Last week, we announced the Largest Split Fee in the month of July. That fee was totaled over $50,000! Here’s what we didn’t tell you at the time: that placement (and that fee) was a direct result of the MEGA Database.

That’s right, using the MEGA helped two Network recruiters split a fee north of $50K. So if you’re not using the MEGA on a regular basis right now, you might want to reconsider. You could be earning huge fees, too!

Huge fees? Yes, please!

While the comments regarding this placement are listed below, we’re going to take you step-by-step through it. (Okay, we won’t detail every step, but we will address the important ones.) That’s because we want to illustrate the fact that if other recruiters can do it, then you can do it, too.

The important steps associated with this placement are as follows:

• The job order recruiter (Mary Anne Buckley) posted her job on the Network as soon as she got it from her client.
• Mary Anne used the MEGA Database to search for candidates and found one.
• Mary Anne contacted the candidate recruiter (Veronica Snyder) to discuss the candidate.
• Although the candidate was not exactly what Mary Anne was looking for, she shared more information with Veronica.
• Armed with this information, Veronica continued to source for candidates and found an outstanding one!

Participation, collaboration, celebration

All it took was participation and collaboration by the recruiters involved. And Mary Anne started it all by posting her job and using the MEGA. And that turned into a $56,250 placement fee, one of many huge fees that she’s scored in the Network.

If you don’t use the MEGA, this a great time to start. If you want to put yourself in position to earn huge fees, contact Director of Network Operations Drea Codispoti, CPC/CERS.

You can reach Drea by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

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Mary Anne Buckley, CPC

Veronica Snyder

“I put a note on the TE boards as soon as I got this opening as it was HOT, HOT, HOT! A match popped up on the MEGA Database, and Roni and I spoke. That candidate wasn’t quite right, but after filling her in on the important details, Roni went to work and found me an outstanding candidate. My client is thrilled, the candidate is happy, and we’re getting paid! Wonderful first split with Roni!”

Submitted by Mary Anne Buckley of Interstate Recruiters Corp regarding her Network split placement with Veronica Snyder of Career Professionals, Inc.

Position Title—DIRECTOR OF MANUFACTURING STRATEGY

Fee Percentage—25%

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

How well do you know your clients? Do you know them completely, inside and out? If you don’t know whether or not they hire on a contract basis, then the answer is “No.”

We decided to find out how many Network members possess that level of knowledge about their clients. And our preferred method of finding out? A poll question in the Members’ Area, of course!

In fact, here’s the question that we posed in that poll. (It’s a rather straightforward question, if we do say so ourselves.)

How many of your clients hire on a contract basis?

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

• None of them — 36.0%
• A quarter of them — 23.6%
• About half of them — 4.5%
• Three quarters of them — 1.1%
• All of them — 4.5%
• I actually have no idea. — 30.3%

Any which way they hire

Let’s start at the beginning, shall we? Thirty-six percent (36%) of poll participants indicated that “None” of their clients hire on a contract basis. Unfortunately, we don’t know exactly how they came to acquire this information.

Ideally, they asked their clients, either on the phone or via email. What would NOT be ideal? If they just assume that their clients don’t hire on a contract basis because their clients have never given them a contract job order. That has a high probability of being a false assumption.

Next in line: 23.6% of recruiters indicated that a quarter of their clients hire on a contract basis. After that, though, it drops off to 4.5% for “Half of them.” Incidentally, that matches the percentage of members who chose “All of them” as their answer.

Now, on to the juicy part of our presentation. That would be the percentage of recruiters who “actually have no idea.” That percentage stands at 30.3%. That’s more than a third of recruiters who do not know if their clients hire contract workers.

We’ll be referencing the results of this poll in the future. However, in the meantime, if you don’t know if your clients hire on a contract basis, you could be missing out on job orders. Because maybe they DO hire contractors.

And if they do, that means they’re giving those job orders to somebody else.

Are YOU in need of a recruitment back office or contract placement services?

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

Welcome to the next installment of our “Power of the Network” series of blog posts! This week, we’ll be examining how double team recruiting can help Network members make more placements.

We’ve touched on this topic before, but “two heads are better than one.” In other words, two recruiters are better than one when trying to close a deal. The case study below illustrates this fact.

A dream double team: Truax and Showe!

One of the recruiters involved in the deal is a Top Producer in the Network. That recruiter is Melissa Truax of Premier Health Careers, Inc./Premier Paths. Melissa is currently ranked #4 in TE in terms of her cash-in total during the past 12 months.

Her trading partner in this deal is Barry Showe of Showe & Associates, LLC. Barry has made seven placements in the Network, and all seven have been with Melissa. They are obviously successful trading partners . . . a dream double team!

Below are some of the double team highlights associated with this deal:

• Barry had the candidate and presented them to Melissa.
• Melissa presented the candidate to her client.
• The candidate received a higher offer from another facility. This required Melissa to renegotiate the offer that her client had extended to the candidate.
• The candidate accepted the renegotiated offer from Melissa’s client.

Counting on a recruiter you can TRUST

When you’re working with another recruiter that you trust, you can count on them. You can count on them to help you close the deal, no matter what obstacles arise. Sure, there are some things that are out of your control.

But with an great trading partner relationship, you can double team the candidate, the client, and the placement process itself!

If you’re 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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“Thank you, Barry! This one was quite the nail biter, with [the candidate] having a higher offer at another facility and I having to go back and negotiate the offer. The client is so thrilled to have her, and she is super-excited about her decision to go with my client. Quite a bit of hard work on this one, but the outcome has been a great success for everyone!”

Submitted by Melissa Truax of Premier Health Careers, Inc./Premier Paths regarding her Network split placement with Barry Showe of Showe & Associates, LLC

Position Title—PHYSICIAN ASSISTANT – ORTHO

Fee Percentage—20%

(Editor’s note: This is the seventh Network split placement that Melissa and Barry have made together in Top Echelon.)

(Editor’s note: This blog post is one in a series that focuses on the most common reasons why recruiters don’t make contract placements. These reasons are based on common misconceptions about contract staffing. These misconceptions prevent recruiters from reaping the benefits of offering contractors to their clients.)

Misconception #2: I can’t learn a whole new new process.

On of the biggest misconceptions about contracting is that you have to learn a whole new process to be able to do it.

But you actually don’t have to reinvent the wheel to offer contract staffing services. When you use a contract staffing back office, your process is essentially the same as it is for direct hires:

• You get the job order.
• You recruit the candidates and set up phone interviews.
• Finally, you negotiate the candidate’s pay rate and how much you will bill the client.

Once the basic recruiting tasks are handled, the back office takes over. The back office should handle all the legal, financial, and administrative tasks.

We often hear from recruiters how surprised they are at how easy it is to offer contract staffing solutions. In fact, they often find contract placements are EASIER than direct hire job orders.

For starters, they are usually dealing with the hiring manager rather than HR. In addition, contract placements typically happen more quickly because hiring managers are simply looking for someone who can do the job rather than the “perfect fit.” And the contract staffing back office handles all of the invoicing and collections, eliminating a major hassle of direct hires.

We have FREE tools for you to use!

We know the process can still seem a little daunting if you have never made a contract placement before. That’s why we’ve created Your Complete Guide to Contract Staffing. This guide has a number of tools to help recruiters get started.

Are YOU in need of a recruitment back office or contract placement services?

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

We encourage you to give it a try so you can see for yourself how easy it is. And we will be here to help you every step of the way. That’s why you can can also call us at (888) 627-3678.