Larry Radzely of Adel-Lawrence Associates, Inc. is the Recruiter of the Week! However, it’s NOT just because he’s:

• Been a recruiter since 1985.
• Been a member of Top Echelon’s recruiting network since 1991.
• Made 74 Network placements during his time as a TE member.

Adel-Lawrence: “under the radar” no more

Not only that, but Adel-Lawrence Associates has also been responsible for 107 placements as a firm. That puts the agency in elite TE company.

However, we’re making Larry the Recruiter of the Week for yet one more reason. Drum roll, please . . .

Adel-Lawrence Associates was recently named one of “America’s Best Professional Recruiting Firms” by Forbes magazine!

The firm is #232 on the list. Click here to see the list in its entirety.

Meanwhile, we asked Larry to say a few words about his firm’s accomplishment. He was gracious enough to provide the statement below:

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In a TE profile several years ago, I was referred to as the “recruiter who keeps flying under the radar.” It appeared that most TE members did not know us even though we did several splits a year. I was truly surprised when a colleague called the other day to congratulate me for the recognition Adel Lawrence Associates (ALA) had received, and was honored to learn that we had been included in the Forbes 2017 list of Best Professional Recruiting Firms. In an industry as competitive as ours, it is nice to be noticed and recognized for our efforts.

The recruiting field has changed and evolved since ALA was established in 1988. The birth of the Internet and the changing economy, as well as new recruiting disciplines, are just a few of the advances we have experienced over the years. One way I was able to adapt to the changing climate was by focusing on new recruiting disciplines. I was also fortunate to have the support of the TE Network not only to assist in locating qualified people, but to provide qualified candidates to my networking partners. Whether the best candidate comes from our own search efforts or from a networking affiliate, it is a win-win situation for everyone. At ALA, we have a solid daily routine; provide first-class service to our partners, candidates, and employers; and always take pride in the work we do.

I truly enjoy working in the staffing industry and hope to continue providing outstanding services in the years to come. As a staffing professional, I have the ability to do my job from almost anywhere and am still be able to meet the needs of our client companies and candidates. As all recruiters are learning, there is nothing more fun or rewarding than this!

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We want to both congratulate Larry and thank him. We want to thank him for his commitment Top Echelon Network and split placements. In addition, we want to thank him for being a model TE member and for upholding The Four Pillars of the Network. Those Pillars are:

1. Quality
2. Communication
3. Trust
4. Active Participation

Larry Radzely embodies everything that we look for in a Top Echelon Network recruiter. We’re pleased to announce his firm’s achievement and the fact that he’s been rewarded for superior service and exemplary performance. Congratulations, Larry!

We have another case study involving Network recruiters David M. Sgro, CPC of True North Consultants, Inc. and Angela Marasco of A. Marasco Recruiting, LLC! And this one involves finding a new client.

If you remember, our previous case study was about recycling candidates. Or perhaps more accurately, it was about honoring a candidate referral and ownership of that candidate by one of your trading partners.

A great candidate AND a new client

This time around, due to the activity between Dave and Angela, Dave uncovered a new client! But where did everything start? With the quality of the candidate that Angela provided for Dave.

Quality is one of the Four Pillars of Top Echelon Network. The other three Pillars are Active Participation, Communication, and Trust.

This is appropriate because the Pillar of Quality is where everything begins. Quality candidates. Quality communication. A quality placement process. A quality trading partner relationship.

When you approach your Network membership in this fashion, good things happen. Not just one thing, but multiple good things. Surprise placements. A new client. More revenue. You get the idea.

Enjoying success in a split fee recruiting network is NOT difficult. You just have to be willing to do what is necessary to achieve that success. And no, this success does not replace whatever non-split success you might be enjoying . . . it’s in addition to it.

If YOU are looking to make more split placements in TE, then contact Top Echelon 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.

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David M. Sgro, CPC

Angela Marasco

“Angela once again provided me with a great candidate! We placed him with a company I never even heard of before, but through her efforts of showing me a great candidate motivated to move to Cleveland and my marketing efforts, I now have a new client!”

Submitted by David M. Sgro, CPC of True North Consultants, Inc. regarding his Network split placement with Angela Marasco of A. Marasco Recruiting, LLC

Position Title—SYSTEMS DEVELOPER

Fee Percentage—25%

(Editor’s note: This is the sixth Network split placement that David and Angela have made together in Top Echelon.)

There is nothing scary about contract placements. There is nothing difficult about contract placements. AND you can learn how to make them.

At TE, we’ve heard all of the excuses down through the years:

• “They’re too difficult.”
• “They take too much time.”
• “I don’t make enough money.”
• “I’m hopelessly addicted to direct hire placement checks.” (Okay, that one we understand.)

