Showing results for ""

It’s crazy to think that we haven’t made Top Echelon Network member Robert Alexander the Recruiter of the Week yet.

One big reason we are making him Recruiter of the Week for this week: his consistent production. As proof of that, check out these facts:

  • Robert and his agency, Systems Technology International, joined Top Echelon’s recruiting network on January 30, 2014.
  • Robert promptly made four split placements that year.
  • He followed that with seven placements in 2015.
  • Not satisfied with that, Robert made seven TE placements in 2016.
  • That still wasn’t enough for Robert. He then made eight Network splits the following year.
  • And now, with three months in the books, Robert has already made seven Top Echelon Network placements in 2018.

Robert Alexander: increasing production

So it looks as though Robert will make increasingly more placements during the first five years of his Network membership. That’s not just consistent production. That’s consistently increasing production.

While he joined our split network in 2014, Robert has been in the recruiting industry since 1994. That makes him an experienced veteran of the profession. Systems Technology International specializes in the field of Technical/Engineering, IT (Information Technology), Software Services, Creative, and Marketing Services virtually in every industry.

So congratulations to Robert Alexander, the Recruiter of the Week in Top Echelon Network!

— — —

“This is our second placement together since just beginning communication about a month ago! Thank you for your partnership!”

Submitted by Melissa Truax of Premier Health Careers, Inc/ Premier Paths regarding her Network split placement with Robert Alexander of Systems Technology International, Inc.

Position Title—LPN (LICENSED PRACTICAL NURSE)

Fee Percentage—Flat

(Editor’s note: This is the second Network split placement that Melissa and Robert have made together in Top Echelon.)

— — —

“Thanks, Robert . . . this candidate was right-on. Let’s do more! I have several very hot jobs posted that must be filled quickly! Fast interviews, fast hires, fast paying clients with whom I’ve made many placements.”

Submitted by Steve Moore of J.D. Cotter Search, Inc. regarding his Network split placement with Robert Alexander of Systems Technology International, Inc.

Position Title—MAINTENANCE SUPERVISOR

Fee Percentage—25%

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

We’re in a candidates’ market. As such, you might very well be “drowning” in job orders. At the very least, you have more than you can effectively work at once.

You might think that you’re a superhuman recruiter, but . . . you aren’t. Everybody has their limits. You can only stretch so far. So what should you do when a client gives you a job order and you have absolutely no time or energy to devote to it?

Busy making split placements

You should share that job with the Network and/or your split recruiting partners, that’s what!

And we have a case study that illustrates this logic perfectly. This case study involves Network members Maria Hemminger of MJ Recruiters, LLC and Jay Laney of The Williams Company.

MJ Recruiters received a job order from one of its clients. However, the agency’s recruiters were already busy working on other orders. As a result, they did not have time to focus on this particular order.

However, they DID know who to call in Top Echelon’s recruiting network: none other than Jay Laney!

The reason is easy. Maria knew that Jay’s area of specialization is Food & Beverage. The position was for a Production Manager. Jay presented quality candidates in no time at all, and Maria’s client hired one of them. Cha-ching!

Without the help of the Network, MJ Recruiters would not have been able to make this placement and earn the fee. Are YOU busy on your recruiting desk right now? Too busy to work on certain job orders?

Then share those orders with the Network and your trading partners! Let them work on the orders . . . because split placements are better than NO placements.

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.

— — —

“Jay was THE MAN in this search. Our desks have been so busy with orders, we did not have time to focus on this position. I called Jay Laney…Mr. Food recruiter and he sent us 3-5 solid candidates for the position. We got the hire. Jay ran with this search and it paid off for both of us. Thank you, Jay, for your focus and time spent on our client’s search.”

Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her Network split placement with Jay Laney of The Williams Company

Position Title—PRODUCTION MANAGER

Fee Percentage—20%

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

Last week in The Pinnacle Newsletter Blog, we announced that we have a FREE video available. That video is about how to make contract placements. This is a new week, so we’d like to announce that we have another FREE video available for recruiters who want to make more money. (That would be all recruiters, of course.)

