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Why should you use the Top Echelon Network Jobs Feed? Just look at all the split placements below that have resulted from it this week.

With every placement form that recruiters submit in TE, there is an “Action causing split placement” field on the form. One of the choices is “Network Jobs Feed.” And as you can see, that choice is selected often by Network members.

The Feed basically involves a situation in which another TE member wants to advertise your jobs on their website. There are a lot of recruiters in the Network who are making a lot of money by doing this. For that reason alone, you should consider participating (if you’re not already).

Network Jobs Feed training video

You might not know this, but we have a recorded version of a Network Training Tuesday webinar that can help. The title of that video is “Get the Most Out of the Network Jobs Feed.” This video covers the following:

  • Generating more candidates for job order recruiters (importers)
  • Maintaining control of the visibility of your job order
  • How candidate recruiters (exporters) can potentially make more splits with it
  • Following the rules regarding “re-posting” jobs to additional venues (other than your website)

Click here to watch this Training Tuesday webinar video.

And congratulations to everybody who made split placements this week!

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

— — —

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

Job title: FIELD SERVICE ENGINEER – ATLANTA

Fee percentage: Flat

Action causing split placement: Network Jobs Feed

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

Jason Kaminsky of bizjobz, LLC

Jason Kaminsky

Job recruiter: Jason Kaminsky of bizjobz, LLC

Candidate recruiter: Steve Kohn of Affinity Executive Search, Inc.

Job title: SVP MARKETING

Fee percentage: 15%

Action causing split placement: Network Jobs Feed

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

Ann Wyatt of Ann Wyatt Recruiting

Ann Wyatt

Job recruiter: Ann Wyatt of Ann Wyatt Recruiting

Candidate recruiter: Steve Kohn of Affinity Executive Search, Inc.

Job title: FINANCIAL ANALYST

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Michael Agen of New Solutions Group, LLC

Michael Agen

Robert Alexander of Systems Technology International, Inc.

Robert Alexander

Job recruiter: Michael Agen of New Solutions Group, LLC

Candidate recruiter: Robert Alexander of Systems Technology International

Job title: EXECUTIVE DIRECTOR PRIVATE HOME CARE

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Jim Strickland of BioSource International

Jim Strickland

Larry Radzely of Adel-Lawrence Associates, Inc.

Larry Radzely

Job recruiter: Larry Radzely of Adel-Lawrence Associates, Inc.

Candidate recruiter: Jim Strickland of BioSource International

Job title: TECHNICAL SUPPORT SPECIALIST

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

Kristy Staggs of Byrnes and Rupkey, Inc.

Kristy Staggs

Job recruiter: Kristy Staggs of Byrnes & Rupkey, Inc.

Candidate recruiter: Steve Kohn of Affinity Executive Search, Inc.

Job title: SENIOR HUMAN RESOURCE MANAGER

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

Deb North of Deb North Consulting, LLC

Deb North

Job recruiter: Deb North of True North Consulting, LLC

Candidate recruiter: Steve Kohn of Affinity Executive Search, Inc.

Job title: REPORTING MANAGER

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Cindy Sommer of SearchStars, Inc.

Cindy Sommer

Job recruiter: Cindy Sommer of SearchStars, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: OB SONOGRAPHER

Fee percentage: 15%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Brenda Wylie-Biggs, CPC of KB Search Team, LLC

Brenda Wylie-Biggs, CPC

Job recruiter: Brenda Wylie-Biggs, CPC of KB Search Team, LLC

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: PRODUCTION SUPERVISOR

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Michael Agen of New Solutions Group, LLC

Michael Agen

Job recruiter: Michael Agen of New Solutions Group, LLC

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: RN SALES HOME INFUSION

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

Should recruiters just ignore job hoppers?

For many recruiters, the knee-jerk reaction to this question is a resounding “Yes!” After all, your clients don’t want to pay good money to place a candidate, only to have to do it all over again in a few months. However, you should think twice about disregarding job hoppers or candidates who seem to show a pattern of switching jobs on a frequent basis.

Job hoppers = high performers?

Job hopping can actually be the sign of a high performer who thrives on challenge and is easily bored. Although these workers may not stay for a long period of time, their potential contribution could be bigger than that of a long-tenured employee who is “boxed in a comfort zone.” Rather than simply passing them over based on their resume, recruiters should give them the chance to explain their job-hopping ways.

Times have changed. You’re going to find fewer and fewer people who have spent long periods of time with one employer. But we can’t blame you for shying away from these candidates for your direct hire placements.

However, job hoppers are perfect contract candidates for the following four reasons:

  1. Contract assignments will give them the constant challenge they crave.
  2. These candidates are quick learners who are undaunted by new, demanding situations.
  3. They can make an immediate impact by working on critical deadlines and projects.
  4. They can pad their resumes with a wealth of knowledge, skills, and references.

So before you overlook a candidate for switching jobs too many times, consider how this perceived weakness could actually be an asset for your clients.

Are YOU ready for contract staffing solutions or contract placement services?

Then download our Quick-Start Guide to Contract Staffing. Or request a demo with one of our contract staffing specialists.

You can can also call us at 888.627.3678. Start making contract placements and start making more money!

A few weeks ago, I proclaimed that summer is a GREAT time to re-design your website. One of the reasons I proclaimed this—other than the fact it’s true—is that Top Echelon specializes in website design for recruitment agencies.

In fact, we’ve been building and re-designing recruiting websites for over 15 years. We know what recruiters like and what they want in their sites. Not only that, but we also offer a free website evaluation to recruiting agencies.

These evaluations are a no-obligation way to assess where your website is and where you’d like it to go. Still not convinced? Well, I thought you might say that.

Below are five reasons why you should get your FREE website evaluation:

#1—18 months

A website design is considered to be outdated after just 18 months. How old is your current website? A year? Two years? Five years? More? Time definitely flies when you’re having fun recruiting, and nowhere is that more true than with your website. You can probably “roll with it” if your site is two or three years old, but if it’s older than that . . . then it’s probably time for an upgrade.

#2—Two seconds

You only have TWO seconds to make an impression on your website visitors (and compel them to take action). That means they have to be able to figure out exactly what you want them to do within two seconds of visiting your site. Are your calls-to-action (CTAs) immediately identifiable and easy to understand? Or is the site confusing and will make visitors flee?

#3—Marketing and branding

A recruiting firm’s website now contributes more to that firm’s marketing and branding efforts than at any other time in the history of the profession. When candidates and clients want to find out more about you and your services, they visit your firm’s website (after checking you out on LinkedIn, perhaps). What impression are you giving them? A positive one? Or do you appear to be stuck in the year 2006?

#4—Mobile, mobile, mobile!

More job seekers than EVER are looking for new opportunities on their tablet and/or smartphone. The trend is only going in one direction, and it’s not going to change anytime soon. Next month, the same will hold true. And the month after that . . . and the month after that . . . and the month after that . . .

#5—Placements

You could make more placements if your agency’s website is working for you and NOT against you. There are many recruiters in Top Echelon’s split network who are making placements as a direct result of what their website is doing for them. You could join their ranks. Placements are the name of the game in recruiting. Make sure your agency’s website is on your side.

Once again, please note that you are under NO obligation and you don’t have to do anything outlandish to get your evaluation. You can take any and all information we provide and do with it as you please.

Click here for your FREE evaluation!

You can also just give us a call at 330.455.1433. We’ll work around your schedule and set up a time that’s best for you.

Get a FREE website evaluation, get a new website, and get ready for a great second half of 2018!