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We at Top Echelon are pleased to announce the upcoming release of our new and improved email system for the Big Biller recruiting software!

There are multiple developments associated with this release, and one of these developments requires action on your part. First, though, the new Big Biller email system:

  • Offers better deliverability rates for all email sent through Big Biller, including mass email and standard email.
  • Includes the ability to track which recipients have opened your messages.
  • Includes the ability to track which recipients clicked on links within those messages.
  • Provides more detailed analytics for taking targeted action.
    Includes an updated interface, which streamlines the email process.

However, in order to benefit from this new email system, you must do something called “verifying your domain.” Doing this will provide email servers with confirmation that you are a trusted source.

We encourage you to verify your domain immediately by visiting the Verify Domain page within the software. If you need assistance with this process, consult our Help Center article or call (888) 627-3678.

To ensure that you continue to have access to these benefits, we are also taking additional steps to maintain the reputation of Big Biller’s email servers. Servers that receive email are more likely to accept and distribute email from servers that:

  • Send mail that is not marked as spam by recipients.
  • Send mail that is opened instead of ignored or deleted outright.
  • Send mail to active and reputed email addresses.

If Big Biller’s servers send large volumes of bad or unwanted email, then the reputation of our servers may be damaged and the ability of Big Biller users to send email could be curtailed.

To avoid this situation and ensure that Big Biller’s servers maintain high standards and a good reputation, all firms will be given a limit of 5,000 email messages per month. However, if you need to send more than 5,000 emails per month, you will have the option of sending over this limit at a cost of 0.002 cents per recipient. For example, an additional 1,000 emails (over 5,000) would cost two dollars ($2).

At the present time, only three percent (3%) of Big Biller firms average more than 5,000 emails per month and the average number of emails sent per firm is roughly 2,000 emails per month.

Big Biller’s new email system will be live starting on Tuesday, September 1. We recommend that you verify your domain prior to that date to ensure the highest level of email service that we offer.

Thank you for your loyalty as a Big Biller customer, and if you have any questions, you can:

→ Send an email to support@topechelon.com.

→ Contact us via chat during regular business hours.

→ Visit our Help Center.

At Top Echelon, we’re constantly upgrading both the Big Biller recruiting software and our split placement network software. So we’re pleased to announce the following updates:

1. Remote Job Options – You now have the ability to designate full and partial Remote Jobs in Big Biller. This update also includes:

  • The ability to search your agency and Network Jobs based on Remote designation
  • The ability for job seekers to view a Job’s Remote designation on the Job Board
  • A new “Allow for Searching by Remote” option when managing your firm’s Job Board
  • The ability to view and sort by Remote designation in Job lists within the software

2. Ability to Rearrange Email and Text Activity Types – You now have the ability to rearrange the Email Incoming, Email Outgoing, Text Message Incoming, and Text Message Outgoing Activity Types within the corresponding drop-downs throughout the software.

3. Additional Job Certifications – You now have the ability to add multiple Certifications on Job Datasheets to properly document the corresponding requirements.

4. Add-Ons and Integrations Overview – This includes a new Settings page that allows you to view all of the additional tools to maximize your potential and productivity with Big Biller.

5. Candidate vs. Job Recruiter Percentages – A pie chart has been added to the top right-hand corner of Recruiter Profiles, Agency Profiles, Recruiter Placement tables, and Agency Placement tables that displays whether the corresponding trading partners make more Candidate or Job Recruiter Placements. You can also see this pie chart when hovering over a Network Recruiter or Agency chiclet. This can be used as a quick indicator as to whether a partner is an Importer or Exporter (or a little of both).

6. Network Pipeline Sources Displayed on People Datasheets – Any additional Network Pipeline Sources are now being displayed in addition to a Network Record source in the top left-hand corner of Network Candidate Datasheets. This will help to further clarify which recruiter is due credit in the event that a candidate is being considered for multiple Jobs.

7. Clickable Stats Within Network Agency Chiclets – When hovering over a Network Agency chiclet, you can now see counts for their Network Candidates, Jobs, and Placements. Clicking any one of those numbers will display the corresponding details.

