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During a recent Recruiter Coaching Webinar Series of webinars sponsored by Top Echelon and the Big Biller recruiting software, renowned industry trainer Greg Doersching of Bullseye Mentor showed recruiters how to survive and thrive during the COVID-19 pandemic.

This series of webinars was held on three separate days. We uploaded the recorded versions of these webinars as training videos in the Top Echelon Recruiter Training Library. Below are the titles and descriptions of these training videos.

Working “On”: Dealing with Your Desk in the New Now!

In this training video, Greg will focus on things you should be spending time working “on” right now. You’ve got some time available, where the normal “hustle and bustle” of running a recruiting desk isn’t happening. So use this time wisely and get ahead of the curve as we start recover from the COVID-19 disruption.

Click HERE to watch this training video!

Working “In”: Dealing with Your Desk in the New Now!

According to Greg, just because many companies have slowed down their hiring process and pushed the pause button on any number of searches due to COVID-19 doesn’t mean you should stop doing your job. It just takes a different approach and an enhanced level of finesse. This session will focus on just that—the most productive types of calls and approaches that you should be making right NOW.

Click HERE to watch this training video!

Working “Over”: Dealing with Your Desk in the New Now!

During this training video, Greg will focus on working “over” some of the steps in your recruiting process that cause you inefficiencies, bottlenecks and slow-downs. These are the things that cost you candidates, cost you clients, and most importantly, cost you money.

Click HERE to watch this training video!

If you’re an agency recruiter or search consultant and you’re looking to sharpen your recruitment skills, you can do so with continuous training and education. The good news is that we can help with the Top Echelon Expert Recruiter Coaching Series of webinars!

These webinars are conducted by some of the most popular trainers in the recruiting and staffing industry on the second Tuesday or Wednesday of every month. If you register for a live webinar and can not attend, we record the session so that you can access it at a later date. These recorded versions are then posted on our website as free online recruitment training courses in the Top Echelon Recruiter Training Library.

The effects of the COVID-19 pandemic on the employment marketplace has been a progression, much like the spread of the virus throughout the world population at large.

As such, it was only a matter of time before employers took steps to deal with the virus. This is especially the case in regards to face-to-face interviews. In order to shed some light on what employers have been doing, we posed a poll question to Top Echelon Network members.

That question was as follows:

What do you think will happen to the economy as a result of COVID-19?

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

  • There will be no recession; we’ll bounce back before that happens. — 9.0%
  • There will be a short recession with a rapid recovery. — 43.6%
  • There will be a garden variety recession. — 20.5%
  • Get ready for the second Great Recession. — 19.2%
  • Get ready for the second Great Depression. — 2.6%
  • You can stick your poll question, I don’t want to think about it. — 5.1%

Summary:

Far and away, the most popular answer among Network members was “There will be a short recession with a rapid recovery.” That answer garnered nearly half of the responses (43.6%).

On the other hand, nearly the same number of recruiters believe that there “will be a garden variety recession” (20.5%) and that we should get “ready for the second Great Recession” (19.2%).

Predictably, the answers start to fall off from there. However, it should be noted that almost one-in-10 recruiters believes that there will be no recession and that we’ll bounce back before that happens.

Analysis and Conclusion:

The funny thing about the COVID-19 pandemic is that opinions about it change on an almost daily basis. In other words, this answers to this poll question are between one and two weeks old. As a result, if we asked Network recruiters the exact same question today, their answers may very well be different.

How would they be different? Well, if one had to venture a guess, I would say there would be more people predicting a garden variety recession as opposed to a short recession with a rapid recovery. But that’s just my guess. I’m certainly not a soothsayer.

Perhaps we’ll revisit the answers to this poll question later this year. Then we’ll be better able to assess the Network’s prognostication prowess as a whole.

If you have questions about your Top Echelon recruiting network membership, please 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.

There is seemingly no end to the challenges and obstacles that exist in the economy and the employment marketplace right now. And that is one of the reasons why I’ve decided to go back to basics and stress the fundamentals of Top Echelon Network.

Because focusing on the basics and the fundamentals is a sure-fire way to enjoy more success.

