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There aren’t many recruiters who have enjoyed more success in Top Echelon’s recruiting network than Veronica (Roni) Snyder of Career Professionals, Inc.

Veronica Snyder of Career Professionals, Inc.

Veronica Snyder

Roni started recruiting in 1999, the year that she joined Career Professionals. At the time, the recruiting agency was already a member of the Network.

As a result, Roni was introduced to the Top Echelon Network business model on her very first day as a recruiter. The benefits of that early indoctrination are obvious, as she has made 81 placements in Top Echelon Network with a cash-in total of more than $700K.

Because of Roni’s longevity in both the recruiting profession and also as a member of the Network, we are pleased to put her “In the Network Spotlight” in The Pinnacle Newsletter Blog.

According to Roni, below are four takeaways that have been instrumental to her success during the past two decades:

#1—Rely on other members during tough times.

Recruiting is a tough profession, a reality that Roni learned early. However, her Network membership has turned out to be a tremendous help.

“One of things recruiting has taught me is that ‘success isn’t forever,’” said Roni. “This can be a very humbling profession. I have enjoyed periods of success in Top Echelon, as well as dry spells that feel like they will last forever. One of the consistent things I have done during the dry spells is reach out to other TE members, especially those who post good jobs to the network. A simple, friendly introduction call to understand the recruiter’s niche can eventually turn into a split placement.”

The current pandemic and the recessionary conditions that it has caused in the economy have also proven to be challenging. But once again, Roni reached out to Network members—some she knew and some she didn’t—in her efforts to overcome those challenges.

“During the early months of the pandemic, I touched base with several TE recruiters,” she said. “The calls helped me feel connected and reminded me that we have many high-quality professionals in our network. TE does a good job bringing new members into the network. It doesn’t matter what your prior success level has been in the network; it is still beneficial to take the steps to interact with new TE partners.”

#2—Make placements outside of your area of expertise.

Career Professionals has worked and continues to work primarily with Manufacturing plants located in the Southeast. However, because of its Network membership, Roni has been able to branch out and make split placements in industries that fall outside of her area of expertise.

“Interacting with true recruiting professionals is the biggest benefit [of Network membership], and the opportunity to expand my area of expertise is a close second,” she said. “I enjoy assisting TE affiliates with targeted job searches, sometimes in industries that are outside of my usual area. I typically focus in Automotive, Plastics, Metal Working, Chemical, etc.

“For instance, Mary Anne Buckley [of Interstate Recruiters Corp] and I met accidentally on the Network a few years ago. Up until that point, I didn’t do many Medical Device or Pharma searches. Mary Anne gave me the chance to assist with some job searches, taught me what I needed to know, and we’ve had good success working as a team. In fact, we’re close to completing our third placement together.

“Without the Network, this partnership wouldn’t have been possible. I don’t have any Pharma clients of my own, but I now keep an eye on high-level Pharma jobs posted to the Network in hopes that an affiliate may one day benefit from my pool of candidates.”

#3—Use TE to provide more value to clients and candidates.

Roni and long-time business partner, Steve Taylor, bought Career Professionals, Inc. in 2004 and were co-owners for many years. When Steve retired in 2015, Roni began working solo.

When that happened, Roni knew that she needed the full resources of Top Echelon Network to help her meet the needs of her clients and candidates.

“After my business partner retired and I became a one-person office, it was important that my clients and potential clients knew that I had the bandwidth to work broadly and take on difficult searches,” she said. “I often discuss the recruiting network and how I use it to help identify top talent in specific niches. I am a one-person office, but I have the support of a nationwide network of recruiters. And I have proven to clients that using the network can generate solid candidates for their job searches.

“I also talk with candidates about the value of the Network and get their permission to share their credentials with affiliate recruiters. Most really appreciate me keeping an eye out for job opportunities. For star candidates, I’ll set up a TE job alert to let me know what potential jobs are posted that match their skill sets.”

#4—Participation is the KEY to success.

There’s a reason that Active Participation is one of The Four Pillars of Top Echelon Network. And there’s a reason that relationships are the foundation of long-lasting success in TE.

“If you join, participate in the network,” said Roni. “Get familiar with [the Big Biller recruiting software] and figure out how to use the software effectively for your business model. Also, pick up the phone and introduce yourself to the recruiters who work in your niche, or who have good jobs posted to the network. Relationships make the difference.”

Roni Snyder is a model Top Echelon Network member, and her story serves as an inspiration to those who are looking to maximize their own Network membership. We at Top Echelon want to thank Roni for her loyalty and dedication down through the years, as well as the tremendous success that she has enjoyed both inside and outside of the Network!

If you want to increase your production as a Top Echelon Network member in 2020, you can do that by evolving into a Stage 5 Networker. The Stage 5 Networker has the mark of a champion!

That’s because the Stage 5 Networker is hitting on all cylinders within Top Echelon Network. They have trading partners, they have core groups, and most importantly, they have a significant stream of split placement income—and THAT is one of the greatest benefits of becoming a fully evolved networker.

