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Steve Kohn of Affinity Executive Search

Steve Kohn

Trey Cameron of the Cameron Craig Group and Steve Kohn of Affinity Executive Search are first and second, respectively, in Top Echelon Network in terms of cash-in production during the past 12 months.

Cameron, Top Echelon’s Recruiter of the Year for the past three years, recently made his 200th Network placement.

Kohn, meanwhile, recently made his 100th Network placement. Like Cameron, he rocketed right past the milestone, as his total now stands at 104.

Kohn made 28 split placements in the Network during 2013. So far this year, he’s had a combination of 13 offers accepted and completed placements in approximately 21 weeks. That means at his current pace, he should match his production from last year, and he’s even in a position to surpass it.

Kohn is a long-time Top Echelon Network recruiter. In fact, his firm became a Preferred Member agency on July 28, 1994. That means in just a few months, Affinity Executive Search will be celebrating its 20th anniversary as a Preferred Member agency!

Clearly, 2014 is turning out to be a year of celebration for Steve Kohn and Affinity Executive Search in Top Echelon Network.

Everybody at Top Echelon would like to recognize Steve Kohn for his impressive accomplishments and also thank him for his dedication and commitment as a Preferred Member of the Network. Congratulations!

SPLIT JOBS FILLED THIS WEEK:

Below are the split jobs that were recently filled by Top Echelon Network recruiters:

  • Plant Project Engineer
  • RN/Hospice Clinical Manager
  • Control System Engineer
  • Process Safety Leader
  • Supplier Development Engineer

For more information about how YOU can be more successful in Top Echelon Network and make more split placements, call Membership Development Coordinator Drea Codispoti, CERS at 330.455.1433, x156.


THIS WEEK’S NETWORK SPLIT PLACEMENTS:

Trey Cameron of the Cameron Craig Group

Trey Cameron

Rowe Henderson of Rowe Henderson & Associates

Rowe Henderson

Job recruiter: Rowe Henderson of Rowe Henderson & Associates

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: PLANT PROJECT ENGINEER

Fee percentage: 25%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Troy Randolph of Lea Randolph & Associates, Inc.

Troy Randolph

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

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: RN/HOSPICE CLINICAL MANAGER

Fee percentage: 15%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Bruce Widnes of The Recruiting Group, Inc.

Bruce Widnes

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

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: CONTROL SYSTEM ENGINEER

Fee percentage: Flat

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Joe Cotter of J.D. Cotter Search, Inc.

Joe Cotter

Job recruiter: Tim Hughes of Hughes & Associates

Candidate recruiter: Joe Cotter of J.D. Cotter Search, Inc.

Split job title: PROCESS SAFETY LEADER

Fee percentage: 25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

— — —

Tim Honn of Fortis Recruiting Solutions, Inc.

Tim Honn

Scott Connell of the Connell Group, LLC

Scott Connell

Job recruiter: Tim Honn of Fortis Recruiting Solutions, Inc.

Candidate recruiter: Scott Connell of the Connell Group, LLC

Split job title: SUPPLIER DEVELOPMENT ENGINEER

Fee percentage: 20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

By DEBBIE FLEDDERJOHANN, President of Top Echelon Contracting

We have talked extensively about how contract staffing keeps gaining in popularity and has broken records over the past several months.  But how is this impacting the employment landscape and recruiting?  Based on the contract placements we are seeing and conversations we have had with recruiters, we are noticing the emergence of a new blended workforce model.  Rather than only using contractors sporadically as a stop-gap measure in limited circumstances, employers are integrating contractors into this new workforce model and using it as a long-term business strategy.

New Blended Workforce ModelThis new workforce model consists of a small core group of traditional, direct hire employees surrounded by a larger, outer ring of contractors.  The direct hires in the core are the key personnel with the experience and longevity that can make or break the business.  Therefore, high turnover in the core is very detrimental.  The outer ring of contractors is no less important, as they are often responsible for day-to-day tasks and critical projects.  However, they typically are not driving the growth and stability of the business, so turnover is not as disruptive.