This 30-minute video is titled Learn to Make Money with Contract Staffing.”

YOU can make more money!

Debbie Fledderjohann, President of Top Echelon Contracting, has over 20 years of experience in contract staffing. She has helped recruiting agencies earn more money by making contract placements within the technical, professional, and healthcare sectors. In this video, Debbie discusses how much money recruiters can earn in contract staffing (potential: $249,600), as well as current trends that are affecting contracting.

But that’s not all! You’ll also learn the following:

  • Why clients use contractors
  • Why candidates like contract assignments
  • The different types of contract opportunities
  • Rates, the “quote” system, and recruiter profit
  • How EASY it is when you outsource the back office
  • Free training tools and marketing documents

When you make both direct hire and contract placements, you run a more balanced desk. Not only that, but you also create multiple revenue streams for your recruiting firm.

Don’t put “all of your eggs in the direct hire basket.” Learn how to make money by offering contract staffing solutions to your clients. Generate more revenue. Smooth out the ups and downs of direct hire. And make this your best year ever!

Watch “Learn to Make Money with Contract Staffing”!

— — —

Remember: Top Echelon also offers FREE training sessions as part of our “Recruiter Coaching Series” of webinars. These webinars are offered on the second Tuesday of every month.

In addition, Top Echelon offers an extensive library of recruiter training videos. We invite you to browse through these videos, which are presented by some of the leading trainers in the recruiting profession.

It’s true: you can’t make placements without job orders. However, how many job orders can TE recruiters work at the same time?

After all, there is a point of diminishing returns. In other words, once you reach a certain point, your efforts are fractured and not as effective. A person’s bandwidth is only so big. Once you exceed that bandwidth, your productivity actually starts to decline.

After all, you can be plenty busy and not make any placements. Clients don’t pay you to be busy. They pay you to be productive.

With that in mind, below is a poll question that we recently posted in the Top Echelon Network Members’ Area:

How many job orders are you working on right now?

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

  • 0-3 — 18.1%
  • 4-6 — 28.4%
  • 7-10 — 25.9%
  • 11-15 — 10.3%
  • 16 or more — 17.2%

TE recruiters and their job orders

The results of this poll involve a close race for the most popular answer. That’s because “4-6” received 28.4% of the vote and “7-10” was right behind it at 25.9%.

As we’re apt to do, let’s add those two percentages together. Once we do, we see that over half of poll participants (54.3%) are working between four and 10 job orders right now.

What about the other ends of the spectrum? Well, there are 18.1% of TE recruiters currently working on between zero and three job orders. Then there are those who are working on between 11 and 15 (10.3%).

And then there is that contingent that is working overtime. For the purposes of this poll and blog post, “overtime” consists of 16 job orders or more. According to the poll, 17.2% of TE recruiters fall into this category.

As any recruiter knows, more job orders does not necessarily translate into more placements. More quality job orders translate into more placements. Quantity is nice, but quality is better. Quantity and quality is the best of both worlds.

Looking to maximize your membership in Top Echelon’s recruiting network?

Then contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

(Editor’s note: the following article is by industry trainer and speaker Barb Bruno, CPC/CTS of Good as Gold Training. Barb has served as a keynote speaker at recruiter networking events like the Top Echelon National Convention and Fall Conference multiple times. She has also presented webinars for the Top Echelon Recruiter Coaching Series. Barb is a trusted voice in the recruiting and staffing industry, as well as a valuable contributor to the resources that Top Echelon provides.)

— — —

It is important for you to conduct revenue modeling before you address the topic of generating client leads. Review where you have made placements during the past two years, which will help you to identify your best business. You then want to generate leads targeting this best business.

The best client leads should be generated from your current clients and candidates. Referred business is always the best business because of the inferred level of trust. Most recruiters don’t recognize leads because they are too busy working their desk. This is “gold in your database” in the form of endless leads.

If you’re doing a great job for your current clients, they will be willing to refer other clients to you as long as they don’t feel this new client will be their competitor for access to the best talent you represent. You need to assure them that they will always have first access to top talent.

