Showing results for ""

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

— — —

Mary Morris of Big Haystack

Mary Morris

Carolyn Barcus of Barcus Associates

Carolyn Barcus

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

— — —

Mary Morris of Big Haystack

Mary Morris

Carolyn Barcus of Barcus Associates

Carolyn Barcus

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

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Troy Randolph of Lea Randolph and Associates, Inc.

Troy Randolph

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

— — —

Matt Scheihing of J. Miles Personnel Services

Matt Scheihing

Bruce Widnes of The Recruiting Group, Inc.

Bruce Widnes

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

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Jon Sullivan of Ethical Search Professionals, Ltd.

Jon Sullivan

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

— — —

Tasha Burks of T. Burks and Associates

Tasha Burks

Eric Berg of JN Adams and Associates, Inc.

Eric Berg

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

— — —

Jim Strickland of BioSource International

Jim Strickland

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

— — —

Gary Elias of Elias Associates, Inc.

Gary Elias

Carey Towe of Carey Towe and Associates, Inc.

Carey Towe

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

— — —

Chris Ramsay, CPC of Corporate Resources, LLC

Chris Ramsay, CPC

Mike Bishop of Quality Recruiting and Consulting

Mike Bishop

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

Can you believe that we’re almost five months into 2018 already? Neither can I, but that’s the case, and along with it comes the Memorial Day holiday.

That’s not much of a surprise, since Memorial Day happens every year. Something else that happens every year is that the Top Echelon offices are closed on Memorial Day.

Closed for business on May 28

That will once again be the case this year. The Top Echelon offices will be closed on Monday, May 28, in observance of the holiday. In this case “Top Echelon offices” refers to the following:

No worries, though. Our offices will re-open at 8 a.m. the following day, Tuesday, May 29.

As always, I’d like to take a moment to wish you a fun and safe Memorial Day holiday. This is a great opportunity to get together with family and friends. It’s also an opportunity to remember those who have served our country or who are currently serving our country, both here and overseas.

We’ll keep all of you in our thoughts and prayers as you travel for parties, picnics, and barbeques.

Have a great holiday weekend!

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.

Everything in life comes down to value, does it not? Well, everything in business and employment marketplace, anyway. (Let’s not launch into a philosophical discussion. At least not yet.)

As a member of Top Echelon’s split placement network, you want value. That makes total sense. You’re investing in the network, and you would like to receive a certain return on your investment.

What we have in this Pinnacle Newsletter Blog post is proof of the value of a split placement network. Specifically, we have proof of the value of Top Echelon’s split network.

Split placement network case studies

Helping to provide this proof are five mini-case studies that illustrate said value. They all involve different recruiters, different industries, and the different ways that the recruiters made split placements. Because what’s better than one form of value? Multiple forms of value!

In other words, it’s better to make placements a number of different ways instead of just one way. That’s exactly the type of value that Top Echelon’s split placement network offers to its members. Network members can make splits in a number of different ways.

And as you can see by the comments below, they can also have fun doing it! Because building relationships (and sometimes friendships) is yet another form of value that Top Echelon’s split placement network provides.

— — —

Carol Martin, CPC of Martin Management, Inc.

Carol Martin, CPC

Michael Stuck of the Gables Search Group

Michael Stuck

“I don’t think I have had many split placements with Alerts, so it’s very cool to have gotten a spectacular candidates from Carol through the TE Alerts system. Her candidate was terrific. Nice to get my first placement, too, with Carol. Let’s do a few more in 2018.”

Submitted by Michael Stuck of Gables Search Group regarding his Network split placement with Carol Martin, CPC of Martin Management, Inc.

Position Title—APPLICATION ENGINEER

Fee Percentage—20%

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

— — —

Jim Strickland of BioSource International

Jim Strickland

“Thanks, Jim! Aaron is a great candidate. He was very responsive and transparent. Made the closing process much easier.”

Submitted by Doug Boyce of Priority One Search regarding his Network split placement with Jim Strickland of BioSource International

Position Title—PRODUCTION SUPERVISOR

Fee Percentage—20%

(Editor’s note: This is the second Network split placement that Doug and Jim have made together in Top Echelon.)

— — —

Steve Zollner of The Sunridge Group

Steve Zollner

Greg Abel of Abel Connect, LLC

Greg Abel

“Greg has been great to work with, and we have additional candidates in process with two other companies.”

Submitted by Steve Zollner of The Sunridge Group regarding his Network split placement with Greg Abel of Abel Connect, LLC

Position Title—REGIONAL VICE PRESIDENT OF SALES

Fee Percentage—20%

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

— — —

Nancy Hastings of The Hastings Group

Nancy Hastings

Terry Rhodes of NewCareers

Terry Rhodes

“Thanks, Terry! Your candidates have been awesome! Looking forward to more splits this year.”

Submitted by Nancy Hastings of The Hastings Group regarding her Network split placement with Terry Rhodes of NewCareers

Position Title—2ND SHIFT DEBONE TEAM LEADER

Fee Percentage—20%

(Editor’s note: This is the fourth Network split placement that Nancy and Terry have made together in Top Echelon.)

— — —

Adam Krueger of Sun Recruiting, Inc.

Adam Krueger

“Thank you for the excellent candidate, Janey. I needed your help, and you came through for me!”

