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Recruiting is not an easy profession.  If it was, everybody would be doing it.

However, it can even be difficult for those people who are good at it!  That’s proven on an almost daily basis within the industry.

That’s because there are so many factors involved, including the fact that there are people at all ends of the sale—people who can “put the kibosh” on the deal at any point and for just about any reason.  That makes it all the more difficult for one recruiter.

But what about . . . two recruiters?

That’s the beauty of making split placements.  You can rely upon teamwork—the combined efforts of TWO experienced recruiters—to get the job done and close the deal.

And I happen to have three prime examples of split placement teamwork in a recruiter network like Top Echelon.  These examples illustrate the “hidden value” of working with another recruiter in Top Echelon, value that not only leads to more placements, but also less stress.

Who doesn’t love less stress?

Congratulations to everybody who made placements this week!

If you have questions about how to maximize your Top Echelon Network Membership and make more splits, I urge you to contact Director of Network Operations Drea Codispoti, CERS by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

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Jeff Detwiler of Pivotal Headhunters

Jeff Detwiler

Mike Ehlers of Ehlers Recruiting Partners

Mike Ehlers

“Jeff brought some very good candidates to the table–very thorough. I look forward to more ‘hits’ together!”

Submitted by Mike Ehlers of Ehlers Recruiting Partners regarding his Network split placement with Jeff Detwiler of Pivotal Headhunters

Position Title—SALES NY

Fee Percentage—20%

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

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Kelsey Krumm of the Executive Group

Kelsey Krumm

Cheryl Lang, CPC of Career Search Associates

Cheryl Lang, CPC

“Great job to Kelsey for finding a very strong candidate!”

Submitted by Cheryl Lang, CPC of Career Search Associates regarding her Network split placement with Kelsey Krumm of the Executive Group

Position Title—STORE MANAGER

Fee Percentage—Flat

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

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Chuck Sissom of Sissom and Associates

Chuck Sissom

Veronica Snyder of Career Professionals, Inc.

Veronica Snyder

“Thanks for the help, Chuck. I appreciate you always looking at our job orders and seeing who you may know!”

Submitted by Veronica Snyder of Career Professionals, Inc. regarding her Network split placement with Chuck Sissom of Sissom & Associates

Position Title—MANUFACTURING ENGINEER

Fee Percentage—25%

(Editor’s note: This is the fourth Network split placement that Snyder and Sissom have made together in Top Echelon.)

People who visit websites have a very short attention span.  They expect to find what they’re looking for within seconds, and they want a good experience in the process.

A recruiting website has to accomplish three basic functions within the visitor’s first five seconds.  Otherwise, there’s a risk of losing them.

First, the visitor needs to know who you areSecond, they need to know what you do.  And third, it needs to be obvious what action you want them to take, all within the first five seconds.

#1—Web visitors need to know WHO YOU ARE

For most recruitment and staffing agencies, their website is their storefront.  There is no “driving up” to a website.  It’s more like being teleported and not knowing exactly where you’re going or what it’s going to look like once you arrive.

That’s why it’s important that the name of your company and your company logo (hopefully you have one) are two of the very first pieces of information the visitor sees when they arrive at your site.

Seeing the company name provides a sense of relief, since the visitor now knows they’re in the right place.  To help them locate the company name more quickly and because most people scan websites from left to right, it makes the most sense to display your company name and logo in the upper left-hand corner on each page of the site.

#2—Web visitors need to know WHAT YOU DO

Now that people know who you are, they need to know what you do.  More specifically, they’re asking the question, “Am I in the right place to help solve my problems and meet my needs?”

They want to make sure that their time is going to be worth the visit to your site.  To accomplish this, there needs to be a short, clear, and concise statement of the service you provide, and in some cases, who you provide that service for.  It’s like a branding statement that can be comprehended quickly, without too much thought.

A good example of this is the website for JBK INTERNATIONAL (www.jbk-intl.com).  As soon as you land on their site, there is no doubt who they are and what they do.  Their concise statement reads, “RECRUITING EXPERTS FOR THE CASINO & GAMING INDUSTRY.”  That statement is toward the top of the page and is offset in red so that it stands out from the rest of the site.

Keep in mind that the clear and concise statement becomes less effective the longer it is.  Remember, most people browse a website, they don’t park and read.  The longer your descriptive statement is, the less likely they’re going to read it.

#3—Web visitors need to know WHAT ACTION you want them to take

One of the major goals of a recruiting website is to convert visitors into clients, candidates, or referrals.  To increase the probability of this happening, the site needs to have an element on the page that grabs the visitor’s attention and elicits some type of action.  This attention grabber is known as a Call-To-Action (CTA), and it needs to be obvious to the visitor within the first five seconds.

The main purpose of the CTA is to get the visitor to do something.  Popular CTAs on recruitment and staffing websites include “View Hot Jobs”, “Submit Your Resume”, “Contact us”, or “Join me on LinkedIn.”

Most times, the CTAs are clickable buttons that are designed with a contrasting color to the site’s main colors, causing it to stand out.  (For more about the best colors for a website, view the blog article, “What are the Best Colors for Websites?”).

CTAs lead the visitor down a specific path to either capture their contact information by asking them to fill out a form or prompt them to contact you.  Either way, the goal is to lead the visitor down a path that prompts them to take an action.

Take this test: open a browser and type in your agency’s website address.  Does your site answer the three basic questions of who you are, what you do, and what action needs to be taken—all within the first five seconds?

If not, then you may be losing visitors.

If you need a website built from scratch or if you believe that it’s time to update the design or functionality of your current site, check out some examples of websites that we’ve built for other recruiters.

For more information, you can contact me at 330.455.1433, x135.