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This man has worked in the recruiting profession since 1996. This man has been a member of Top Echelon’s recruiting network for over 20 years. And he’s made 76 Network placements since joining TE.

This man’s unique insight, worldview, and sense of humor have made the TE Discussion Forum a more interesting place for the past 18 years. This man is John Zurek of Zurek Professional Resources, LLC and he is the first member in the history of Top Echelon to be named the Recruiter of Next Week!

Anybody who knows John should not be surprised by this. Why is he the Recruiter of Next Week? Because he was busy this week. As you can see, John puts a high premium on common sense. So when you see there is no Recruiter of the Week in The Pinnacle Newsletter Blog next week, remember that it’s actually John.

(You might argue that John has, in effect, made himself the Recruiter of the Week for two different weeks, not one. If you were to argue this, then you would sum up the genius that is John Zurek.)

John Zurek: work, not worry

But enough of me talking about John. We call John to the stage to talk about John, specifically about his success as a member of Top Echelon Network:

“I was honored to receive notification that I was named Recruiter of the Week. I have been a TEN member for more than 22 years, which is more than 1,100 weeks. Apparently, TE is finally getting to the bottom of the list of 1,100 members.

“It is OK. I have been a faithful member of the network and enjoyed the continual learning experiences with members and enjoyed the relationships which have come and gone for whatever reasons. New ones keep arising and I feel good about that.

“For as jovial and disconnected from the stress of recruiting I may seem to be, I truly paid my dues in emotions. While working with affiliates who were desperate in attitude and tone, it was apparent that I was not alone. I found relief in this simple strategy similar to the Field of Dreams mystical voice, ‘If you build it . . .’

“‘If you work, you will experience success.’ Too simple? Taking it a step further, let’s add ‘If you worry, you will be miserable.’ The theory is this: Work your day to the best of your ability. Shut it down at 5 p.m. The next day, work your day to the best of your ability. Repeat for 20+ years. Results will reflect how hard and smart you work.

“I lost faith in worrying. It has yet to serve me and it will always hurt me. If you invest the mind power in worrying, you can instead invest the mind power in working. Which one will produce the results you want?”

JZ, AV29 (like there is another JZ, right?)

So congratulations to John Zurek for being named Recruiter of Next Week and 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

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

John Zurek of Zurek Professional Resources, LLC

John Zurek

Job recruiter: John Zurek of Zurek Professional Resources, LLC

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

Job title: MANUFACTURING ENGINEER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

John Zurek of Zurek Professional Resources, LLC

John Zurek

Job recruiter: John Zurek of Zurek Professional Resources, LLC

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

Job title: MANUFACTURING ENGINEER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Lois Rupkey of Byrnes & Rupkey, Inc.

Lois Rupkey

Job recruiter: Lois Rupkey of Byrnes & Rupkey, Inc.

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: PROJECT ENGINEER

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Eric Dickerson of Gulfstream Strategic Placements, LLC

Eric Dickerson

Job recruiter: Eric Dickerson of Gulfstream Strategic Placements, LLC

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: PROJECT MANAGER

Fee percentage: 20%

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 Cameron Craig Group

Job title: RN HOME CARE CASE MANAGER

Fee percentage: 17%

Action causing split placement: Network Jobs Feed

— — —

Justin Bidwell of Bidwell and Associates, LLC

Justin Bidwell

Steve Schanz, CPC of CPS Recruitment

Steve Schanz, CPC

Job recruiter: Steve Schanz, CPC of CPS Recruitment

Candidate recruiter: Justin Bidwell of Bidwell & Associates, LLC

Job title: PRINCIPLE QUALITY ENGINEER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Joseph Cunliffe of Five Star Consulting

Joseph Cunliffe

Barry Showe of Showe and Associates, LLC

Barry Showe

Job recruiter: Joseph Cunliffe of Five Star Consulting

Candidate recruiter: Barry Showe of Showe and Associates, LLC

Job title: PATIENT SAFETY/RISK MANAGEMENT OFFICER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Stacy Daves of Global Talent Resources Corp.

Stacy Daves

Vern Fuller off Knightsource, LLC

Vern Fuller

Job recruiter: Vern Fuller of Knightsource, LLC

Candidate recruiter: Stacy Daves of Global Talent Resources Corp.

