Just about every week, we have a Recruiter of the Week in Top Echelon Network. Gets old after a while, doesn’t it? So how about TWO Recruiters of the Week?

That’s right: for the first time, we’re assigning two Network members with this recognition in The Pinnacle Newsletter Blog.

And it just so happens that those members are split recruiting partners.

Splitting for these two is twice as nice

Mary Morris of Big Haystack joined Top Echelon’s recruiting network on October 19, 2016. She made one Network split that year. It was with Carolyn Barcus of Barcus Associates.

Mary then made five TE split placements in 2017. All of those were with Carolyn. This year, Mary has made three Network splits. Were all of them with Carolyn? No, but two of them were. (Mary’s latest split was with Steve Zollner of The Sunridge Group.)

Not only have Mary and Carolyn been splitting often, but they’ve also been splitting BIG. That’s because all but one of their split placements have commanded a fee of at least $30,000. And three of them have commanded a fee of at least $40,000.

Here’s the value for tenured members of the Network. Carolyn joined Top Echelon on July 25, 1996. Mary has only been a member for a year and a half. However, the two of them have already made eight splits.

So if you’re a tenured member of Top Echelon Network, reach out to the new members operating in your industry and niche. Share candidates and job orders. And maybe you’ll enjoy the runaway success that Mary and Carolyn have enjoyed.

Congratulations to our first-ever Recruiters of the Week!

And if you’d like to know how YOU can enjoy more Network success, 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.

This Week’s TE Split Placements

— — —

Job recruiter: Carolyn Barcus of Barcus Associates

Candidate recruiter: Mary Morris of Big Haystack

Job title: BUSINESS DEVELOPMENT DIGITAL SALES

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Carolyn Barcus of Barcus Associates

Candidate recruiter: Mary Morris of Big Haystack

Job title: BUSINESS DEVELOPMENT – TECHNOLOGY VERTICAL

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Troy Randolph of Lea Randolph & Associates, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: REGISTERED NURSE

Fee percentage: 15%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Bruce Widnes of The Recruiting Group, Inc.

Candidate recruiter: Matt Scheihing of J. Miles Personnel Services

Job title: PLANT MANAGER – CENTRAL CALIFORNIA

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Jon Sullivan of Ethical Search Professionals, Ltd.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: 3RD SHIFT MAINTENANCE SUPERVISOR

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Tasha Burks of T. Burks & Associates

Candidate recruiter: Eric Berg of JN Adams & Associates, Inc.

Job title: QUALITY MANAGER

Fee percentage: 25%

Action causing split placement: Alerts

— — —

Job recruiter: Doug Boyce of Priority One Search

Candidate recruiter: Jim Strickland of BioSource International

Job title: PRODUCTION SUPERVISOR

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Carey Towe of Carey Towe & Associates, Inc.

Candidate recruiter: Gary Elias of Elias Associates, Inc.

Job title: MATERIALS MANAGER

Fee percentage: 20%

Action causing split placement: The Split Databases

— — —

Job recruiter: Chris Ramsay, CPC of Corporate Resources, LLC

Candidate recruiter: Mike Bishop of Quality Recruiting & Consulting

Job title: QUALITY ENGINEER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

Last week in The Pinnacle Newsletter Blog, we presented a webinar video about why you should market and run a blended desk. This week, we’re promoting the second part of our two-part series about this topic.

First, industry trainer Bob Marshall of TBMG International discussed WHY. Now he will discuss HOW.

It should come as no surprise, then, that the title of this webinar video is “Marketing a Blended Desk, Part 2 – HOW?”

Defending the blended desk

This is a desk that combines direct hire (the foundation of a recruitment desk) with contract staffing (the foundation of a contract staffing operation) with the added bonus of contract-to-direct conversions!

Key insights in this video include:

• What exactly is a “boomerang worker”?
• Which companies and candidates to target and who to call
• How to identify those who will work contracting positions and what questions to ask
• What is the phenomenon of the freelancer and what, exactly, does the Millennial Generation really want?

But we won’t forget the Baby Boomers, as you’ll learn key insights on HOW to market a blended desk. So watch part one and part two of this free video series by Bob Marshall of TBMG International and learn all about how and why to run a blended desk!

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!

— — —

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.

Top Echelon’s recruiting network affords the opportunity to make more placements. That includes both direct hire placements and contract placements.

One of the common objections recruiters make about contract staffing is that they don’t have any contract candidates. When you’re part of a split network like Top Echelon, you don’t necessarily need to have them. Other members of the Network might have them.

All you have to do is secure the contract job order. Then you post the job order in the Network for other TE recruiters to see.

Recruiters are making contract placements in Top Echelon. And they are making some serious money at the same time. Below are the most recent non-split contract placements made by Network members. (Keep in mind that these are just the placements made by members. There are also placements made through Top Echelon Contracting’s recruitment back office every month by non-members.)

All you have to do is ask your clients for contract job orders. And if they give those job orders to you? Then post them in the Network!

Congratulations to the recruiters below. We hope there are many more contract placements in their future!