Learn how to fish, people

However, there is plenty of money in contract placements. Not only that, they do NOT have to be difficult. You just have to be willing to learn how to make them.

And we have a FREE series of webinars to help you do just that! Industry trainer Mike LeJeune is conducting these webinars in June, July, and August. Call it our “Summer Series of Make a Whole Bunch More Money Webinars.”

Below are the titles and descriptions of the three webinars. Just click on the links to register . . . and learn how to make more money!

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Double Your Revenue Stream by Adding Contract Staffing

“The crossroads where direct hire and contract staffing explodes growth!”

Relationships are strengthened by interaction. In the direct hire search business, finding opportunities to engage with clients when they aren’t hiring can be a challenge. This FREE Top Echelon Recruiter Coaching Series webinar by industry trainer Mike LeJeune will:

• Take the mystery out of the differences between contract staffing and direct hire search.
• Uncover ways to leverage your relationships and time to drive more dollars to the bottom line.
• Show how to shift your position to that of a valued problem solver.
• Reveal traps to avoid that can actually derail your productivity.

So join Mike LeJeune on June 27 and learn how to “Double Your Revenue Stream by Offering Contract Staffing”!

Click HERE to register for this FREE webinar!

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Mastering Marketing for Contract Job Orders

“Where do you look and what do you say?”

You’re working a direct hire desk, and now you want to look for opportunities for contract assignments. Where do you go, what do you say? Adding revenue from the temporary market is more abundant that we think.

In the second part of his FREE three-part Top Echelon Recruiter Coaching webinar series, industry trainer Mike LeJeune will answer the following questions:

• What are the three biggest marketing mistakes we make?
• What are the key causes for a client to decide on hiring a contract worker rather than direct hire?
• How do you diagnose an assignment to uncover the key to the hiring decision and increase your chances of success?

So join Mike LeJeune on July 25 and learn “Mastering Marketing for Contract Job Orders”!

Click HERE to register for this FREE webinar!

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Mastering Marketing for Contract Candidates

“Simple Steps for SUCCESS with contract placements!”

Two factors that impact success in contract staffing are speed and accuracy. If you’re working in a high-demand, low-supply of talent market, this can make searching for people open to contract assignments difficult.

In the third and final part of his FREE three-part Top Echelon Recruiter Coaching webinar series, industry trainer Mike LeJeune will address:

• Building pipelines for faster performance and consistent productivity
• Where contract staffing solutions can be an advantage to the candidate
• How to develop a network of “bird dogs” to point you where you need to go
• Creating a broader, faster reach using technology to leverage your time
• Achieving the goal of making contract placements!

So join Mike LeJeune on August 22 and learn “Mastering Marketing for Contract Job Orders”!

Click HERE to register for this FREE webinar!

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Remember, Top Echelon offers FREE training sessions as part of our “Recruiter Coaching Series.” These webinars are offered on the second Tuesday of every month.

Check the Recruiter Training Blog for information regarding future sessions. Also check out our library of recruiting webinar videos.

We have more big anniversaries in Top Echelon Network this month. In fact, Career Professionals, Inc. is celebrating its 27th year as a member firm!

Career Professionals is one of three agencies that are celebrating anniversaries of 20 years or more. The other two have both been in the Network a total of 26 years. They are Helffrich International and Walter & Associates, Inc.

Career Professionals milestone

What’s interesting is that Career Professionals is celebrating its 27th anniversary at the same time it’s about to reach a milestone. That’s because the firm has made 199 Network placements since joining TE on June 27, 1990.

With just one more placement, the agency will become a member of the “200 Placement Club.” And it’s pretty much a foregone conclusion. The reason is Veronica Snyder, the firm president. She’s made 71 placements in Top Echelon’s recruiting network, including four split placements already in 2017. There’s no doubt she’ll make at least one more split before the end of the year to push the firm to the 200 plateau.

Meanwhile, Walter & Associates has made 183 Network placements. Firm president Jerry Walter has accounted for all of them. Not only that, but Jerry’s cash-in total is also more than $880K. So he could also be closing in on some milestones.

Of all the things about which we like to honor recruiters, longevity might be at the top of the list. That’s because along with integrity, we value loyalty. And we certainly want to reward loyalty every opportunity that we get. Congratulations to everybody celebrating an anniversary this month!

(Editor’s note: Top Echelon recognizes firms celebrating five, 10, 15, and 20-year Network anniversaries, plus any firm celebrating an anniversary in excess of 20 years.)

