Yes, it is September. Yes, summer is almost over. (Less than three weeks to go!)

But rather than focusing on those sad facts, let’s concentrate on split placements instead. Why? Because they’re increasing, that’s why!

Increasing in abundance

TE splits have been rising for the past few months and they practically exploded during the month of August. Placements were up 17.5% in June over a year ago at that time and then they were up 2.4% in July. In August, though, placements rose 64.9% over August of 2017.

That’s why there are more splits in this issue of The Pinnacle Newsletter Blog than usual. In fact, there will be more such issues in the immediate future. That’s because more recruiters are making more splits in TE right now.

Does that group of recruiters include YOU? If not, then it should! We want you to enjoy more success in our split network and contribute to our increasing number of placements. That’s why I encourage you to contact Director of Network Operations Drea Codispoti, CPC/CERS to find out. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

Congratulations to everybody who made split placements this week in Top Echelon Network!

This Week’s TE Split Placements

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Job recruiter: Veronica Snyder of Career Professionals, Inc.

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: SR. SCIENTIST

Fee percentage: Flat

Action causing split placement: Network Jobs Feed

— — —

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

Candidate recruiter: Jim Strickland of BioSource International

Job title: CONTINUOUS IMPROVEMENT ENGINEER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Dan Trudeau of The PRA Group, Inc.

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: IC COMPONENT DEVELOPMENT ENGINEER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Suzy Turnpaugh of Corporate Resources, LLC

Candidate recruiter: Robert Alexander of Systems Technology International

Job title: PLM SOLUTIONS CONSULTANT

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: David M. Sgro, CPC of True North Consultants, Inc.

Candidate recruiter: Michael Brown of Seneca Creek Executive Search

Job title: CLOUD SOLUTIONS SALES EXECUTIVE

Fee percentage: 22%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: David M. Sgro, CPC of True North Consultants, Inc.

Candidate recruiter: Rick Christensen of Open Water Recruiting

Job title: CLOUD SOLUTIONS SALES EXECUTIVE

Fee percentage: 22%

Action causing split placement: The Split Databases

— — —

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

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: WAREHOUSE SUPERVISOR

Fee percentage: 12%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: MEDICAL TECHNOLOGIST/MEDICAL LABORATORY TECHNICIAN

Fee percentage: 25%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Harvey Lipton of The Centrus Group

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: SALES

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Scott Szur of The Harrison Group, LLC

Candidate recruiter: Gail Williams of Williams Recruiting

Job title: ASSOCIATE DIRECTOR, QUALITY CONTROL

Fee percentage: 20%

Action causing split placement: Offline communication with a Member

— — —

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

Candidate recruiter: Justin Bidwell of Bidwell & Associates, LLC

Job title: RELIABILITY ENGINEER

Fee percentage: 20%

Action causing split placement: The Split Databases

— — —

Job recruiter: Georgette Sandifer of Gallman Consulting

Candidate recruiter: Paula Cobb of Management Analysis & Utilization, Inc.

Job title: MAINTENANCE TECHNICIAN

Fee percentage: 28%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Randall Hardwick of Avalon Recruiting

Candidate recruiter: Gary Nashif of SMB Recruiters, LLC

Job title: SALES MANAGER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Genie Matthews of Genie Matthews and Associates

Candidate recruiter: Mike Bishop of Quality Recruiting and Consulting

Job title: PROCESS IMPROVEMENT BLACK BELT

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Job recruiter: Elsa Duty of Recruiting Services International

Candidate recruiter: Suzanne Griffith of Ives & Associates, Inc.

Job title: DIRECTOR, SUBSYSTEM TEAM LEAD

Fee percentage: 22%

Action causing split placement: Network Jobs Feed

— — —

Job recruiter: Eric Dickerson of Gulfstream Strategic Placements, LLC

Candidate recruiter: Georgette Sandifer of Gallman Consulting

Job title: ESTIMATOR

Fee percentage: Flat

Action causing split placement: MEGA Database

Split placements make recruiters happy. You might say that’s a rather bold statement. Then I might say I have proof that split placements result in happy recruiters.

Not only might I say that, but I AM saying it. And the reason is the proof that I mentioned moments ago.

