Last week in The Pinnacle Newsletter Blog, we highlighted Network recruiters Michael Stuck of Gables Search Group, Inc. and Mario Linale of Atlas Consulting Group, LLC.

Stuck and Linale have been on fire lately (not literally), to the tune of four Network placements in less than five months.  Well, this week we’re highlighting a pair of Network recruiters who have made four placements in a little more than FOUR months.

You might recognize them, since one of the recruiters, Robert Briones, CPC of R.A. Briones & Company, was also featured in last week’s issue of the newsletter.  In fact, his article generated quite a bit of interest, as well as comments by other Network recruiters, so check it out, if you haven’t already.

In the meantime, below are comments submitted by Briones regarding his split partner in these four placements: Sean Napoles, CPC of Career Brokers, Inc.

As for Napoles, he’s rather familiar with the concept of split placements.  After all, he’s made 182 of them in the Network . . .

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“Another placement, our third now!  You give Sean the specs, then in a couple of days, he sends the candidate, fully qualified, a summary of why, and dead-on to the job specs!“

Submitted by Robert Briones, CPC of R.A. Briones & Company regarding his split placement with Sean Napoles, CPC of Career Brokers, Inc.

Position Title—PHP Programmer
Fee Percentage—30%

(Editor’s note: This is the THIRD Network split that Briones and Napoles have made together in Top Echelon.)

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“Sean has provided consistent and incredible results for several of my jobs.”

Submitted by Robert Briones, CPC of R.A. Briones & Company regarding his split placement with Sean Napoles, CPC of Career Brokers, Inc.

Position Title—PHP Programmer
Fee Percentage—30%

(Editor’s note: This is the FOURTH Network split that Briones and Napoles have made together in Top Echelon.)

You may have heard that we at Top Echelon have moved into a new building.  And since we’ve moved into a new building, we’d love for you to visit us!

In fact, two Network recruiters have already paid a visit to our “new digs” in Canton, Ohio.  Those recruiters are David M. Sgro, CPC of True North Consultants, Inc. and Bob Gabor of The Gabor Group.

Of course, they were also good enough to pose for a photo op while they were in town, and the photos from those ops are located below:

ONE TO SGRO ON: Dave Sgro is pictured with Top Echelon employees J.D. Fye (left) and Lori Elliott.  True North Consultants is located in North Ridgeville, Ohio, just north of Canton.

WHAT ABOUT BOB?: Bob Gabor is pictured with Top Echelon employees Drea Codispoti (left) and Mark Demaree (right). As an Ohio State University alumnus, you can see Bob is doing his best to “represent.” OH . . . IO!

If you’re a Network recruiter and you find yourself in the Canton area, we’d love for you to pay us a visit, too!  Just give us a call at 330.455.1433 and we’ll set it up . . . including the photo op!

Oh, and don’t forget to visit our Facebook Fan Page.

Everybody wants value.  They want to deliver it, and—of course—they want to receive it.

The upcoming 2013 National Association of Personnel Services (NAPS) Conference is once again “chock full” of value.  Each and every year, the NAPS Conference is one of the most heavily attended events in the recruiting industry, and this year will prove to be no exception.

The NAPS Conference is scheduled for Tuesday, September 10, through Friday, September 13.  The location for the event is the Cosmopolitan Hotel in Las Vegas, Nevada.

And what about value?  Well, there’s plenty of THAT, and it takes the form of the following benefits for executive recruiters:

• 20 of the recruiting industry’s leading speakers
• CPC, CTS, and CERS certification sessions
• Networking lunches
• Fast-track speaker breakouts
• An “Owner/Manager Special Day”!
• And a whole lot more!

As we’ve mentioned before, Hiring Hook staffing website design and Big Biller recruiting software are both sponsors of this year’s NAPS Conference!

The cost to attend the conference is $795 for NAPS members and $1,195 for non-members.  Recruiters are encouraged to contact NAPS about special pricing and payment plans.

Since 1961, NAPS has built a reputation as being the educator for the executive search and staffing industry.  The organization has accomplished this not only through its annual conference, but also through its certification program and emphasis on continuing education for search professionals.

We look forward to seeing you in Vegas!  It’s sure to be a valuable experience.