Remember, you can always stay informed by visiting the official Top Echelon Product Updates page. You can see current and past updates, as well as which updates and upgrades are next.

If you have questions about these updates or about any other aspect of your Top Echelon Network and/or Big Biller software account, you can:

→ Send an email to support@topechelon.com.

→ Contact us via chat during regular business hours.

→ Visit our Help Center.

If you’re going to be a recruiter, then you’re going to need persistence. The same goes for patience. (Although recruiters are patient to widely varying degrees.)

What members of Top Echelon’s recruiting network have discovered, though, is that it’s sometimes easier to be both persistent and patient when you’re working with another recruiter. That may seem counter-intuitive, but the results speak for themselves. Results like the ones below, for example.

This is the value of Top Echelon Network. Agency recruiters and executive search consultants are able to work with one another (and not against one another) to make split placements. And in the vast majority of cases, these are placements they would NOT have made on their own.

So even if it takes persistence and it takes patience, you can rest assured that your trading partners will be right beside you every step of the way. And when both of you experience success at the end of the journey, it will make the taste of victory that much sweeter.

— — —

Amy Recker, CPC of Bridgeway Professionals, Inc.

Amy Recker

Jennifer Beckman of Higher Level Match

Jennifer Beckman

“Persistence leads to success! Thanks, Jennifer, for the ongoing commitment to this search.”

Submitted by Amy Recker of Bridgeway Professionals, Inc. regarding her Network split placement with Jennifer Beckman of Higher Level Match

Position Title—CFO

Fee Percentage—22%

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

— — —

Suzanne Griffith of Ives and Associates, Inc.

Suzanne Griffith

Mike Loftus, CPC of Beacon Professional Search

Mike Loftus, CPC

“Patience was a virtue on this one!”

Submitted by Suzanne Griffith of Ives & Associates, Inc. regarding her Network split placement with Mike Loftus of Beacon Professional Search

Position Title—CORP SIMULATION MODELER-MANUFACTURER

Fee Percentage—22%

(Editor’s note: This is the second Network split placement that Suzanne and Mike have made together in Top Echelon.)

— — —

Kristy Staggs of Byrnes & Rupkey, Inc.

Kristy Staggs

Rose Langhals of Bridgeway Professionals, Inc.

Rose Langhals

“Thanks, Rose, for working my job and sending this candidate to me directly! It is great to make a placement together!”

Submitted by Kristy Staggs of Byrnes & Rupkey, Inc. regarding her Network split placement with Rose Langhals of Bridgeway Professionals, Inc.

Position Title—QUALITY ASSURANCE MANAGER

Fee Percentage—20%

(Editor’s note: This is the second Network split placement that Kristy and Rose have made together in Top Echelon.)

Two stages down, three to go . . . in my series of wrap-up blog posts regarding The 5 Stages of a Networker, that is.

During the past two weeks, I’ve analyzed both the Stage 1 Networker and Stage 2 Networker. As you might imagine, this week I’ll be looking at the Stage 3 Networker, who is bigger, faster, and stronger!

I know: I’m wildly unpredictable. Anyway, the goal with this blog post is the same as the goal of the previous posts in this series. You should take the time to assess yourself as a networker and then identify your current stage of development.

Obviously, the higher the stage, the more successful you’ll be as a TE recruiter. In other words, you’ll make more split placements in our split fee recruiting network—which, of course, is the name of the game.

Stage 3 Networkers are still evolving. They’re bigger, faster, and stronger. However, they still have more growing to do.

Stage 3 Networker

The Stage 3 Networker is now “sending out roots” to attempt to establish themselves in a recruiting network.

Mindset:

They know that networking should be a steady percentage of their business. They know split recruiting business can make a good year great and a bad year survivable.

Trust:

They’re willing to share most of their candidates and job orders, but they will still hold back some of their exceptional items for themselves. They have no problem sharing the name of a client with their peers. They are not overly concerned about someone “ripping them off.”