Job title: PROCESS ENGINEER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

Michael Agen of New Solutions Group, LLC

Michael Agen

Job recruiter: Michael Agen of New Solutions Group, Inc.

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

Job title: NURSE LIAISON HOME CARE

Fee percentage: 17%

Action causing split placement: Network Jobs Feed

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

Job recruiter: Lloyd E. Shoemaker of Miami Professional Search, Inc.

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

Job title: PROJECT MANAGER

Fee percentage: 25%

Action causing split placement: Offline communication with a member

When you hear about contract-to-direct arrangements, you usually hear about how client companies use them to “test drive” candidates.

These arrangements give companies the chance to see a potential new hire “in action.” That way, they don’t have to just depend on the typical interview and hiring process to determine the right fit. They can evaluate a candidate’s skills and work ethic before making a direct hire commitment.

However, it’s not just companies that are nervous about new employment relationships. According to a number of different reports conducted in recent years, only about half of hires are confident in their decision to take a new job.

Contract-to-direct is in effect

A big reason for this uncertainty is that employers fail to paint a realistic picture of the job. Companies that provide “realistic job previews” typically have higher percentages of new hires who feel good about accepting the job offer.

Contract-to-direct arrangements are the ultimate realistic job previews. Candidates can try the job first and get a “behind-the-scenes” look at the company. That way, they can determine if it’s a cultural fit for them. And for those considering relocation, it allows them to try the geographic location, as well, before they sell their house and move their families.

Some may view contract-to-direct arrangements as just another hoop candidates have to jump through to get hired. But in reality, it’s an audition for both the candidate AND the company. It’s an audition to determine if they meet each other’s needs before they make the direct hire commitment.

By providing the contract-to-direct option to your clients and candidates, you can help both parties make a decision they can feel good about.

This is what becoming a sole-source provider is all about. You provide ALL of the solutions to your clients’ hiring problems. Then, they will always come to you when they have a need.

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!

The “But For Rule” will never go away in this industry. It’s what separates the “snakes” from those who know what the right thing is and how to do it.

Without going back to Sunday school, we all know the Golden Rule: “Do unto others as you would have done unto yourself.” There are many ways to state this philosophy of reciprocity.

With this thought, let’s approach the “But For Rule” in terms of best practices in Top Echelon’s recruiting network. Candidates and client leads come to you in so many different ways. Let’s face it: the Internet can be a messy, dangerous place.

Best practices: “But For Rule” scenarios

A candidate named “Fred” applies to your job on your website and he is a fit for the role. (Names are withheld to protect the fact they don’t actually exist.) However, a day, a few hours, or even minutes before that, a Network trading partner had sent you Fred’s resume for that same job.

“We need to talk about ‘Fantastic Fred’ for your XYZ-role,” they say. But here is “Fantastic Fred” in your hand. He applied through your site, and the other recruiter doesn’t know the time frame of this nomination. So . . . what do you do?

Which of these two submissions made you interested in the candidate? Which did you see first? You received “Fantastic Fred” from your Network trading partner first. Therefore, you should honor their submission.

In another (hypothetical) case, your Network trading partner sends you “Fantastic Fred” for your XYZ-role, and you remember this person. You turn around and find that you had just spoken to him last month for another role OR you recognize the name and find “Fantastic Fred” in your recruiting database. What do you do? Did you think of Fred for the role in question or take action towards him before your trading partner’s submission?

Now let’s really “blow your doors off.” You’re trying to reach “Fantastic Fred” for the XYZ-role, and he is not responding to you. A Network trading partner calls up and says, “I have been talking to ‘Fantastic Fred’ about your XYZ-Role. He is very excited, and I think he is a great fit for this position”

“Really?” you ask yourself.

Consult the Network Policies

In this situation, according to scenario 2 in Top Echelon Network Policy 15a, you would have to honor your split recruiting partner’s submission of “Fantastic Fred.” That’s because they’ve established contact with him and you have been unable to do so.

In order to set guidelines for occurrences such as these, Top Echelon has carefully designed Policies 8, 9a, 9b, 9c, 15a, and 15b to cover the way Top Echelon Network recruiters are to handle these situations when they arise.

