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The early part of the month may have been slow, due in part to the Independence Day holiday, but things are starting to heat up in Top Echelon Network in July.

That’s because Network recruiters recorded 19 split placements this past week!

And there are plenty of highlights from these splits, starting with the fact that Michael Stuck of Gables Search Group accounted for six of them. However, he was certainly not the only Network member who accounted for multiple deals. In fact, a total of seven members made two or more splits.

But wait, there’s more!

That’s because there are some big fees included in the placements below. In fact, here are the top three recruiting fees of the week in the Network:

  1. $71,250
  2. $47,500
  3. $47,500 (again!)

So no matter what the weather is like outside where you live, Top Echelon recruiters are enjoying a red-hot summer in terms of their Network memberships!

As a friendly neighborhood reminder, here is the information that we publish with our weekly placements:

  • Names of the split recruiting partners involved (with their profile photos, when available)
  • Job title
  • Overall placement fee (before TE’s 6% brokerage fee, of course)
  • Fee percentage

Please note that the placements below reflect deals finalized in Top Echelon Network for the week of Monday, July 12, through Sunday, July 18.

Remember, if you don’t want information related to your Network placements published in The Pinnacle, please send an email to marketing@topechelon.com to that effect.

Congratulations to everybody below for the placements they made in Top Echelon Network!

This Week’s TE Split Placements

— — —

Job recruiter: John Moskonas of The ARGroup of Search Companies

Candidate recruiter: Brent Barth of bizjobz LLC

Job title: AUDITOR

Overall placement fee: $14,250

Fee percentage: 15%

— — —

Job recruiter: Dean Moriki of MDLink

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: MEDICAL DIRECTOR, CLINICAL RESEARCH

Overall placement fee: $71,250

Fee percentage: 25%

— — —

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: SOCIAL WORKER

Overall placement fee: $7,858

Fee percentage: 18%

— — —

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: NUCLEAR MEDICAL TECHNOLOGIST

Overall placement fee: $12,976

Fee percentage: 18%

— — —

Job recruiter: Amber Schleinkofer of KB Search Team, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: CONSTRUCTION SUPERVISOR

Overall placement fee: $20,000

Fee percentage: 25%

— — —

Job recruiter: Nick Stoia of ASAP Search

Candidate recruiter: Vickie Richard of Richard & Associates HR

Job title: CONTINUOUS IMPROVEMENT ENGINEER

Overall placement fee: $17,000

Fee percentage: 20%

— — —

Job recruiter: Mark Hyman of The River Group

Candidate recruiter: Eric Berg of JN Adams & Associates, Inc.

Job title: OPERATIONAL EXCELLENCE MANAGER

Overall placement fee: $27,500

Fee percentage: 25%

— — —

Job recruiter: Mark Marshall of CRJ Search

Candidate recruiter: Gary Thompson of Gary Thompson

Job title: CEO

Overall placement fee: $47,500

Fee percentage: 10%

— — —

Job recruiter: Steve Zollner of The Sunridge Group

Candidate recruiter: Gary Nashif of SMB Recruiters, LLC

Job title: SENIOR ACCOUNT EXECUTIVE

Overall placement fee: $22,400

Fee percentage: 20%

— — —

Job recruiter: Steve Zollner of The Sunridge Group

Candidate recruiter: Gary Nashif of SMB Recruiters, LLC

Job title: ACCOUNT EXECUTIVE – AEROSPACE AND DEFENSE VERTICAL

Overall placement fee: $26,000

Fee percentage: 20%

— — —

Job recruiter: Michael Stuck of Gables Search Group

Candidate recruiter: David J. Sgro of True North Consultants, Inc.

Job title: PRODUCTION SUPERVISOR

Overall placement fee: $14,250

Fee percentage: 25%

— — —

Job recruiter: Roberto Briones of R.A. Briones & Company

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

Job title: MECHANICAL DESIGN AND APPLICATIONS ENGINEER

Overall placement fee: $24,975

Fee percentage: 22.5%

— — —

Job recruiter: Dan Trudeau of PRA USA

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: SENIOR POWER ELECTRONICS ENGINEER

Overall placement fee: $25,750

Fee percentage: 25%

— — —

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

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: Home Health RN Field Case Manager

Overall placement fee: $47,500

Fee percentage: 15%

— — —

Job recruiter: Michael Agen of New Solutions Group, LLC

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: CLINICAL TRANSITIONS LIAISON

Overall placement fee: $17,600

Fee percentage: 20%

— — —

Job recruiter: Michael Agen of New Solutions Group, LLC

Candidate recruiter: Terry Rhodes of NewCareers

Job title: RN HOME HEALTH

Overall placement fee: $12,325

Fee percentage: 17%

— — —

Job recruiter: Dennis Cupp of Austin Allen Company, LLC

Candidate recruiter: Marcus Ronaldi of Partner West

Job title: MECHANICAL OR ELECTRICAL ENGINEER

Overall placement fee: $16,250

Fee percentage: 25%

— — —

Job recruiter: Amy Chapman of Key People Staffing

Candidate recruiter: Terry Rhodes of NewCareers

Job title: SANITATION SUPERVISOR

Overall placement fee: $21,250

Fee percentage: 25%

— — —

Job recruiter: Jennifer Hull of Jenn Resources

Candidate recruiter: Deb North of Deb North

Job title: MECHANICAL OR ELECTRICAL ENGINEER

Overall placement fee: $47,500

Fee percentage: 25%

— — —

If you’re a newer member and you want to enjoy more success in our recruiting network, then I encourage you to 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.

