workers they need nearby.  That’s where contracting comes in.  Workers from other areas who may be reluctant to relocate may consider moving on a temporary basis to take a contract assignment.  For example, Aquino recently received a call from a client in Texas looking for contractors from Ohio.

Only time will tell how big re-shoring will really be, but it’s obvious that it has already had some impact and that recruiters who can place contractors could especially benefit from this trend.

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dfledderjohann@topecheloncontracting.com
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