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We recently provided links to Greg Doersching’s series of three training videos about recruiting during the COVID-19 pandemic.

Well, we’re back with more videos! That’s because we recently conducted three more webinars as part of the Top Echelon Recruiter Coaching Series. And yes, all three of them dealt with the challenges facing recruiters during the pandemic.

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.

Transforming Uncertainty into Solutions

There is a lot of uncertainty in the employment marketplace right now, but that uncertainty doesn’t have to affect your recruiting desk, your agency, or your business. That’s because you can transform that uncertainty into solutions for your clients, helping them to manage their personnel during the COVID-19 pandemic with contracting options.

In this training video, John Lindesmith of FoxHire shares the tools that you can use to create placement opportunities and position yourself for more success. Among the topics he will address include:

  • How to create value in your agency by providing more hiring options to your clients
  • Easy steps for marketing your contract staffing services
  • How to get contract job orders and find contract candidates to make placements
  • How much additional money you can earn with contracting
  • How contracting can help to “recession-proof” your business for the long haul

There are certainly challenges in the marketplace, but you can turn those challenges into opportunities.

Click HERE to watch this training video!

Selling in a Crisis

We are facing unprecedented times, but that doesn’t mean we can’t learn from past crises and downturns and adapt them to our current situation. In this training video, Tom Erb of Tallann Resources, LLC will discuss the following:

  • What your competitors are doing right now and how to take advantage of their mistakes
  • How to craft and deliver the appropriate messaging that resonates with prospects and clients
  • Where the areas of opportunity are in today’s economy
  • How to get your clients to restart stalled or on-hold job orders
  • The most critical activities you can be focused on today to position yourself for the rebound

Tom Erb has over 25 years of recruiting and staffing experience, including as an executive for two of the largest staffing firms, and more than 10 years of experience consulting to hundreds of staffing and recruiting firms. Tom will share his experiences during previous economic downturns and crises, as well as relevant data that provides insight into where we are and when we are likely to see a recovery.

Click HERE to watch this training video!

Strategies for a CHANGED World

Consider the radical changes that have impacted the world economy in the months of February, March, and April of 2020 and the steps that your staffing company or recruiting agency should take now.

The combination of COVID-19 pandemic and the Russia/Saudi Arabia oil price war have dealt a one-two punch to the U.S. economy. Recently, J.P. Morgan Chase sent a note to its clients saying that markets were indicating a 90% chance of a recession, and in the recruiting and staffing industry, we know that we’ll be among the first to feel the impact.

In this training video, David Searns, Haley Marketing’s CEO, will review recommendations from some of the smartest people in the world about how to plan for—and even thrive in—economic downturns. He’ll also take a look at some of the marketing techniques their clients used to limit their losses during the Great Recession and recover significantly faster than the majority of firms in the industry.

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.

Over the years in the pages of The Pinnacle Newsletter Blog, we’ve told countless stories and relayed a number of case studies about recruiters who have successfully leveraged the power of their Network membership.

Make no mistake: there have been many, many successful recruiters in the Network, and there are many right now. What these stories and case studies have basically illustrated is a blueprint for that success.

That’s because what has worked in the Network has largely NOT changed during the past 30+ years.

Success in TE is about more than just tools and resources; it’s about the proper mentality. It’s an attitude, and recruiters that have this attitude can excel in Top Echelon. They can excel regardless of their business model or the tools they choose to use.

Below are five ways to approach your Network membership the right way:

#1—DESIRE to make split placements.

Don’t view split placements with a “if it happens, great, if it doesn’t, whatever” attitude. Instead, recognize the value that split recruiting efforts provide for your business.

Have what’s called a “split frame of mind.” Half a loaf is better than no loaf at all. That’s the philosophy that the Network was built upon, and it’s the philosophy that guides it to this day.

#2—Work the way your partners work.

Recognize that every relationship is different and every recruiter works differently. Move in tandem with your split partners during the recruiting process, bobbing and weaving when they bob and weave.

They like to talk on the phone every day? Every other day? Then that’s what you do. The result? More split placements and more money.

#3—Invest in your relationships.

A split partner relationship is like any other relationship that you have. You can’t neglect it and expect it to continue to “bear fruit,” so to speak. You must invest in it and cultivate it.

That means staying in contact with your split partners, sharing job orders and candidates, and even sharing stories from your days in the recruiting trenches. Recruiters who invest in their split partner relationships make more splits. It’s as simple as that.

#4—Seek out new split partners.

You can’t have enough good, solid split partner relationships and you never know who you can split with. Placements often come from surprising places, and those placements can result in a relationship that eventually produces multiple deals.

Active Participation (one of the Four Pillars of our recruiting network) is the best way to seek out new partners. That means posting your jobs, posting your candidates, and using the Network Candidates recruiter database.

#5—Look for opportunities to make splits.

We’ve come full circle (see #1). There are recruiters who miss out on split placement opportunities simply because they’re not looking for them.