At Top Echelon Network, we want to help you make more placements.  While we ARE a split placement Network, we want to help you make both split and non-split placements.

With that in mind, we encourage you to take our “Desk Assessment Survey.”  We sent out an email last week to every Network recruiter with a link to the survey.

While participation in the survey has been healthy to this point, there’s a chance you didn’t see the email in your inbox (or you—gasp!—ignored it).

In any case, keep in mind this is just a two-question survey that should take you no more than two or three minutes to complete.  Below are the two questions:

1. Throughout the placement process, there are a number of steps that lead to a completed placement.  To improve your effectiveness within the process, what specific areas could you use help with to improve your productivity, and ultimately, your billings?  These areas may include (but are not limited to) client development, marketing, sourcing, recruiting, administration, management, advertising, etc.  You can list as many as you’d like, and please be as specific as possible.

2. Are there specific areas within the placement process in which you excel and possess an expertise?  They may include (but are not limited to) client development, marketing, sourcing, managing recruiters, running an agency, advertising, etc.  You can list as many as you’d like, and please be as specific as possible.

As you might imagine, there will be a text box in which you can type your answers to these two questions.  Of course, your answers can as long or as short as you would like them to be.  So far, some recruiters have written only a few words, while other recruiters have written paragraphs.

Click here to take our ‘Desk Assessment’ survey!

We’ll be presenting more short surveys in the future, all of which will be designed to help serve you better as customers—in other words, designed to help you make more placements!

If you have any questions or comments, you can contact me at 330.455.1433, x156 or via email at drea@topechelon.com.

We can’t overstate the role that the Top Echelon Pillar of communication plays in the Network placement process.

This week in The Pinnacle Newsletter Blog, we’re highlighting two recruiters who have made 17 Network splits together.  Not only that, but they’ve made that many split placements over less than four years.

One of main reasons they’ve made that many Network splits: communication, communication, communication!  (That’s still just one reason, not three.)

We’re also highlighting two other recruiters who made their first Network split together recently, and the reason they made the placement was . . . that’s right, communication.  Who knows?  Perhaps they’ll eventually make 17 split placements, too.

If you make a commitment to communication within Top Echelon Network—a serious commitment of time and energy—then you’ll be successful in Top Echelon Network.  The proof is not only below, but also in the over 20,000 placements that we’ve helped recruiters make during the past 25 years.

And communication will play a big role in the NEXT 20,000, as well.

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“Denise responded to my Discussion/Splitsville posting for help.  She provided me with the perfect candidate.  She’s a great Trading Partner!”

Submitted by Joan R. Walters, CPC of JR Walters Resources regarding her split placement with Denise Mancuso of Client Growth Consultants, Inc.

Position Title—MANUFACTURING ENGINEER MANAGER

Fee Percentage—25%

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

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“The more we communicate, the more placements we make.  Funny how that happens!”

Submitted by Wendy Johnson of CPS and Professionals Incorporated regarding her split placement with Sean Napoles, CPC of Career Brokers, Inc.

Position Title—JAVA S/W ENGINEER

Fee Percentage—Flat

(Editor’s note: This is the 17th Network split that Johnson and Napoles have made together in Top Echelon.)

Many recruiters and employers are still trying to wrap their arms around Generation Y (or Millennials, if you prefer) and their unique look at the workplace.

Now, according to Workforce, recruiters may want to start bracing for the next generation in the workplace.

The article “Another Generation Rises: Looking Beyond the Millennials” states that there are a number of monikers used to refer to these individuals born in 1995 or after: Pluralists, Re-Generation, Generation Z, and Homelanders.

The youngest of this generation are just turning 18, and some are already making their way into the workforce.

Of course, with any new generation, experts have predicted some characteristics they think will come to define this generation:

• Environmentally conscious
• Fiscally conservative and willing to delay gratification
• More likely to rent than own
• Indifferent to technology: they grew up with it, so they aren’t as obsessed with it as Millennials
• More likely to stay close to home due to the domestic and international turmoil they have witnessed (hence the name “Homelanders”)

There is some debate among experts whether these individuals really constitute a new generation or if they are just “late-wave Millennials.”

One thing is clear, though: the life experiences of people correlate strongly with how they work, so it is helpful to consider the events and environmental factors that have shaped their lives.

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