I have addressed this topic before in The Pinnacle Newsletter Blog, but I feel compelled to address it once again. One reason why is because of the importance of the topic and how central it is to your success as a member of Top Echelon Network.

We always say the Network is about building lasting relationships with split recruiting partners.

That’s why, when new recruiters join the Network, we recommend completing your Agency Profile and your Recruiter Profile, including your photo. We don’t recommend this lightly. There is a method to our madness!

When you start reaching out to your new trading partners, those recruiters will view your Profile, including your photo, so that when they reach out to you, they have a sense of who you are and what you do. If there is nothing in your Profile, how will they know whether or not they wish to partner with you?

Why not give your trading partners (and potential trading partners) the advantage of a properly completed Profile, including a photo? Recruiters join the Network to make more placements. This is a simple way to assure that you attract trading partners and build long-lasting relationships. Plus, who doesn’t want to put a face with the name when they give you a call?

Your TE Profile and your Agency Profile are important to you as a resume is to a job seeker. In essence, you’re presenting yourself to other members in Top Echelon’s recruiting network. As such, you want them to understand what you specialize in and how you might be able to help them.

There are a number of crucial components that your Recruiter Profile should contain. I have listed four of those components below:

#1—A photo of yourself

You might think this isn’t a necessity, but rather an optional item. But in reality, it’s more of a necessity.

Plainly put, people like to know what people look like, especially if they’re working with those people or if they might work with those people. Don’t post a “glamour shot. Instead, use a good (and relatively recent) representation of you.

#2—Updated contact information

This is especially necessary when it comes to your phone number. But it’s not just the phone number. It’s your extension, too, if you have one.

If you don’t include your extension, then somebody could call your office looking for you and get stuck inside your voicemail system, never able to connect with you. This can lead to frustration, which ultimately leads to a negative experience.

Then that recruiter may not want to work with you in the future. (Also remember that you should put your mobile phone number on your Recruiter Profile.)

And yes, be sure to include a physical address in the contact information. After all, you want to make sure that if another Network member sends you a placement check, then that check makes it to the right place!

#3—A breakdown of specialties

In the area of specialization, break down the skill areas of focus in which you work.

For instance, if you work IT, don’t just say, “I work IT.” That’s like saying, “I like toast.” Well, what kind of toast do you like?

In the IT example, break the specialty down into the programming languages or systems that you work in an outline form. If you work “Java Developers,” put that in your Profile. You get the idea.

#4—How you like to work

Something else you might want to include in your Profile is the way in which you like to work in a split placement situation or a trading partner relationship. This isn’t essential, but it is something to think about.

That’s because how you work can be just as important as what you work. Two recruiters can work in exactly the same niche, but that doesn’t mean they’re automatically going to make split placements.

The Recruiter Profile section should be more of a breakdown of you and your recruiting experience and who you are as a human being. Give people a bit of information about who you are as a person so they can feel more comfortable calling you and talking with you.

You never know what you may have in common with someone else and where that will take you.

So complete and/or update your Agency Profile and Recruiter Profile in Top Echelon Network as soon as possible!

A split partner relationship can be a delicate thing. That’s because it depends on so many different factors, not the least of which are the personalities and preferences of the recruiters involved.

I receive phone calls, emails, and messages from Network members all of the time. They call about a number of reasons, including to share their experiences with other TE recruiters.

A Network recruiter recently contacted me about a situation. That situation: one of their split recruiting partners tried to micromanage them.

I won’t go into the details of the situation, but suffice it to say, micromanaging does NOT constitute “best practices” for split fee recruiting membership. I’d like to take this opportunity to explain why.

Below are five reasons not to micromanage your split partners in TE:

#1—You’re complicating the placement process.

The hiring process is complicated enough. There are people on both sides of the sale, and there are more than enough people in the middle of the sale. The candidate, the hiring manager, other company officials, and now TWO recruiters.

When a split partnership works well, there is teamwork involved and the process can unfold more smoothly. However, when you micromanage the situation, it usually does not help things go more smoothly.

#2—You’re straining the relationship.

Nobody likes micromanaging. They just don’t. You’re not helping the situation or the relationship. You’re introducing stress into both.