With that in mind, I have a series of networking tips that I will be publishing in The Pinnacle Newsletter Blog during the next several weeks.

These networking tips are specific things that you can do to enjoy more success as a member of our split fee recruiting network. This week, I have the first such tip, and that tip is as follows:

Adopt the philosophy that you are going to try to fill as many job orders as you can, as quickly as you can, with the best candidates you have available to you.

After all, the more assignments you’re able to complete with quality candidates, the happier your clients will be, the more repeat business you’ll receive, and the more money you’ll earn!

Our logic:

Statistics show that the longer a job order remains unfilled, the less your chances are of filling it. This being the case, you want to “strike hard and fast” when presenting candidates.

The longer it takes you to locate that perfect candidate, the more time there is for those “unexpected occurrences” to happen. (And that is especially the case right now, while we’re still dealing with the COVID-19 pandemic.)

What follows are five examples of such “unexpected occurrences”:

  1. Your client changes their mind and puts the order on hold.
  2. Your client tells you they’re going to promote from within.
  3. Your near-perfect candidate changes their mind and must give consideration to a better offer.
  4. Your client tells you they’re going to hire a candidate provided by another recruiter.
  5. Your client learns to function without the position by doling out the responsibilities to other employees.

Immediate steps you can take:

1. Share your job order with the Network immediately.

When you share your job order with Top Echelon, the automated Network Job Alerts system starts working for you by notifying trading partners of new job assignments in their niche. Also, your trading partners have access to your job assignment immediately! Get it out to trading partners right away because they may have the perfect candidate.

Do not try working the job order first and then sending it to the Network as a last resort. Doing so will only use up whatever “lead time” you have and minimize your chances for filling the order.

2. Use the Network Candidates sourcing tool!

There are over four million recruited candidates being shared in the Network Candidates tool, and this sharing system is gaining greater momentum with each passing day.

3. Search candidates in your files and candidates in the Big Biller recruiting software to see if there are potential matches.

Present all qualified candidates to your client, regardless of whether it’s your own candidate or a Network candidate. Don’t let the issue of half of a fee versus the full fee cloud your thinking. Instead, get the assignment filled immediately with a good candidate, and your client will shower you with praise and (hopefully) repeat business.

4. Adopt a sense of urgency, and get your clients to interview (even if it’s a video interview) as soon as you can.

If your best candidate is slightly less than a 100% fit, then you must evaluate all of the potential risks of not presenting that candidate in favor of going out and recruiting another candidate from scratch. Don’t forget, your client may have intentionally given you a “10-point” wish list, which is almost impossible to accommodate, when in fact they really only need seven or eight of those items to be satisfied.

We aren’t saying that you should use a “shotgun approach” when presenting candidates. We’re merely suggesting that you think twice before withholding a good candidate from your client.

If you have any questions, please contact me by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

We’re pleased to present the recruiting agencies that joined Top Echelon Network as new members during the month of March!

As you can see below, a total of 13 agencies joined our recruiting network last month.

We run the names of recruiting agencies applying for membership in the Members’ Area of the Top Echelon website. We list the names of new Network agencies, as well.

However, we also list our new members in The Pinnacle Newsletter Blog. This list typically includes the name of the agency, the join date of the agency, the geographic location of the agency, and the agency’s specialties. These agencies work in a variety of industries and niches.

So I’d like to take this moment to congratulate the agencies listed below. I also welcome them to the membership and look forward to helping them make splits in the Network!

If you have any questions about reaching out to new members or about your split recruiting membership in general, please contact me. My contact information is listed at the end of this blog post.