Just keep the following three things in mind:

1. Honesty is the best policy.
2. “Do unto others as you would have done unto yourself.”
3. “But for” what action caused your interest in this candidate?

If you have any questions about the “But For Rule” or about any other policies or best practices in Top Echelon’s split network, I encourage you to contact me. You can do so by calling 330.455.1433, x156 or sending an email to drea@topechelon.com.

If you’re a recruiter, you want to make more deals. That’s what you do. That’s why you joined our recruiting network. And working well with a Top Echelon split recruiting partner is one of the best ways to make that happen.

This week in The Pinnacle Newsletter Blog, we have four instances of split placements that illustrate this. These four splits show what it takes for a split recruiting partner relationship to bear fruit.

What exactly do I mean? Thank you so much for asking . . .

Split recruiting partner success

As you look at the deals below, you can see that certain trends emerge. These trends revolve around the behavior and characteristics of the recruiters involved.

With that in mind, here are three best practices for enjoying split recruiting partner success in Top Echelon Network:

#1—Talent assessment

It starts and ends with talent these days, doesn’t it? A great trading partner excels at sourcing candidates and assessing talent, not only for their own clients, but also for their partners’ clients, as well. They know which candidates will be a potential fit and which ones will not.

#2—Responsiveness

You don’t like waiting for somebody to get back to you. So you’re probably not surprised to learn that other people don’t like waiting for you to get back to them. Engagement is the key. Stay engaged with your trading partners throughout the entire hiring process.

#3—Patience and/or perseverance

Sure, quick placements are awesome. But it doesn’t always happen that way. Fortune often favors the patient. You’re probably familiar with the saying, “It ain’t over ‘til it’s over.” That saying most definitely applies to the employment marketplace and the world of recruiting.

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.

— — —

Steve Zollner of The Sunridge Group

Steve Zollner

Greg Abel of Abel Connect, LLC

Greg Abel

“Greg is great to work with and really understands what my clients are looking for. [I’m] looking forward to many more placements together.”

Submitted by Steve Zollner of The Sunridge Group regarding his Network split placement with Greg Abel of Abel Connect, LLC

Position Title—ACCOUNT EXECUTIVE-ENTERPRISE SOFTWARE

Fee Percentage—20%

(Editor’s note: This is the third Network split placement that Steve and Greg have made together in Top Echelon.)

— — —

Robert Wilson of R.L. Wilson & Associates

Robert Wilson

Robert Alexander of Systems Technology International, Inc.

Robert Alexander

“Bob was spot-on finding the right skilled candidate for my client. Bob has sent me two MPC candidates this month. Keep them coming, Bob!”

Submitted by Robert Wilson of R.L. Wilson & Associates regarding his Network split placement with Robert Alexander of Systems Technology International, Inc.

Position Title—FIRE ALARM TECHNICIAN

Fee Percentage—18%

(Editor’s note: This is the first Network split placement that “The Bobs” have made together in Top Echelon.)

— — —

Deb North of Deb North Consulting, LLC

Deb North

Steve Kohn of Affinity Executive Search

Steve Kohn

“Excited that Steve and I made our first placement! Thank you for all of your help, Steve!”

Submitted by Deb North of True North Consulting, LLC regarding her Network split placement with Steve Kohn of Affinity Executive Search, Inc.

Position Title—REPORTING MANAGER

Fee Percentage—20%

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

— — —

Lois Rupkey of Byrnes & Rupkey, Inc.

Lois Rupkey

Tom Bower of J.D. Cotter Search, Inc.

Tom Bower

“Tom was a trooper through this close to four-month ordeal. But it became a deal. Gotta love it! Thanks, Tom!”

Submitted by Lois Rupkey of Byrnes & Rupkey, Inc. regarding her Network split placement with Tom Bower of J.D. Cotter Search, Inc.

Position Title—ASSISTANT DISTRIBUTION OPERATIONS MANAGER

Fee Percentage—20%

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

One of the arguments against making split placements is that it dilutes one’s recruiter fees. However, as the Network members below can attest, that argument does not “hold water.”

That’s because, as you can see, the amount of the recruiter fees that these members have made is substantial. The top 10 fees in the second quarter totaled $395,800. That’s an average placement fee of $39,580.