Network Non-Split Contract Placements

Multiplier Used	Agency Code	Client Recruiter	Recruiter's Firm Name	Job Title	Recruiter Share
1.63	MS04	Keith Adams	PediaStaff	Speech Language Pathologist Assistant	$8.69/hour
1.48	BR03	Jim Brown	Galileo Search, LLC	Interim Director of Infection Prevention	$20.00/hour
1.55	MS04	Keith Adams	PediaStaff	Occupational Therapist	$12.83/hour
1.22	MN30	Cindy Ridley	HRTechies.com	Contract Recruiter	$0.00/hour
1.55	AN74	Cindy Stephens	Stephens International Recruiting, Inc.	BMET III	$13.82/hour
1.51	MS04	Keith Adams	PediaStaff	School Psychologist	$11.14/hour
1.55	AN74	Cindy Stephens	Stephens International Recruiting, Inc.	BMET III	$13.82/hour
1.56	MS04	Keith Adams	PediaStaff	Occupational Therapist	$11.35/hour
1.50	MS04	Keith Adams	PediaStaff	Occupational Therapist	$11.80/hour
1.50	MS04	Keith Adams	PediaStaff	School Psychologist	$11.96/hour
1.52	MS04	Keith Adams	PediaStaff	Speech Language Pathologist	$11.58/hour
1.67	BR03	Jim Brown	Galileo Search, LLC	Interim Director of Infection Prevention	$15.00/hour
1.29	MN30	Cindy Ridley	HRTechies.com	HR Intern	$0.00/hour
1.41	IN22	John Hope	Tri-Force	Software Engineer	$8.64
1.47	BR03	Jim Brown	Galileo Search, LLC	Interim Case Management Consultant	$905.20/week
1.50	MS04	Keith Adams	PediaStaff	Physical Therapist	$10.56/hour
1.55	MS04	Keith Adams	PediaStaff	Speech Language Pathologist	$10.52/hour
1.59	MS04	Keith Adams	PediaStaff	Occupational Therapist	$12.94/hour
1.59	BR03	Jim Brown	Galileo Search, LLC	Interim Director of Behavior Health	$900.00/week
1.62	MS04	Keith Adams	PediaStaff	Occupational Therapist	$14.17/hour
1.50	MS04	Keith Adams	PediaStaff	Speech Language Pathologist	$10.04/hour
1.53	MS04	Keith Adams	PediaStaff	Speech Language Pathologist	$11.33/hour
1.52	AN74	Cindy Stephens	Stephens International Recruiting, Inc.	BMET III	$13.02/hour
1.60	MS04	Keith Adams	PediaStaff	School Psychologist	$12.70/hour
1.45	IL119	Steve Stern	Prism Search Partners	Software Development	$12.07/hour
1.31	OK19	Bill Young	Career Development Partners, Inc.	Eligibility Representative and COBRA Plan Admin	$1.00/hour

Many of the Top Producers in Top Echelon Network have added contract staffing services to their recruiting firm’s business model. Not only that, but they’ve also taken advantage of the contract placement 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. You can also click here to schedule a walk-through of TEC’s services.

There is no doubt that the employment marketplace is tight right now. It’s a candidates’ market. Job openings are plentiful. Qualified candidates, on the other hand, are not.

But is it the tightest market that recruiters have ever seen? Well . . . that’s a tough question. And since it’s a tough question, we decided to pose it to the members of Top Echelon’s recruiting network.

After all, they’re tough bunch. They can handle it. Below is the question that we posed in the form of a poll in the Members’ Area:

Is this the tightest market with the most turn-downs and counteroffers that you’ve ever seen as a recruiter?

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

• Yes, absolutely! — 24.3%
• I’m inclined to think so. — 43.5%
• I can’t decide.— 13.9%
• No, I’ve seen worse.— 18.3%

The market majority rules

The most popular answer was, “I’m inclined to think so.” That answer garnered 43.5% of the vote. “Yes, absolutely!” was in second place at 24.3%.

Put those two percentages together, and 67.8% of recruiters are of the opinion that this is the tightest market they’ve ever seen. That’s more than two out of every three. (And keep in mind that some of these recruiters were around during the dot.com buildup.)

Another 13.9% admitted that they “can’t decide.” The fourth and final answer was “No, I’ve seen worse.” That answer accounted for 18.3% of the vote.

So to put it another way, less than 20% of TE recruiters are convinced that this is absolutely NOT the tightest market they’ve ever seen. That’s a relatively low number. To put it yet another way, 81.7% of poll respondents are not convinced that this is not the tightest market they’ve seen.

Is that clear as mud?

Other things are abundantly clear. Top talent is in demand, and there’s a scarcity of it. Employers are more than willing to pay recruiter fees in order to secure said talent. But even recruiters are experiencing difficulty finding the candidates they need.

That’s why using your trading partners to fill job orders and make split placements makes sense. Half a pie is better than no pie at all.

What happened to half a loaf? What would you rather eat—bread . . . or pie?