Submitted by Adam Krueger of Sun Recruiting, Inc. regarding his Network split placement with Janey Gohl of HRtechies, Inc.

Position Title—SR. HR GENERALIST

Fee Percentage—25%

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

(Editor’s note: the following article is by industry trainer and speaker Barb Bruno, CPC/CTS of Good as Gold Training. Barb has served as a keynote speaker at recruiter networking events like the Top Echelon National Convention and Fall Conference multiple times. She has also presented webinars for the Top Echelon Recruiter Coaching Series. Barb is a trusted voice in the recruiting and staffing industry, as well as a valuable contributor to the resources that Top Echelon provides.)

— — —

In order to become a strong closer, it is necessary to eliminate the element of surprise. Due to the fact that both sides of our sales involve human beings, our closes will always have challenges. Candidates also know they are in demand and can be difficult to close.

Candidates often:

  • Change their minds.
  • Demand more money.
  • Don’t want your opinion.
  • Listen to the opinions of friends and associates.
  • Will interview through other sources.
  • Will make decisions based on WIIFM (What’s In It For Me).

You should begin to close your candidate with your very first contact, whether this is by telephone, email, or in person. You must become the best listener in this person’s life and have a goal to become their lifetime agent.

Many of the people you will represent will be recruited candidates. They receive an unsolicited call from you and you wonder why their answers are guarded during your initial conversation or interview. The easy answer is that trust has not been established. As you continue to represent this person, the level of trust will improve and their answers will become more honest.

Techniques for closing more deals

Whether you’re working the candidate or client side of the process, it is important to follow these steps: Question–Answer–Pre-Close. The pre-close is guaranteeing that you are hearing what your candidates and clients are saying.

The following techniques will help you become more proficient at closing:

  1. Determine problems, issues, or needs.
  2. Focus on the WIIFM vs. WWD.
  3. Treat objections as buying signs.
  4. Develop and promote your brand.
  5. Under-promise and over-deliver.

When your candidates use words like challenge, advancement, communication, or other descriptive words, you must clarify their definition of these words. Your definition of the same words could be very different. For example, your definition of “advancement” could be more responsibility. On the other hand, the candidate’s definition of “advancement” might be more money.

Take your direction from the people you serve:

  • When you say these six words, “I take my direction from you,” people will provide more directives.
  • Ask questions to guarantee that you are focused on what is most important to them.

See your services through the eyes of the people you serve:

  • Survey your candidates and clients.
  • Ask for critiques of your service.
  • Listen to understand where they are coming from and “put yourself in their shoes.”

When you’re attempting to close deals, your candidates and clients must want to buy versus feeling that they are being sold. It’s most effective to stress the WIIFM (What’s In It For Me) of the candidate and client.

When you focus on what is most important to your candidates and clients, then you will eliminate most surprises and close more deals.

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 UsedAgency CodeClient RecruiterRecruiter's Firm NameJob TitleRecruiter Share
1.63MS04Keith AdamsPediaStaffSpeech Language Pathologist Assistant$8.69/hour
1.48BR03Jim BrownGalileo Search, LLCInterim Director of Infection Prevention$20.00/hour
1.55MS04Keith AdamsPediaStaffOccupational Therapist$12.83/hour
1.22MN30Cindy RidleyHRTechies.comContract Recruiter$0.00/hour
1.55AN74Cindy StephensStephens International Recruiting, Inc.BMET III$13.82/hour
1.51MS04Keith AdamsPediaStaffSchool Psychologist$11.14/hour
1.55AN74Cindy StephensStephens International Recruiting, Inc.BMET III$13.82/hour
1.56MS04Keith AdamsPediaStaffOccupational Therapist$11.35/hour
1.50MS04Keith AdamsPediaStaffOccupational Therapist$11.80/hour
1.50MS04Keith AdamsPediaStaffSchool Psychologist$11.96/hour
1.52MS04Keith AdamsPediaStaffSpeech Language Pathologist$11.58/hour
1.67BR03Jim BrownGalileo Search, LLCInterim Director of Infection Prevention$15.00/hour
1.29MN30Cindy RidleyHRTechies.comHR Intern$0.00/hour
1.41IN22John HopeTri-ForceSoftware Engineer$8.64
1.47BR03Jim BrownGalileo Search, LLCInterim Case Management Consultant$905.20/week
1.50MS04Keith AdamsPediaStaffPhysical Therapist$10.56/hour
1.55MS04Keith AdamsPediaStaffSpeech Language Pathologist$10.52/hour
1.59MS04Keith AdamsPediaStaffOccupational Therapist$12.94/hour
1.59BR03Jim BrownGalileo Search, LLCInterim Director of Behavior Health$900.00/week
1.62MS04Keith AdamsPediaStaffOccupational Therapist$14.17/hour
1.50MS04Keith AdamsPediaStaffSpeech Language Pathologist$10.04/hour
1.53MS04Keith AdamsPediaStaffSpeech Language Pathologist$11.33/hour
1.52AN74Cindy StephensStephens International Recruiting, Inc.BMET III$13.02/hour
1.60MS04Keith AdamsPediaStaffSchool Psychologist$12.70/hour
1.45IL119Steve SternPrism Search PartnersSoftware Development$12.07/hour
1.31OK19Bill YoungCareer 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?