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Do recruiters use video resumes?  How about video interviews?  In this episode of “Top Echelon TV,” Internet Strategies Manager Todd Bossler delves into the word of recruiters and just how much they use video technology.  Some of his discoveries may surprise you . . . and some may not.


How about you?  How much do you use video technology?  Do you plan to use it more in the future?  Your feedback is always appreciated.

Matt DeutschAt Top Echelon Network, we want to help you as much as possible.  Of course, what we want to help you the most with is making split placements.  After all, that’s the name of the game.

Making the Network work for you so that you can make those split placements involves many moving parts.  (Although if you want to simplify things drastically, focusing on The Four Pillars of Top Echelon Network is a great place to start.)  One of the moving parts of which I speak is the Network software, including the Members’ Area and also “Splitsville,” which is the social media aspect of the software.

Providing training that deals with these specific areas of the Network software is one way in which we want to help Preferred Member recruiters . . . and we’ll soon be providing just such training.  The training that I’d like to discuss in this blog post, though, deals not with full-fledged training videos or long articles, but instead with short informational videos.

These videos will be 30 seconds to 60 seconds in duration, and they’ll be located within the software.  Specifically, they’ll be located right next to the written part of the website that also deals with that topic.  For example, next to the section in the software titled “Golden Rules” or “Policies,” there will be a small video icon.  When you click on that icon, a window will automatically open containing a video overview of the “Golden Rules” or Policies.

Are these videos meant to be comprehensive in nature?  Obviously not, since they’ll be anywhere between 30 and 60 seconds long.  However, they are designed to provide enough information so that the person watching will have a working knowledge of the topics covered.

“The Golden Rules” and the Policies are just two of the subjects that we’ll be addressing with these videos.  Below is a short list of some other topics in the queue:

  • The Frequent Placer Program (FPP)
  • The four-stage application process
  • The placement forms
  • Alerts

What’s the timeframe for these videos?  In other words, when will they be made available?  Well, we’re not going to wait until they’re completely finished before releasing them.  First of all, we don’t know how many there are going to be.  We might think of others while we’re filming the ones from our initial list.  Second, why make you wait?  We’ll incorporate the videos into the software on an individual basis as soon as they’re ready.  And remember . . . these videos aren’t just for newer Members.  They’re for any Preferred Member recruiter who wants to know more about the Network.

What do you think?  What other topics should be included in this series of training videos?  What else do you believe we should include in our training for Top Echelon Network, video-related or not?  We welcome your feedback.  That’s how we make our systems better . . . and it’s also how we roll.

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(330) 455-1433, Ext. 125

Glenda SmithThe best way to find out how to enjoy success in Top Echelon Network . . . is to ask the Top Producers how they’ve enjoyed success.  Makes sense, right?  Well, that’s exactly what we did, and now we’re going to present their answers in The Pinnacle Newsletter Blog.

This week, we’re highlighting Glenda Smith of MetalJobs Network.  Glenda is currently ranked fifth overall in the Network in terms of production.  She’s made a total of six split placements in Top Echelon Network during the past year and 71 placements overall during her tenure as a Preferred Member recruiter.  Her specialty is Aluminum Extrusion Manufacturing.

We asked Glenda some questions to find out exactly what she’s doing right in the Network and how she’s making split placements.  Our questions—and her answers—are listed below.  Thanks, Glenda . . . and congratulations!


1. What factors have led to your success as a Preferred Member?

Reputation in TE. I think because recruiters know when it comes to the Metals industry, MetalJobs Network can be counted on to have specific candidates and open positions.


2. How have The Four Pillars of Top Echelon Network (Quality, Communication, Trust, and Active Participation) played a role in your success?

The primary “pillar” to me is Trust.  You have to be able to maintain a very high level of trust with your Trading Partners.  I think we all learned early on to keep information about our companies very confidential, just in case another recruiter tried to “steal” your company or your job order.  In fact, a recruiter who asked for the exact location or the name of your company was suspect.  Now that’s changed, with the ups and downs of the economy and the knowledge that we’re all in this together.

I always share the exact location on every job order and most of the time, I’m okay with sharing the company name, too.  I share every one of the job orders I get on the Big Biller recruiting software and my worthy candidates, as well (Active Participation).  If I’m working with another recruiter’s candidate, I keep that recruiter apprised of the progress of that candidate through interviews, etc. (Communication).  When I do submit a candidate to other recruiters for one of their job orders, I try very hard to match the candidate’s skills, education, and experience with the requirements of the job order.  I always send a completed Resume Data Sheet, along with a resume that can be submitted to a client as-is (Quality).


3. Have Regional Core Groups, Virtual Core Groups, or attending Top Echelon conferences and conventions played a role in your success?  If so, how?

I LOVE attending conferences and conventions—meeting new people and saying hello again to recruiters you already know—what fun!  I’m always able to take away at least one thing that I can use in my business, and sometimes that’s making a split placement with a recruiter I’ve just met!


4. How have the split placements you’ve made in the Network enhanced the overall production of your recruiting desk?

Split placements are about 20% to 25% of my total placements, so it’s significant to my income.


5. What is your philosophy regarding split placements (i.e., how they fit into your business model, how many you strive to make in a given year, etc.)?

I always count on a certain percentage of placements being split with other Preferred Members.  Over the years, it’s become an important part of our business model—one of the aspects of it that hasn’t changed at all.

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Be sure to check The Pinnacle Newsletter Blog next week for the second part of Glenda’s interview, and if there’s a Top Producer you think we should be asking questions, email their name to

'Comments' and ComplimentsOkay, the compliments from Preferred Member recruiters have started to pile up.  So what does that mean?  It means that we publish more of them in The Pinnacle Newsletter Blog, that’s what!  This week, three recent split placements between Network recruiters are being highlighted in the newsletter, and that might be the case going forward, if the number of comments that recruiters submit with their Completed Placement forms continues to grow.  And when you’re talking about split placements, “growth” is a good word.

Please add to our workload!  If you have comments for a Trading Partner regarding a split placement, please email those comments to

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Joe NotoFrank Chavira“Frank Chavira was a tremendous help with this deal.  He is thorough, reponsive, and willing to do his part as the candidate recruiter.  This was especially critical, since this placement involved placing a Mexican national into a position in Juarez, Mexico, and I do not speak Spanish.  I would welcome the opportunity to work with Frank again.  He’s an excellent TE Trading Partner.”

Submitted by Joe Noto of Regency Search Group regarding his split placement with Frank Chavira of HG Arias & Associates

Position Title—Technical Systems Analyst
Fee Percentage—Flat

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Steve BrodyRoss Causley, CTS“Ross did a great job on both sourcing [the candidate] and checking references.”

Submitted by Steve Brody of Executive Resource Systems regarding his split placement with Ross Causley, CTS of QCI Technical Staffing

Position Title—Senior Audit Manager
Fee Percentage—20%

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James ComptonBob Wylan“It was a pleasure to partner with Jim Compton.  He qualified the applicant and provided me with the appropriate front-end information.  I’m looking forward to more splits with Jim.”

Submitted by Bob Wylan of R.A Wylan & Co., Inc. regarding his split placement with James Compton of Compton & Associates.

Position Title—Production Control Analyst
Fee Percentage—25%

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Remember, if you have comments for a Trading Partner regarding a split placement, please email those comments to