Effort:

A Stage 3 Networker has good intentions and will try to submit candidates and job orders, but something usually seems to get in the way, preventing their deals from closing.

Maneuverability:

They find that running searches in the Network software is a breeze now. If they’re a user of the Big Biller recruiting software, they’re starting to become familiar with the program. They’re starting to see how the software can help them make their office more efficient in several ways.

Expectations:

Their expectations are a little more realistic now. They’re beginning to understand that many of their job orders and candidates submitted to the Network will not result in a split placement, but they also recognize that some will. So they persevere!

Submissions:

They know that they must continuously contribute candidates and job orders to the Network, as if it’s a pipeline. If they stop contributing, they recognize that their action will begin to dry up. However, due to real world factors in their day-to-day operations, they’re not able to faithfully get their candidates and job orders into the Network as frequently as they would like.

Quality:

They take pride in the quality of the candidates and job orders they share. They are not wasting time passing non-quality items. In addition, they share most of their relatively good candidates and job orders, but they will still hold back their exceptional items for themselves.

Trading partners:

They’ve had contact with a great many firms and recognize that every firm does things differently. They’re willing to “roll with the punches.”

Network billings:

Typically, they earn $15,000 to $30,000 in a 12-month period, depending upon the economy. They know that their split placement business is important to their bottom line in both a good economy and a bad economy.

Network satisfaction:

They’re beginning to view Top Echelon Network as a business partner rather than some service to which they merely subscribe. They’re pleased with the Network, but they recognize that it could be even better. Even when they hit a “dry spell” and haven’t made any Network placements in a while, they will not drop their membership in order to cut expenses. They recognize that their trading partners have the potential to generate revenue for them.

If you that believe that you’re a Stage 3 Networker and you want to evolve as quickly as possible and become even stronger, please contact me at 330.455.1433, x156 or at drea@topechelon.com.

We we can discuss how you can take the next step in your development in Top Echelon Network.

Now that we’ve addressed the bigger, faster, and stronger third stage of networking as a recruiter in TE, we’ll turn to Stage 4 next week.

Nobody likes hiring delays, especially recruiters. However, if you’ve been in this profession for any length of time, you know that hiring delays are part of the business.

And they are especially part of the business NOW in the midst of the COVID-19 pandemic and the economic impact that it’s had on the economy.

In some cases, even if they can convince a candidate to interview and then consider the possibility of relocating, employers are insisting on the “perfect candidate.” (Which, of course, does not exist.) Recruiters are getting frustrated because clients keep asking for more options even after quality candidates have been presented. And we don’t blame them.

As a recruiter, you depend on placements for your livelihood. Consequently, hiring delays can cause a lot of undue stress. Fortunately, there is a way for you to help clients make decisions more quickly. You can offer candidates on a contract basis. In other words, you can offer contract staffing services to your clients.

This addresses a number of factors. Employers concerned about the cost and administrative burden tied to employees can instead utilize contractors. These contractors are the legal employees of a third party (you as the recruiter or an outside recruitment back office service that you utilize). As a result, the third party, not your client, is responsible for legal compliance. To combat economic uncertainty, your client can use the person on a contract basis and convert them to a direct hire when they feel more secure.

In addition, contract-to-direct arrangements are a great option. They allow the client to evaluate the worker’s performance, work ethic, and fit with the corporate culture on the job.  They can then decide whether or not to extend the direct hire offer to the candidate. Some clients are evaluating many of their new hires in this manner.

Top Echelon is pleased to recommend our partner for contract staffing solutions, Foxhire. No matter what you know (or don’t know) about contract staffing, Foxhire can walk you through every step of the process and put your mind at ease at the same time.

Click HERE to visit the Foxhire website for more information. You can also call (888) 534-9417.

Hiring delays due to the COVID-19 pandemic are frustrating, but you don’t have to just sit back and wait. By offering alternative staffing options that address your clients’ concerns, you can get job orders filled more quickly.

That’s good for you, your clients, and your candidates!