We have another “split placement selfie” blog post in The Pinnacle Newsletter!  But let’s dispense with the pleasantries and get down to business, shall we?

How?  By listing the five reasons this “split placement selfie” blog post is awesome, that’s how!

#1—It has a ‘split placement selfie’

These are always awesome!  In fact, I probably don’t need to list any more reasons than this one.  What’s that?  You demand more reasons?  Alright, alright, calm down.

#2—The Golf Outing connection

The recruiters in question, Maria Hemminger of MJ Recruiters and Bill Kubena of Kubena & Associates, met at the 2013 Top Echelon Ohio Golf Outing.  This proves, of course, that face-to-face networking, especially at an event like the Golf Outing, results in split placements.  We’re not making this stuff up!  It really happens!  Look!

#3—It’s their first split together

What better way to celebrate a first split placement with a Trading Partner than by taking a “split placement selfie”?  It’s fun, it’s memorable, and it increases the chances that these two recruiters will make even more splits.  Which means more “selfies” and more celebrating . . . which means more splits . .  which means . . .

#4—96 and counting

Hemminger has now made 96 Network placements since joining Top Echelon Network nearly 10 years ago.  She will more than likely reach 100 by the end of the year, if not sooner.  We fully expect a “selfie” for her 100th placement.  Or we’ll be sorely disappointed.  And we don’t like disappointment.

#5—The ‘Joanna Factor’

MJ Recruiters is more than just Hemminger.  It’s a well-oiled machine that’s also run by Network recruiter Joanna Spaun, who you can also see in the “split placement selfie.”  It’s like a bonus “selfie”!  Even our “selfies” have “selfies”!

So don’t delay!  Act now!  Send your “split placement selfie” to marketing@topechelon.com!

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Maria Hemminger

Bill Kubena

“We first met Bill at a Top Echelon golf outing in the summer of 2013.  Dave Sgro [of True North Consulting, Inc.] introduced us.  I am very happy that [Bill] has chosen to still do business with me, even after we golfed together.  He did a great job of learning the type of candidates that we are constantly looking for.  He sent this candidate to me, based on our previous conversations.”

Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her Network split placement with Bill Kubena of Kubena & Associates

Position Title—PURCHASING COORDINATOR

Fee Percentage—25%

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

You’re a recruiter.  You’re in social media.  You source in LinkedIn.  You probably have a good idea of what you like and what you don’t like when you’re in there.

That was the topic of a recent article on Quora.com titled, “Do Recruiters Dislike Being Approached on LinkedIn or Facebook by a Candidate?”

Granted, the author of the article is an internal Engineering recruiter for a large company with national recognition (as opposed to an independent, third-party recruiter), but both types encounter the same basic challenges on LinkedIn.  The author’s short answer to the question posed by the article’s title is, “We like being approached as long as the candidate is showing their relevancy.”

However, that’s just one of many points that the article brings up.  Below are six more points about being approached by candidates on social media (especially LinkedIn):

1.) Being a recruiter is a lot like being a top candidate, since recruiters have to deal with and sort through multiple requests from job seekers and top candidates have to deal with and sort through multiple requests from recruiters.

2.) Not many recruiters use Facebook as a sourcing tool for candidates . . . or to communicate with candidates at all, as a matter of fact.

3.) Recruiters have a love/hate relationship with LinkedIn.  The author calls LinkedIn “not particularly intuitive or well-designed” and says that “more and more recruiters I talk to view LinkedIn as a ‘necessary evil.'”

4.) Recruiters typically receive between 30 and 40 LinkedIn connection requests per day, with plenty of accumulated requests that have yet to be answered.

5.) Some of the (misguided) approaches that candidates use are specific to internal recruiters, but one that is common to both internal and third-party recruiters is the “How can we help each other?” approach.  The author draws a parallel between that and the “One of my New Year’s Resolutions is to reach out to more of my current connections to see how we can help each other” quasi-click bait.  The author’s assessment is both insightful and accurate: “Can we all collectively throat punch the person who started that trend?”  Amen.

6.) The overriding point of the article, besides the importance of candidates showing why they are relevant and worthy of the recruiter’s time, is that candidates should keep it short and brief and provide any information that will allow the recruiter to take immediate and quick action.

Click here to read the Quora article in its entirety.

Have you been approached by candidates on social media, and when I say social media, I mean LinkedIn?  What’s been your experience with this?  Do you believe LinkedIn is a “necessary evil”?

Do you use Facebook to source candidates?  Or do you use it strictly for personal reasons?  Exactly how much of your recruiting strategy does social media comprise?