— — —

New Member Agencies — March 2020:

CORPORATE SEARCH, INC.
Join Date: March 3
Location:
Wisconsin Dells, Wisconsin
Industries: Electrical, Engineering, Manufacturing, Sales, Marketing, Purchasing, and Communications

— — —

44 B SQUARED
Join Date: March 5
Location:
Overland Park, Kansas
Industries: Technology and Engineering

— — —

FLEMING TECHNICAL RESOURCES
Join Date: March 10
Location:
Waukee, Iowa
Industries: Information Technology

— — —

SOURCING PROFESSIONALS, INC.
Join Date: March 16
Location:
Fairhope, Alabama
Industries: Sales, Engineering, Information Technology, and Manufacturing

— — —

HATTERAS CAPITAL ADVISORS
Join Date: March 18
Location:
Hendersonville, North Carolina
Industries: Hospitality, Healthcare, Legal, and Construction

— — —

ASTUTE SEARCH
Join Date: March 23
Location:
North White Plains, New York
Industries: Generalist

— — —

HALLIE’S MEDICAL STAFFING
Join Date: March 25
Location:
Townsend, Delaware
Industries: Medical Staffing

— — —

TBCN, INC.
Join Date: March 26
Location:
Suwanee, Georgia
Industries: Accounting, Finance, Legal, Human Resources, Technology, and Office Support & Management

— — —

TOP TALENT SEARCH, LLC
Join Date: March 26
Location:
Gilbert, Arizona
Industries: Generalist

— — —

YANNA BEE, LLC
Join Date: March 30
Location:
Holland, Pennsylvania
Industries: Legal, Real Estate, Financial Services, Manufacturing, Engineering, Marketing & Public Relations, and Healthcare

— — —

BENTLEY JACOBS
Join Date: March 31
Location:
East Aurora, New York
Industries: Generalist

— — —

PROSOURCE IT
Join Date: March 31
Location:
Miami Lakes, Florida
Industries: Information Technology

— — —

YELLOW TREE EXECUTIVE SEARCH
Join Date: March 31
Location:
Waconia, Minnesota
Industries: Commercial Software, Healthcare, Retail & Consumer Goods, Manufacturing, Construction, and Professional Services

— — —

It doesn’t matter if you’re a newer Network recruiter or an established member. If you want help making split placements with other Top Echelon Network members, then I encourage you to contact me.

You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

A couple of weeks ago in The Pinnacle Newsletter Blog, I posed a series of questions designed to help determine your current stage as a networker.

This week, I’m going to discuss the five stages of a networker in Top Echelon overall.

As a member of our exclusive recruiter network, you fall into one of these five stages. The objective of this exercise is to determine exactly in which stage you currently reside. After that, you’ll have to decide what you must do to move to the next stage.

There are two parts to each of the stages. First, there’s a description of the stage. Second, there’s a description of the level of satisfaction associated with each stage.

Stage 1 Networker

Description: They’re just “planting the seeds” of networking and considering how it could have a positive impact on their business. They don’t yet have a strong history of making split placements.

Satisfaction level: Unless they get lucky, they will not make any split placements. If they don’t evolve quickly into a Stage 2 Networker, they normally will quit the Network within the first three to nine months.

Stage 2 Networker

Description: They are now “sending out roots” to attempt to establish themselves in the Network.

Satisfaction level: They are somewhat pleased with Top Echelon Network as a service company. However, if expenses need to be cut, the Network would be one of the first to go.

Stage 3 Networker

Description: They are now “branching out” into the Network and wanting to make their Network split recruiting fees a dependable part of their income.

Satisfaction level: They’re beginning to view Top Echelon Network as a true partner in their business, rather than some service to which they merely subscribe. They’re pleased with Top Echelon Network, but they recognize that it could be even better. Even when they hit a dry spell and haven’t had any Network splits in a while, they won’t drop their membership in order to cut expenses because they recognize that their trading partners have the potential for generating revenue for them.

Stage 4 Networker

Description: Their development as a networker is “growing strong and healthy” at this point.

Satisfaction level: They firmly recognize that Top Echelon Network is a partner in their business. They know that the Network is here to help them and vice-versa. They treat Top Echelon Network as a business partner and expect the same in return. A good network will not only attract good recruiters, but also retain them. They begin relying on the Network to continue to surface good trading partners.

Stage 5 Networker

Description: Now networking efforts are “bearing fruit” as they enjoy the significant financial rewards of networking. They are firmly planted in the Network.

Satisfaction level: They view the Network as a vital segment of their business. They recognize that Top Echelon Network helps sustain their core group relationships and acts as a continual source of new trading partners for them. They’re very pleased!

If you’d like to know how you can reach the next stage of networking, please contact me. You can do by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.