It’s April 18! It’s Tax Day since the Internal Revenue Service gave us an additional day since their website blew up! Pay your taxes! (Wasn’t that nice of the IRS?)

But since we’re talking about money, why we talk about recruiter fees? And since we’re talking about recruiter fees, why don’t we talk about the biggest Top Echelon fee for the month of March?

Okay, you twisted my arm. Let’s talk about it. One of the recruiters involved in this split placement is no stranger to big fees. That recruiter is Pamela Ratz DeVille, CPC of the MMS Group.

Pamela has been associated with both the Largest Split Fee of the Month Award and the Largest Split Fee of the Quarter Award in the past. In other words, she makes big Network fees with regularity.

However, we are pleased to report that the Top Echelon fee listed below is her biggest one to date!

After paying the 6% brokerage fee to TE, both Pamela and Sharon Raymond received $29,022.50 for this placement. There are many full-fee placements that aren’t that big.

So when somebody says there’s no money in split placements, you can prove them wrong.

Congratulations to Pamela and Sharon for splitting this placement fee and splitting this award for the month of March!

(Psssst . . . don’t forget your taxes.)

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Largest Top Echelon Fee for March:

Pamela Ratz DeVille, CPC of the MMS Group and Sharon Raymond of SE Raymond

The position for this split placement was a Chief Medical Director. Pamela was the job order recruiter and Sharon was the candidate recruiter.

The action that stimulated this split placement was listed as “Offline communication with a member.”

The fee for this split placement was $61,750.

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Top Echelon determines the monthly and quarterly winners of its Network split fee recruiting awards in four distinct categories:

1.) Recruiter of the Month
2.) Largest Split Fee of the Month
3.) Recruiter of the Quarter
4.) Largest Split Fee of the Quarter

We only announce the winners of these awards in The Pinnacle Newsletter Blog. We do so usually (but not always) in the issue following the conclusion of each month and/or quarter.

Recruiters are often overwhelmed by the prospect of determining the rates for a contract placement. As a result, they avoid adding contract staffing to their business model. That is a mistake!

Fortunately, it is an avoidable mistake. Calculating rates for a contract placement is not that difficult. There’s just a bit of training involved. With that in mind, we have a FREE webinar video that breaks down the process for you.

Once you know how the process works, you won’t feel overwhelmed again. Then, after a while, it will seem second nature to you.

The webinar video in question is “How to Determine the Rates for a Contract Placement.”

Three (3) critical rates

The #1 question that Debbie Fledderjohann has been asked during her 25 years at Top Echelon is, “How do I figure out the rates for my contract placement?” (And ultimately how much will I (the recruiter) earn per hour)?

During this FREE webinar video, Top Echelon Contracting President Debbie Fledderjohann will discuss the three (3) critical rates that are the starting point for every contract placement:

1. The hourly rate to the candidate
2. The hourly bill rate to the client company
3. The hourly recruiter income

Watch as Debbie goes over these three starting points and see how adding contract staffing services to your business model can be extremely easy and profitable.

If you have additional questions, we encourage you to contact us. You can reach us by telephone at 888.627.3678. Stop leaving money on the table! Ask your clients for contract job orders, fill them, and make more money.

Watch this FREE training video!

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Remember: Top Echelon also offers FREE training sessions as part of our “Recruiter Coaching Series” of webinars. We offer these webinars 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 a candidates’ market. That means a lot of things. One of them is that recruiters contact passive candidates at work. A lot.

These candidates’ reaction to being contacted at work can vary, as you well know. One of the ways they react is by being upset. That’s always been the case.

But how often is that the case? That’s a great question. In fact, it’s so great that we decided to pose it to the Top Echelon Network membership in the form of a poll question:

How often are passive candidates upset when you contact them at work?

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

• Never — 23.5%
• Infrequently — 48.0%
• About half the time — 11.8%
• Most of the time — 8.8%
• Always — 0.0%
• I never contact candidates at work. — 7.8%

Degrees of being upset

Recruiting passive candidates is not easy. After all, these people aren’t even looking for a new job. That’s why they’re passive. Not only that, but they’re leery about being contacted at work. They don’t want anybody to find out that they’ve been talking with a recruiter. And talking with them at work, no less.

However, it would seem as though they’re NOT upset in the vast majority of cases. Let’s go to the numbers, shall we?

Almost a quarter of poll participants (23.5%) indicated that passive candidates are “Never” upset. Another 48% chose “Infrequently” as their answer. That’s a combined 71.5% of recruiters who say that passive candidates are upset infrequently at the MOST.

In addition, 11.8% are of the opinion that passive candidates are upset “About half the time.” Another 8.8% chose “About half the time” as their answer. And interestingly, 7.8% “never contact candidates at work.” They must email the candidates if they don’t have the candidates’ home or mobile phone numbers.

Fortunately, passive candidates seem to have a firm grasp on the situation. They know that they’re a “hot commodity.” They expect recruiter phone calls, even at work.

In other words, they know that the time they should be upset and worried is when they no longer receive those phone calls.

For many years, The Cornerstone, the newsletter of Top Echelon Contracting, was sent to the recruiters 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 at Top Echelon Network still run contract split placements made by Preferred Member recruiters in select issues of The Pinnacle Newsletter Blog . . . and this is one of those select issues!

Below are are recent contract split placements made by Top Echelon Network recruiters and handled by Top Echelon Contracting, the recruiter’s back-office solution.

Congratulations to the recruiters involved!  We hope there are many more contract splits in your future!

Many of the Top Producers in Top Echelon Network have added contract staffing to their recruiting firm’s business model.  Not only that, but they’ve also taken advantage of the services provided by Top Echelon Contracting.

For more information about contract staffing and the back-office services that Top Echelon Contracting provides, call 888.627.3678, x2.