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It’s August . . . but winter is coming, so enjoy the photo above this blog post.

That photo is more about reaching a milestone than it is about freezing your assets off. The particular milestone we’re presenting in this post is a placement milestone.

We’ve recently featured top producer Steve Kohn of Affinity Executive Search. However, he deserves a double dip of accolades. The reason: he recently reached the 200 placement plateau!

Actually, he shot right past it. In fact, he already has 206 placements.

Steve has many split partners in the Network, and one of the recruiters with whom he’s made a bunch of placements this year is Lois Rupkey of Byrnes & Rupkey, Inc.

Steve and Lois made their first split together a little over a year ago, in April of 2015. They’ve made five more placements since then.

Lois is not shy about praising Steve and the rest of his team at Affinity Executive Search for helping to find the candidates she needs to fill her open job orders. That’s why we’re including her comments regarding three of their placements below.

Congratulations to Steve Kohn (who’s also a $1 million producer) on reaching the 200 placement milestone in Top Echelon Network. May he make 200 more before all is said and done!

— — —

Steve Kohn of Affinity Executive Search

Steve Kohn

Lois Rupkey of Byrnes and Rupkey, Inc.

Lois Rupkey

“Great to work with Steve. He looks at our jobs and then gives us some solid candidates. We look forward to viewing his resumes when he presents them. This was just a nice solid placement all the way around! Thanks, Steve!”

Submitted by Lois Rupkey of Byrnes & Rupkey, Inc. regarding her Network split placement with Steve Kohn of Affinity Executive Search

Position Title—PRODUCTION SUPERVISOR

Fee Percentage—20%

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

— — —

“Steve is amazing. A top player in TE and one that we really enjoyed having on our team and providing us with top talent for our clients! He makes us look good!”

Submitted by Lois Rupkey of Byrnes & Rupkey, Inc. regarding her Network split placement with Steve Kohn of Affinity Executive Search

Position Title—PRODUCTION SUPERVISOR

Fee Percentage—20%

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

— — —

“We have a few affiliates in TE that have earned ‘Our Hero’ status. Steve is one of those. Thanks, Steve!”

Submitted by Lois Rupkey of Lois Rupkey of Byrnes & Rupkey, Inc. regarding her Network split placement with Steve Kohn of Affinity Executive Search

Position Title—PRODUCTION SUPERVISOR

Fee Percentage—20%

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

At Top Echelon, we’re ALL about recruiter networking. That’s one of the reasons we have a National Convention and Fall Conference every year.

At these events, we hold what are called Business Building Discussion Groups. During these sessions, Network recruiters talk about challenges and obstacles on their desk and exchange ideas for overcoming those challenges and obstacles.

It’s traditionally one of the most popular networking sessions that we offer at our annual events.

And that’s why we’re going to offer it LIVE next month!

That’s right: “Business Building Discussion Group: LIVE” is scheduled for Friday, September 9. This event will be handled much like a Training Tuesday webinar, in that it will also involve the GoToWebinar software.

Below is additional information regarding “LIVE”:

  • It will be held from 1 p.m. to 2 p.m., Eastern Time.
  • The discussion topic will be “Creating a Sense of Urgency with Your Clients.”
  • There is limited space available, and by that I mean there are 15 seats available.
  • If this session fills up and there is continued demand, I will host a second session on the same topic. This session will be held at either 3 p.m., Eastern Time on Friday, September 9, OR on Friday, September 16.

Click here to register for this LIVE event!

If you have any questions, I encourage you to contact me. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com. This is the first time we’ve offered a session like this LIVE, so sign up today!

Everybody’s worried about candidates right now: finding them, recruiting them, placing them . . . but what about job orders?

After all, candidates don’t mean a whole heck of a lot if you don’t have the job orders needed to place them. Job orders = clients.

The more clients you have, the more job orders you have, the more placements you can make. With all of that in mind, we recently posted the following poll question in the Members’ Area:

On average, how many different clients do you place with each year?

Results:

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

  • 1-3 — 14.3%
  • 4-6 — 42.1%
  • 7-10— 28.6%
  • 11 or more — 15.0%

Year in and year out:

The “sweet spot” for Network recruiters when it comes to clients is between four and six different clients each year. That “sweet spot” represented 42.1% of the vote.

Nearly a third of TE recruiters (28.6%) work with between seven and 10 clients during a typical calendar year.

In third place was “11 or more” at 15.0%. Close behind at 14.3% were those recruiters who work with between one and three clients each year.

Not would you, but CAN you:

As you can see, the vast majority (70.7%) of Top Echelon Network recruiters works with between four and 10 clients each year. Since the average size of a Network recruiting agency is around 2.5 employees, this makes sense.

It would be difficult to fill all of the job orders issued by that many clients, even if you were leveraging the resources of a split placement network like Top Echelon to help you. (We’re going to assume that’s exactly what these agencies are doing . . . you know, since they’re a member of the Network and all.)

If recruiters could work with more clients, they would.

And if they could accept more job orders, they would.

And of course, if they could find more qualified candidates, they would.

It’s not really about what recruiters want to do. It’s more about what recruiters CAN do with the resources that are available to them.

Just as important as the style and design of your website is the content that’s within it.

Once you’ve identified your target audience, the content should be tailored to their particular interests.  That means you’ll have a section on your site devoted to job seekers and a section devoted to companies.  (Unless, of course, you’re strictly an importer or an exporter.  Then you don’t need to pay attention to one half of that equation.)

Job seekers are the visitors you want coming back to your site over and over and over again.  In other words, you want to make your site “sticky.”  In order to accomplish that, though, you’ll have to offer a lot in the way of content.

Below are four types of job seeker content for your recruiting firm’s website:

1. Career-related articles

Jobs seekers want to know how to manage their career and how to advance up the ladder to reach their goals.  Providing these types of articles not only gives them what they need, but it also positions you as a “career consultant.”  If they have specific questions, they’ll be more likely to ask you.

2. Industry-related articles

These are still useful, but not quite as important as the career-related articles.  Anything regarding the current state of the industry or future trends would be preferable.

3. Hot jobs

Some recruiters’ websites allow job seekers to view the jobs that the recruiters are currently working.  This often represents the number-one reason that job seekers return to a recruiter’s site over and over again.  They want to see if there are any new jobs available.  This functionality is highly recommended for your firm’s site.

4. Polls/surveys

To maximize your site’s effectiveness, there needs to be more than one form of interactivity.  Polls or surveys can be that form.

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 or at smiller@topechelon.com.