The last thing that two recruiters need in a split placement situation is to become annoyed or bothered with each other. You can’t be bickering. You must work together to bring a satisfactory conclusion to the process.

#3—You’re not operating in “the spirit of networking.”

One of the Four Pillars of Top Echelon Network is Trust, perhaps the most important pillar. That’s because it’s the key ingredient to not only making one placement, but also making multiple placements.

If you’re going to be part of a split network and you’re going to work with trading partners, then you must trust those partners. You can’t just say you’re going to trust them and then your actions contradict that.

#4—You’re branding yourself in a negative fashion.

Branding isn’t just for clients and candidates. It’s also for your Top Echelon Network membership. You don’t want to brand yourself as somebody who micromanages your trading partners during the placement process. You want to brand yourself in a much more position fashion than that.

When other Network recruiters think of you, you want positive things to come to their mind . . . not things they would want to avoid. People don’t like micromanaging, period.

#5—The recruiter may not want to work with you again.

What is the end result of all this? The other recruiter not wanting to work with you. That should not come as any big surprise. Even if you make a split placement with the person, that’s no guarantee they’ll want to work with you again.

It all depends on what kind of experience you provide for them. If you’re constantly looking over their shoulder and bugging them about every single detail, that’s not a positive experience.

If you make a split, that’s a negative experience with a positive ending. However, if you don’t make a split, that’s a negative experience with a negative ending.

Do not micromanage your trading partners. Trust them to do what needs to be done. Work together and rely upon each other’s strengths. Provide a positive experience from start to finish.

And of course, make as many split placements as you possibly can.

If you have any questions about this blog post or about your membership in Top Echelon’s recruiting network, please contact me at 330.455.1433, x156 or by sending an email to drea@topechelon.com.

Welcome to the third part of my blog post series about how to enjoy more “Exporter Success” in Top Echelon’s recruiting network. This part deals with the steps for qualifying job orders in the Network.

The first part in this series dealt with creating Job Alerts properly.

The second part dealt with thoroughly understanding the job description.

In this latest installment, I’d like to discuss the steps for qualifying the job order. In my previous blog post, I stressed the importance of finding a job order within your area of expertise in our split network.

Important steps for success

Why is that? Because it’s NOT fair to expect the job order recruiter to teach you how to recruit in their niche.

Okay, so let’s say that you’ve found a job that’s in a niche, industry, and/or discipline in which you’re strong. Now what?

Now you qualify the job order, specifically by doing the following two things:

#1—Review the details of the job order carefully.

#2—Once you understand the details and nature of the job order, CALL the recruiter to discuss and qualify the job with them.

I know what you’re thinking: “But I don’t know this recruiter. I’ve never worked with them before.”

If you don’t already know them, this is a great time to get to know them, to find out how they like to work, and to start building a working relationship. This also helps to eliminate miscommunication, which will reduce wasted time.

As you know, time is of the essence during the recruiting process. It’s better to spend two minutes up front to prevent the loss of two days (or more) down the line.

It could mean the difference between closing a deal and a dead end.

If you have any questions about this blog post or about your Top Echelon Network membership in general, you can contact me by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com. Have a great week!

Top Echelon offers a free monthly webinar as part of its Expert Recruiter Coaching Series.

These webinars touch upon a variety of recruiter-related topics. These topics deal with both job candidates and clients. As always, our goal with these webinars is to help professional recruiters and executive search consultants just like YOU make more placements.

We record these webinars for those recruiters who can’t attend the live presentation, and we’re now pleased to offer the video from our most recent webinar by Gary Stauble of The Recruiting Lab.

The title of that webinar (and corresponding training video) is “The Retained Mindshift.”

Below is the official description for this training video:

— — —

Are you fed up with having clients “ghost” you after you’ve invested hours and hours on a search?

If so, then you need to watch this training video by Gary Stauble of The Recruiting Lab on the inner-game of selling retainers, the recorded version of our most recent webinar in Top Echelon’s Expert Recruiter Coaching Series!

This video can help you move past self-imposed limitations and define your simple roadmap for higher production. Here’s a sampling of what you’ll learn from Gary during this session:

  • Why he switched from contingency to retained search
  • How to communicate with confidence and win retainers
  • The biggest internal impediment to successfully landing a retainer
  • The mental mindset, habits, and characteristics of retained recruiters
  • Seven (7) strategies for boosting your power, presence, and warmth over the phone
  • How to use powerful body language and voice inflection to gain client trust and respect
  • How to avoid costly mistakes when pitching a retainer

Whether or not you intend to ever sell a retainer, learning the skills involved will make you a much stronger salesperson. So watch this video and get ready to learn all about “The Retained Mindshift”!

Watch this FREE training video!

Recorded versions of our Expert Recruiter Coaching Series webinars are posted on our website as free online recruitment training courses in the Top Echelon Recruiter Training Library.

Keep an eye out for the next free webinar in our Expert Recruiter Coaching Series!