Top Echelon is pleased to announce that Hiring Hook websites for recruiters is now offering an ‘Apply with LinkedIn’ button that job seekers and candidates can use to apply for a job on a Hiring Hook website with their mobile device.

More and more candidates are applying for jobs through a smartphone or tablet, and that’s why Hiring Hook has added this button to simplify the nomination process.

When job seekers and candidates apply for a job through their mobile device, filling out long forms can be rather cumbersome and sometimes aggravating.  Not only that, but uploading a standard resume file is almost impossible.

That’s why, effective immediately, when a candidate or job seeker connects to your website via a mobile device and applies for one of your positions, they’ll be asked to ‘Apply with LinkedIn.’  Please note the following three points about this new functionality:

1. If the job seeker or candidate is not logged into LinkedIn when they apply for your job, they’ll first be prompted to do so.
2. Hiring Hook will extract as much information as possible from the job seeker or candidate’s LinkedIn profile.
3. At the present time, this functionality is ONLY available to job seekers and candidates who apply for a job through their mobile device.  For those applying for a job through a personal or laptop computer, the nomination process will remain the same.

This is just another way that Hiring Hook is making it easier for you to attract qualified candidates for your open job orders.

If you have any questions about this new functionality, feel free to use the comments section at the end of this blog post.

For more information about the Hiring Hook Job Board for recruiting websites, call 330.455.1433.

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It’s not often that we publicize the size of a split fee in Top Echelon Network . . . but this week, we just can help ourselves.

That’s because the split fee in question (the first one listed below) is over $50,000!

It might not surprise you that the driving force behind the split placement was listed as “Regular communication with another Top Echelon Network recruiter.”  That is the number-one way that Top Echelon Network recruiters make split placements—including placements with split fees of over $50,000!

Let’s see . . . both recruiters involved will pay $1,500 apiece in membership dues this year.  It appears they received a rather substantial return on their Top Echelon Network investment in 2013, and the year isn’t even halfway over yet.

Below are the positions that were recently filled by Top Echelon Network recruiters.

• VP of Global Claims
• Quality Engineer – Automotive
• Quality Engineer
• Sr. Java Developer
• Wireless/Mobile Applications Architect

Call (330) 455-1433 for more information about Hiring Hook.  And don’t forget: you can request a FREE website evaluation for your agency!

THIS WEEK’S COMPLETED SPLIT PLACEMENTS:

Job recruiter: John Moskonas of The ARGroup of Search Companies

Candidate recruiter: Kirby Butler, CPC of The Butlers Co. Insurance Recruiters

Job title: VP OF GLOBAL CLAIMS

Fee percentage—25%

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

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Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Bill Quackenbush, CPC/CTS of QCI Technical Staffing

Job title: QUALITY ENGINEER – AUTOMOTIVE

Fee percentage—25%

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

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Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Stephanie Jakubik of Bertram & Associates, Inc.

Job title: QUALITY ENGINEER

Fee percentage—25%

Action causing split placement: The job seeker or client was found through one of the many Hiring Hook recruiting websites.

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Job recruiter: Gary Silver of The Shay Group

Candidate recruiter: Jeff Gilbert of Kingfish Technology, LLC

Job title: SR. JAVA DEVELOPER

Fee percentage—20%

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

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Job recruiter: Recruiter Name Withheld

Candidate recruiter: John Barry of ITech Consulting Partners, LLC

Job title: WIRELESS/MOBILE APPLICATIONS ARCHITECT

Fee percentage—20%

Part of building a successful company begins with hiring qualified employees who fit into your company’s customs.

Good hiring decisions help position a company for success.  Poor hiring decisions can lead to inefficiency, increase your exposure to risk, and jeopardize revenue.  Employment screening is your first line of defense in protecting your staff and company assets.

IntelliCorp and Top Echelon have teamed up to provide background screening products and solutions at discounted rates to help you mitigate risk and keep your organization safe.

Recruiter network members can access preferred pricing on a wide variety of products and services.  Bundled package options are also available starting at $9.95.  Most basic background checks involve criminal reports, Social Security number/address history, and education and employment verifications.

The option always exists to expand a search beyond the basic screening components.  Depending on the position, you can add additional searches, such as motor vehicle reports, professional licenses, credit history, and drug testing.

The benefits of this program include the following:

• Preferred pricing
• All activation and monthly fees will be waived
• A consolidated order entry system that allows for one comprehensive report on each applicant
• Personal user ID and password
• 24/7 client access
• Customer support through IntelliCorp Client Services

This link will insure that you get all of the program’s benefits.  This link can also be found behind the Members’ Area login.

After logging into the Members’ Area, click on ‘Contact Us’ at the bottom of the page, and then click on ‘Preferred Vendors’ on the following page to access the link.