It doesn’t matter if you’re splitting a fee if that fee is close to $40K, now does it? (Especially if you would NOT have made the placement or the fee without a trading partner.)

In addition to the largest fee of the quarter ($56,250), we’d like to mention Network members Tim Piccini and Bob Millman. That’s because two of their splits are on our list. Tim and Bob split fees of $36,000 and $35,200. Those fees earned the duo sixth and eighth place on the list, respectively.

During the second quarter, Tim and Bob paid $390 apiece in Network membership dues. Based on the two deals they made with each other alone, they both received $33,464 in split fees. Now that is an acceptable return on investment, wouldn’t you say?

In fact, I would venture to say that everybody on the list below is satisfied with the return they received on their Network investment during the second quarter. How about you? Are you satisfied? Would you like to make more placements in Top Echelon?

Then 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.

Congratulations to everybody who scored big recruiter fees in Top Echelon’s split network during the second quarter!

— — —

Largest TE Recruiter Fees of the Quarter
First Place:

Lisa DeBenedittis of Elite Executive Search

Lisa DeBenedittis

Gail Williams of Williams Recruiting

Gail Williams

Lisa DeBenedittis of Elite Executive Search and Gail Williams of Williams Recruiting

The position for this split placement was a Director, Research – Immuno-Oncology. Lisa was the job order recruiter, and Gail was the candidate recruiter.

The action that stimulated this split placement was listed as “Discussion Forum.”

The fee percentage for this split placement was 25%. The fee total was $56,250.

— — –

Second Place:

Amylyn Kyler of Kyler Professional Search (job order recruiter)
Stephanie Jakubik of Bertram & Associates, Inc. (candidate recruiter)

Position Title: Talent Management Leader
Fee percentage: 20%
Split Fee: $45,000

Third Place:

Cindy Andrew Cordell, CPC of Corporate Resources, LLC (job order recruiter)
Terry Rhodes of NewCareers (candidate recruiter)

Position Title: Corporate Director EHS & Regulatory Compliance
Fee percentage: 25%
Split Fee: $42,500

Fourth Place:

Scott Szur of The Harrison Group, LLC (job order recruiter)
Steve Kohn of Affinity Executive Search, Inc. (candidate recruiter)

Position Title: Director QC
Fee percentage: 20%
Split Fee: $39,000

Fifth Place:

Deb Hunkins Patane of Professional Outlook, Inc. (job order recruiter)
Juanita Smith of Executive Group (candidate recruiter)

Position Title: Sr. Process Engineer
Fee percentage: 25%
Split Fee: $36,250

Sixth Place:

Tim Piccini of Philips Recruiting Services (job order recruiter)
Bob Millman of AutoPro Technical Recruiting (candidate recruiter)

Position Title: Plant Manager
Fee percentage: 20%
Split Fee: $36,000

Seventh Place:

John Ricciardi of Afton Consulting Group (job order recruiter)
Don Fredrick of Executech, Inc. (candidate recruiter)

Position Title: Senior Director – Product Quality/Occupational Toxicologist
Fee percentage: 20%
Split Fee: $35,600

Eighth Place:

Tim Piccini of Philips Recruiting Services (job order recruiter)
Bob Millman of AutoPro Technical Recruiting (candidate recruiter)

Position Title: EHS Director
Fee percentage: 20%
Split Fee: $35,200

Ninth Place:

Steve Zollner of The Sunridge Group (job order recruiter)
Greg Abel of Abel Connect, LLC (candidate recruiter)

Position Title: Regional Vice President of Sales
Fee percentage: 20%
Split Fee: $35,000

Tenth Place:

Jay Canowitz of Ives & Associates, Inc. (job order recruiter)
Nick Hope of Hope and Associates (candidate recruiter)

Position Title: Human Resources Business Partner
Fee percentage: 25%
Split Fee: $35,000

— — —

Top Echelon determines the monthly and quarterly winners of its Network split recruiting awards in four distinct categories, which are listed below:

1.) Recruiter of the Month
2.) Largest Split Fee of the Month
3.) Recruiter of the Quarter
4.) Largest Split Fee of the Quarter

The winners of these awards are only announced in The Pinnacle Newsletter Blog, usually (but not always) in the issue following the conclusion of each month and/or quarter.