Client referral program = more leads

You will also obtain increased client referrals when you develop and promote a client referral program. It was no coincidence that client referrals increased by over 100% when we formalized the approach to client referrals and offered to donate to our clients’ favorite charity if they referred someone to us who hired from us.

The charity could be personal, like their church or children’s little league team or it could be a major charity. Have a plaque created and have the charity go to the company to present the plaque. Often, a picture is taken and is included in the company newsletter and the plaque is hung in the front office.

Candidates can also provide client leads by sharing where they have interviewed. In addition, they could provide you with inside information on past employers, which allows you to make informed marketing presentations. They can identify the best companies to target, as well as companies they would never consider. They will share why they like or dislike certain companies, providing you with inside information.

A list that includes leads from clients and candidates is more valuable than any other type of lead generated!

Making your first TE split placement in the Network is a special occasion! And when you make that first TE split through the use of the MEGA Database? Well, then it’s even more special!

That’s exactly what we have this week with Network members Sara Koekenberg of Recruiting Services International and Nicole Anderson of Custom Search, Inc. Sara joined Top Echelon’s recruiting network in May of last year, while Nicole joined the following month.

The two of them used the MEGA Database, Top Echelon’s special recruiting database and sourcing tool, to place a Senior Regulatory Affairs Specialist. As you can see below, Sara was the job order recruiter and Nicole was the candidate recruiter.

Their placement was one of 12 TE split placements this week. The other 11 are listed below, along with the recruiters involved, the job title, the fee percentage, and the action that caused the placement. (If you’d like to know the fee totals associated with these placements, please login to the Members’ Area and search for the individual placement details.)

And if you’re not using the MEGA Database, then you’re missing out! There are multiple articles and videos in the Help Center regarding the MEGA.

But if you have specific questions, feel free to contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

This Week’s TE Split Placements

— — —

Job recruiter: Sara Koekenberg of Recruiting Services International

Candidate recruiter: Nicole Anderson of Custom Search, Inc.

Split job title: SENIOR REGULATORY AFFAIRS SPECIALIST

Fee percentage: 22%

Action causing split placement: MEGA Database

— — —

Job recruiter: Kristy Fitch of Automationtechies.com

Candidate recruiter: Alan Daum of Alan N. Daum & Associates, Inc.

Split job title: SENIOR AUTOMATION ENGINEER

Fee percentage: 25%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Joe Cotter of J.D. Cotter Search, Inc.

Candidate recruiter: Vicki Hubiak of J.D. Cotter Search, Inc.

Split job title: MACHINIST

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Kelly Goetsch of Van Zeeland Talent, LLC

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: SR. PRODUCT SPECIALIST

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Pamela Ratz DeVille, CPC of the MMS Group

Candidate recruiter: Sharon Raymond of

Split job title: DIRECTOR, CM

Fee percentage: Flat

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Tim Green of Flagship Management

Candidate recruiter: Cynthia Woods of Woods & Paolino Recruiting Solutions

Split job title: PURCHASING MANAGER

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Terry Rhodes of NewCareers

Split job title: MEDICAL TECHNOLOGIST

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Brian Dussault of Premier-Staffing

Candidate recruiter: Christopher Painter of firm name

Split job title: BUSINESS DEVELOPMENT REPRESENTATIVE

Fee percentage: Flat

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Nancy Phillips of Phillips Staffing Solutions

Candidate recruiter: Herman Bruno of Herman Bruno

Split job title: DIRECTOR OF HR

Fee percentage: Flat

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Jamie Mathis of the Executive Group

Candidate recruiter: David Wood of The David Wood Company

Split job title: SR. BUSINESS MANAGER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Harvey Lipton of The Centrus Group

Candidate recruiter: Jim Sullivan of Ethical Search Professionals, Ltd.

Split job title: DESIGN ENGINEER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Greg Andera of North Star Recruiting

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: COMMERCIAL MARKETING ASSOCIATE

Fee percentage: 18%

Action causing split placement: Alerts