Happy recruiters aplenty

In this special edition of “‘Comments’ and Compliments,” we have many happy recruiters. We have recruiters making their first split together. We have recruiters making their 22nd split together. In addition to thanking each other for their efforts during the search, they also used words such as the following:

• Diligent
• Persistent
• Thrilled
• HAPPY
• Great
• Excellent
• Appreciate

And there’s even a “YAY” in there. What more proof do you need that split placements = happy recruiters? More than likely, there will be more proof in the next issue of The Pinnacle. Or maybe even the next blog post in this issue. There is proof aplenty, my friends.

If you’re not making splits in our recruiting network, we want to help you. How? Contact Director of Network Operations Drea Codispoti, CPC/CERS to find out. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

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“Thanks for providing this candidate to us, and [we] look forward to many more splits with you. Great job!”

Submitted by Keith Cornelison of Personnel Resources regarding his Network split placement with Christopher Painter of Provexus

Position Title—RN NURSE, EMERGENCY DEPARTMENT

Fee Percentage—15%

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

— — —

“Great split! Loved the help and hope to do it again! [The candidate] was an excellent find!”

Submitted by Elsa Duty of Recruiting Services International regarding her Network split placement with David Austin of Austin Technology Resources

Position Title—HEAD OF SYSTEM INTEGRATION

Fee Percentage—22%

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

— — —

“Thanks, Steve! I greatly appreciate you working my jobs and sending me candidates! On to the next placement together!”

Submitted by Kristy Staggs of firm name here regarding her Network split placement with Steve Kohn of Affinity Executive Search, Inc.

Position Title—SENIOR HUMAN RESOURCES MANAGER

Fee Percentage—20%

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

— — —

“YAY . . . another split with Trey. This is our 22nd split since 2011. Thank you, Trey, for promoting our positions.”

Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her Network split placement with Trey Cameron of Cameron Craig Group

Position Title—PLC/ROBOTIC PROGRAMMER

Fee Percentage—25%

(Editor’s note: This is the 22nd Network split placement that Maria and Trey have made together in Top Echelon.)

Age is like the forgotten step-child of protected classes in employment law. Age discrimination doesn’t get the attention that racial and sexual discrimination get. Winning an age discrimination case is difficult for employees.

But while it may not be a well-publicized topic, older workers do appear to be “hitting a wall” when it comes to finding work. They tend to have much longer durations of unemployment. When they do get hired, they must endure deeper cuts in pay.

Age discrimination: lose-lose

However, this is a lose-lose proposition for both the workers AND employers. By passing over those 55 and older, employers miss out on a tremendous asset.

Here are four reasons that companies (and the recruiters who want to make more placements) should consider older workers:

#1—Incredible work ethic

Members of the Baby Boomer Generation are known for being extremely hardworking and dependable. They tend to define themselves by their professional achievements. They are loyal and committed to the workplace.

#2—Knowledge base

The years of experience and knowledge older workers possess are invaluable. Savvy companies have realized this and often use them in consulting and training capacities.

#3—”No strings attached”

Unlike a worker in their 30s or early 40s, someone near retirement age is unlikely to be tied down by a young family. They are often more willing to travel and relocate. This makes them perfect contract candidates. In fact, many like to take contract assignments in different locations so they can explore new places while they work.

#4—Productivity

The myth is that those nearing retirement age are less productive because they are slower. According to Peter Cappelli, who directs the Wharton Center for Human Resources, older workers waste less time than younger workers and take fewer sick days. Their engagement is also higher, which leads to higher performance.

Wealth of star candidates

If you or your clients are overlooking this group of experienced workers, you could be missing out on a wealth of star candidates. This is particularly true if you are struggling to find quality contract candidates. Older workers make great contractors. Why? Because while they may want to remain active in the workforce, they are NOT interested in the “9-to-5 rat race.” They need and want flexibility.

Contracting allows them to take time off between assignments or work more flexible schedules. This is driving a trend known as retiree re-staffing. Some recruiting agencies are even concentrating specifically on finding contract assignments for retirees as demand from candidates increases.

By rejecting age discrimination and accepting older candidates, you can turn a lose-lose proposition into a win-win-win situation. Who wins? You, your candidates, and your clients.

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!