The beauty of this model is its flexibility, which is made possible by the outer ring that can easily be adjusted based on business demands.  When extra help is needed, contractors can quickly be added to the outer ring, which is important with sudden and unexpected peaks.  The ring can be reduced just as quickly during slow times so companies don’t have to conduct ugly layoffs.  Contractors know from the get-go that their assignments will eventually end.


Let’s look at this model in action:

  1. When a company neglects computer upgrades, they often find themselves having a lot of IT projects to do in a limited amount of time.  Contractors can be brought in to get the work done, and the assignments can be ended when the work is complete.
  2. Manufacturing is known for its frequent ups and downs in production.  Engineers and other highly skilled contractors can be brought in as needed to respond to business demands.
  3. Insurance companies need more adjusters and other workers following major disasters than they do in “normal” times.  Rather than having a large staff of direct hires “just in case,” they can bring in contractors when needed to respond to the extra workload.
  4. Accounting firms have predictable, annual “crunch times.”  They can ramp up for these times, such as year-end reconciliations and tax season, by bringing in auditors, accountants, and tax experts on a contract basis.  This helps them avoid having an over-inflated staff the rest of the year.

We could point to many other examples, but the point is that companies are starting to look at every open position to determine if they really need a direct hire.  Many times, the answer is no, so they instead go with a contractor.

This represents a major change for recruiters, especially those who have traditionally only placed direct hires.  If they don’t already, your clients are going to have a consistent need for quality contractors that only a recruiter can provide.  The business is there for the taking.  All you have to do is ask if they have a need for contractors.  Statistics show that 80% of contract job orders come from a recruiter’s existing direct hire clients.

If you already place contractors, you will want to make sure you are in a position to take on the volume you will likely be seeing.  This is also a good time to consider expanding your business into additional states and industries so that you can further capitalize on this trend.

Whether you are just getting started or expanding your contracting business, you will want to give serious thought to how you will handle the back-office tasks that come with employing contractors.  You may want to consider outsourcing the employment of your contractors to a contract staffing back-office service.  Doing so can allow you to establish or expand your contracting business with no ramp-up time or upfront financial investment.

The new workforce model appears to be a permanent change in the employment landscape.  This is a case where change can be very good.  Recruiters who can provide direct hires AND contractors can be very successful in this new environment as companies start seeing them as staffing partners rather than mere vendors.

(Editor’s note: This article is intended for informational purposes only and should NOT in any way be considered legal advice.)

THE SPLIT PLACEMENTS:

Companies—and by extension—recruiters are ceaselessly looking for superstar candidates, those with rare skills and hard-to-find expertise.

And you can find those types of candidates in Top Echelon Network!

The proof can be found in this week’s installment of “‘Comments’ and Compliments,” where a split placement was made and one Network recruiter lauded another for providing a “needle in a haystack” candidate.

In addition, another Network recruiter praised their Trading Partner for their fourth split placement.  This once again proves that when two recruiters make one split together, it increases the chances that they’ll make more.

And that they’ll fill their clients’ open positions with “needle in a haystack” candidates!

Congratulations to everybody who made split placements this week!

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

“We only had this one candidate to submit, but Steve somehow found a ‘needle in a haystack.’  It’s a good marriage.”

Submitted by Tim Hughes of Hughes & Associates regarding his Network split placement with Steve Kohn of Affinity Executive Search

Position Title—PROCESS CONTROL ENGINEER

Fee Percentage—20%

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

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

“Trey, it is always great to work with you and make placements.  Take care!”

Submitted by Randall Hardwick of Avalon Recruiting regarding his Network split placement with Trey Cameron of the Cameron Craig Group

Position Title—ACCOUNT EXECUTIVE

Fee Percentage—20%

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