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27-Year Anniversary

Career Professionals, Inc. in Morristown, Tennessee
Staff Members: Veronica Snyder and Mike Sandlock
Agency Join Date: June 27, 1990
Placements: 199

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26-Year Anniversary

Helffrich International in Oldsmar, Florida
Staff Members: Mike Helffrich, CPC
Agency Join Date: June 26, 1991
Placements: 34

Walter & Associates, Inc. in Olathe, Kansas
Staff Members: Jerry Walter
Agency Join Date: June 27, 1991
Placements: 183

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15-Year Anniversary

Ohrmund Employment Group in Cedarburg, Wisconsin
Staff Members: Greg Ohrmund and Debbie McKay
Agency Join Date: June 5, 2002
Placements: 6

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10-Year Anniversary

Hidden Jobs 4 You in Gurnee, Illinois
Staff Members: Mike McDonough and Terry McDonough
Agency Join Date: June 1, 2007
Placements: 12

The length of our ongoing series about Big Biller recruitment software tips should tell you how powerful the recruiting software really is. The Big Biller software for recruiters is replete with tools to save time and features designed to help recruiters streamline their process and bill more.

Save time and bill more? Really, what’s not to love? With that in mind, we have another trio of tips about Big Biller’s many features and tools. As always, accompanying each tip is a link to a Help Center article and/or video that explains the feature in more detail.

(Remember, the Help Center is available 24/7 to answer your questions and provide assistance. Don’t ever forget that.)

The next three tips for users of the Big Biller online applicant tracking system are listed below. Take your time and enjoy yourself. Then get back on the phone. Slacker.

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Did You Know . . . You Can Update the Status of a Job?

Did you know that you can keep your list of open job orders updated by changing the status of a job when necessary? This will help to keep both your list of open jobs and your pipeline report clean and up-to-date.

Click HERE for a Help Center article about updating the status of a job in Big Biller!

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Did You Know . . . Big Biller Has a Mail Merge Feature?

Looking to export a list of People, Companies, or Jobs to an Excel spreadsheet in Big Biller? You can do so using Big Biller’s mail merge function within a Hotlist, within search results, or within a Pipeline.

After selecting the appropriate records and clicking the Mail Merge option, the Excel spreadsheet should immediately begin downloading through your browser.

Click HERE for a Help Center article about about how to perform a mail merge in Big Biller!

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Did You Know . . . You Can Create Custom Lists in Big Biller?

Hotlists are an organizational tool within Big Biller that allows you to create custom lists of People, Company, or Job Order records. Think of Hotlists as a “favorites” group or like an online filing cabinet for your data. You can categorize and group your records however you would like so that you can get your hands on them quickly.

Click HERE for a Help Center article and video about how to create and manage Hotlists in Big Biller!

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Check future issues of The Pinnacle Newsletter Blog for another installment of “Did You Know?”

Are you ready to save time with the Big Biller applicant tracking software and see what it can do for your agency? Then click here to sign up for a LIVE demo!

There’s no doubt that the employment marketplace is still positive for recruiters. But is it great? One indication of greatness is the number of job orders that recruiters are working. Are members of Top Echelon’s elite recruiting network drowning in job orders?

That’s an excellent question. It’s so good, in fact, that we decided to pose it to the Network membership in the form of a poll question. And when I say “we,” I really mean “me.”

This is the exact question that was posed. (By “me,” not “we.”)

How would you describe your current job order situation?

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

• I’m drowning in job orders! — 13.7%
• My job order flow is steady — 41.9%
• Meh. — 23.9%
• I’m vaguely concerned. — 12.0%
• I’m VERY concerned. — 8.5%

When drowning is . . . a good thing?

Is drowning in job orders actually a good thing? Nearly 14% of recruiters participating in the poll indicated that they are, indeed, drowning. But to answer the initial question, that probably depends on the recruiter involved.

What’s drowning to one person might not be so to another. Taken within this context, drowning in job orders means that you have too many to work effectively. You’re taking orders and you’re not giving them all the attention they deserve. (So why continue taking them? Because they’re JOB ORDERS!)

Meanwhile, 41.9% of poll participants selected “My job order flow is steady” as their answer. All things being equal (and they’re usually not), this seems like the best situation. You fill a job order, you get another one, you fill a job order, etc. The job order flow is not too much or too little. It’s just right. (Call it “Goldilocks recruiting.”)

And now for my favorite answer of any poll: “Meh.” Almost a quarter of recruiters chose this electrifying answer. This indicates that they’re rather lukewarm about their situation. Those who chose “I’m vaguely concerned” (12.0%) are, not surprisingly, vaguely concerned.

And then we have those at the far end of the spectrum (8.5%). They’re not drowning. They’re lost in the desert without any water or job orders. They chose “I’m VERY concerned” as their answer, indicating that even in good times, job orders can dry up. Recruiting can be a cruel profession that plays no favorites.

So the final verdict: is the marketplace great for recruiters? Based on the results of this particular poll, good might be a better adjective.

At the very least, it’s better than “Meh.”