THE RECRUITERS:

Gary Silver has made 225 placements as a Top Echelon Network recruiter.  His firm, The Shay Group, has been a Preferred Member since 1992.

Jeff Gilbert has made 27 placements as a Top Echelon Network recruiter.  His firm, Kingfish Technology, has been a Preferred Member since 2005.

Maria Hemminger has made 76 placements as a Top Echelon Network recruiter.  Her firm, MJ Recruiters, has been a Preferred Member since 2005.

Stephanie Jakubik has made 8 placements as a Top Echelon Network recruiter.  Her firm, Bertram & Associates, has been a Preferred Member since 2006.

THE SPLIT PLACEMENTS:

The split fee recruiting placements below happened because of these recruiters’ willingness to communicate at a high level and their ability to deliver qualified, top-notch candidates for their Trading Partners’ job orders.  After all, one of the candidates received an offer from TWO different clients!

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“Jeff Gilbert is a tremendous partner.  He is extremely helpful and insightful.  It’s always a pleasure to work with Jeff!”

Submitted by Gary Silver of The Shay Group regarding his split placement with Jeff Gilbert of Kingfish Technology, LLC

Position Title—SR. JAVA DEVELOPER

Fee Percentage—20%

(Editor’s note: This is second Network split that Silver and Gilbert have made together in Top Echelon.)

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“Great candidate, Stephanie!  It was nice to have our first split.  This candidate was so good . . . he had an offer from TWO of my clients!  I wish we could duplicate him.  Thanks, Stephanie!”

Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her split placement with Stephanie Jakubik of Bertram & Associates, Inc.

Position Title—QUALITY ENGINEER

Fee Percentage—25%

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

New York City has become the latest area to pass a law banning what has been called “unemployment discrimination.”

So just what is unemployment discrimination?  It refers to denying candidates employment based solely on the fact that they are not currently employed.

It’s no secret that companies have probably always preferred actively employed candidates, but some companies took it a step further in the wake of the recession by stating in job postings that unemployed candidates would NOT be considered.

The practice had people crying foul because many workers on the employment lines were victims of the recession’s mass layoffs and were not necessarily poor performers.

As a result, three states have passed laws against unemployment discrimination.  In general, these laws prohibit companies from posting ads stating that current employment is a job requirement or that unemployed candidates won’t be considered.

New York City has become the first city to pass such a law, which took effect on June 11.  The law makes it illegal to base employment decisions (hiring, compensation, terms, etc.) on a person’s employment status.  According to the Associated Press, NYC’s law is the most far-reaching of the unemployment discrimination laws, since it is the only one that allows applicants to sue for damages.

While it may not be spelled out in writing, many companies have a strong preference for currently employed candidates.  They might even go as far as to tell recruiters not to present any unemployed candidates.

Recruiters should make clients aware of the laws against unemployment discrimination and of the drawbacks of arbitrarily discounting the unemployed.

Even if it’s not illegal where your clients do business, overlooking candidates based solely on their employment status is not the best business strategy.  There are a number of reasons a candidate could be laid off that have nothing to do with their quality of work.

If you have a candidate you feel strongly about, but who is being overlooked due to their employment status, you may want to consider offering that candidate on a contract-to-direct basis.  This allows clients to “try-before-they-buy.”

If the candidate doesn’t work out, they can simply end the contract and try someone else.  But if they have found a great worker, they can extend the direct hire offer, and in most cases

SURVEY QUESTION:

Much of the success recruiters enjoy in Top Echelon Network is predicated upon Members’ willingness to share their jobs with the rest of the Network.  The more jobs are shared, the more split placements are made.

We recently conducted a survey of Network recruiters in the Members’ Area to find out more about their attitudes about sharing jobs with other Members.

That survey was based upon the following question:

When you receive a job order from a client, how soon do you post it on TE?

SURVEY RESULTS:

The choice of answers that were provided is listed below, along with the percentage of Network recruiters who selected each answer:

• Immediately — 35.6%
• Within a few days — 26.0%
• Within a week — 13.7%
• Longer than a week — 15.1%
• I don’t post my jobs on TE. — 9.6%

SURVEY ANALYSIS:

Over a third of participants post their jobs “immediately” to the Network, while another 26% post them “within a few days” and 13.7% post them “within a week.”

That means of the Network recruiters who responded to this survey, over three-fourths of them (75.3%) post their jobs within a week of receiving the job order from their client.

As for the nearly 10% of Network recruiters who don’t post their jobs on TE?  They might be exporters only, or they might share their jobs only with certain Trading Partners via email.

FEEDBACK:

What are your practices within the Network?  Which of the survey choices above most closely describes the way in which you post jobs?