Having the desire to make splits means actively looking for opportunities to make them. Words are meaningless without action to back them up.

Are there more than five ways to approach your Top Echelon Network membership the right way? Of course there are.

But the five ways outlined above are shared by many top producers in the Network. They’ve been used by recruiters to make split placements during the past 30+ years, and they’ll be used to make splits during the next 30 years.

The question is this: how do YOU approach your Top Echelon split network membership?

As I’ve mentioned in many blog posts over the course of the past several weeks, Active Participation is very important in our recruiting network. In fact, it’s one of the Four Pillars of Top Echelon Network. (The other three are Quality, Communication, and Trust.)

Once again, the Pillar of Active Participation plays a central role in this week’s “Networking Tip” blog post. Specifically, it relates to how much information to submit to the Network.

As you might imagine, the more you participate, the better your odds for success. However, in this “Networking Tip,” that participation takes a very particular form.

But that’s enough hem-hawing. Let’s get down to business. Networking Tip #4 is below . . .

The more candidates and job orders you exchange with other recruiters, the greater your chances to earn additional split placement revenue.

Our logic about how much to submit:

No matter how you slice it, the recruiting business is still a “numbers game” to some degree. You’ll probably agree that the more clients and candidates you’re able to work with, the higher your probability of making a placement.

Along those same lines, the more information you share by networking with other recruiters, the higher your probability becomes of making split placement income!

However, as is the case with most other industries, sheer numbers alone will not make you successful. You need to have focus and direction in whatever you’re doing.

Therefore, we are not suggesting that you should send every candidate and job order you “stumble across” to the Network. But you should certainly send the good ones.

When evaluating whether or not you should network your candidate, keep something in mind. The candidate may be somewhat marginal to you, but very well could be someone else’s treasure.

A good test would be to ask yourself this question: “Would a client pay a fee to hire this candidate?” In the case of job orders, you should ask yourself this question: “Is this assignment fill-able, and would I like to be the recruiter to fill it?”

If your answer is “Yes,” then send it to the Network!

Below are some immediate steps that you can take to submit more to Top Echelon Network in order to earn more:

#1—Streamline your office.

You should do this so the steps required to send job orders and candidates’ resumes to the Network are minimal. The Big Biller recruiting software is specifically designed for one- and two-person offices to quickly and easily submit their candidates and job orders to the Network.

Sharing your candidates and job orders is the fastest way to get them into the Network system. The faster you submit your information, the faster you’ll make split placements.

#2—Ask this question of candidates.

Get into the habit of asking all of your candidates if they’re open to other opportunities. See if they would like for you to share their resume with some of your trading partners.

Obviously, care must be exercised so candidates don’t get paranoid about how their information will be handled. Some candidates may refuse to be networked, but don’t be afraid to ask!

#3—Discipline yourself.

What does this mean? It means blocking out a certain period of time each day to prepare your information to be sent to the Network.

#4—Information flows both ways.

Your Network membership is like a bi-directional pipeline.

You continually receive fresh candidates and job orders through the pipeline, but you also need to submit your own fresh material. By failing to supply the pipeline, you limit your probability for success by at least 50%.

Now that we’ve discussed why the more you submit, the more you earn, we’ll move on to Networking Tip #5.

If you have any questions, please contact me by calling 330.455.1433, x156 or by sending an email to

Now we’re getting down to the nitty-gritty in my “Planning Your Network Success” series of blog posts. That’s because we’ve reached the essential element of trust in recruiting.

Trust also happens to be one of The Four Pillars of Top Echelon Network. (The other three are Quality, Communication, and Active Participation.)

This week, we’re going to examine the element—and the Pillar—of Trust as it pertains to the five stages of a networker.

That analysis is below. You’ll notice that a Stage 4 Networker and a Stage 5 Networker are pretty much the same in terms of Trust.

That’s because when it comes to networking, Trust is one of the most important factors involved, especially if that networking is going to lead to split placements.

Stage 1 Networker

They are normally non-trusting of other recruiters. They are reluctant to openly share candidate contact information and company names.

Stage 2 Networker

They are willing to share to some degree, but are still cautious and will hold back their best candidates and best job orders. They will reluctantly share the name of a client with another recruiter.

Stage 3 Networker

These recruiters are willing to share most of their candidates and job orders. They will still hold back some of their exceptional items for themselves.

They have no problem sharing the name of a company with their peers. In addition, they are not overly concerned about somebody “ripping them off.”

Stage 4 Networker

They are willing to share ALL of their candidates and job orders and will not hold back their exceptional items for themselves. They share everything.

Stage 5 Networker

The same as a Stage 4 Networker, they are willing to share ALL of their candidates and job orders. They will not hold back their exceptional items for themselves. They share everything!

In my next blog post in this series, I’ll examine the essential element of effort.

If you have any questions in the meantime—about this blog post, about the five stages of a networker, or about your split recruiting membership—please contact me.

You can do so by calling 330.455.1433, x156 or by sending an email to