This series of blog posts has been based upon the “Planning Your Network Success” booklet that we gave to each new member back in the day. That’s exactly what I want you to do for this year and beyond: plan your success in our recruiter network.

If you plan for success, you’ll have a much greater chance of achieving that success, and of course, I’m here to help in any way that I can . . .

Stage 5 Networker

The networking efforts of recruiters in Stage 5 are “bearing fruit” as they enjoy the significant financial rewards of networking. They are firmly planted in the Network.

Mindset:

Not only do they take their split recruiting business very seriously, but they even enjoy splitting. They’re good at it, and they like it!

Trust:

Same as a Stage 4 Networker, they’re willing to share all of their candidates and job orders. They will not back their exceptional items for themselves.  They share everything.

Effort:

Stage 5 Networkers have conquered the networking learning curve and consequently, they have more fun networking. They do not have to expel as much energy as they had in the past. Their reputation helps perpetuate their split placements, but their Core Group relationships are the real key to their success!

Maneuverability:

Their entire office is connected to the Network Dashboard all day long. They regularly communicate with other members via email and phone conversations. They’ve learned to minimize the amount of paper they handle and have come to rely on the Big Biller recruiting software. They’re taking full advantage of the technological benefits offered by Top Echelon.

Expectations:

With relatively good accuracy, they can predict how many split placements they’ll make with their Outer Circle, Inner Circle, and Core Group of trading partners. They have a formal plan of the way in which they’re going to derive their split business revenue, and they work their plan. They know this success will not happen by chance, so they take responsibility to make it happen!

Submissions:

Keeping their pipeline of candidates and job orders flowing to Top Echelon Network is no problem. They have a system which runs automatically. In the best of cases, it even runs while they are out of the office.

Quality:

Same as a Stage 4 Networker: they deal in quality!

Trading partners:

They know they have a highly talented Core Group of trading partners on whom they can rely. They’re always looking to their Outer Circle for new talent they can bring into their Inner Circle or their Core Group. They’re willing to give any new networker a chance because they understand they growth and developer of a networker. They treat every recruiter in their Outer Circle and Inner Circle with as much respect as they treat those in their Core Group. This is the mark of a champion!

Network billings:

The Network billings of a Stage 4 Networker are typically $90,000 to $210,000 as a vital segment of their business. They recognize that the machine needs to be oiled in good times and in bad, and they use the Network to make split placements under all economic conditions.

Network satisfaction:

The Stage 5 Networker views Top Echelon Network as a vital segment of their business. They recognize that Top Echelon helps sustain their Core Group relationships and acts as a continual source of new trading partners for them. They are generally pleased!

Those who are at the coveted fifth stage truly have the mark of a champion in Top Echelon. Thanks for taking this trip with me through The 5 Stages of a Networker!

If you have any questions, please contact me at 330.455.1433, x156 or at drea@topechelon.com so that we can discuss how you can take the next step in your development in Top Echelon Network.

Top Echelon offers a free monthly webinar as part of its Recruiter Coaching Series.

These webinars touch upon a variety of recruiter-related topics. These topics deal with both candidates and clients. As always, our goal with these webinars is to help recruiters make more placements.

And we are pleased to announce that we are offering a special webinar series this month, in addition to our normal Recruiter Coaching Series schedule! This two-part series of webinars is titled “The Road to Recovery.”

Three renowned industry trainers will be presenting during this webinar series for search firm owners and senior leadership: Jeff Kaye, Karen Schmidt, and Greg Doersching.

This webinar series is scheduled for 1 p.m., EDT on Wednesday, September 23, and Thursday, September 24.

Below is the official description of this webinar series: 

— — —

One of the questions we continue to get asked is “What are other owners doing during this time?” Our team is in a unique position to speak to this, as we’ve been interacting with hundreds of search firm owners throughout the pandemic and have in-the-trenches insights into what’s actually working and how firms have evolved. As we see things continue to shift and progress, it’s time we talk about where we go from here. That’s because your actions through the end of the year will have a profound impact on your future.

Join Jeff Kaye and Karen Schmidt on Wednesday, September 23

  • What are the types of hires that will allow you to stay ahead of your competition and how do you find them?
  • Fatigue isn’t just limited to Zoom happy hours; how do you keep your team inspired, motivated, and managed within a partial/full virtual environment?
  • The only thing worse than revenue going down is revenue walking out the door; how do you ensure you have the right model, career paths, and compensation plans to minimize departures and maximize retention of key players?

Join Greg Doersching on Thursday, September 24

  • Lead generation is the lifeblood of your business; what techniques are actually working right now?
  • How do your business development and recruiting strategies need to adapt?
  • How do you balance high touch with high tech?

Many firms have lost key producers who decided that the best way to mitigate a decrease in compensation was to quit and go out on their own. If cracking down on performance management is your answer to increasing revenue, then you’ve already started to “put nails in the coffin.” This webinar will focus on how not just to grow revenue, but how not to lose it.

Register for this FREE webinar series!

If you register for these live webinars and can not attend, we will record the sessions so that you can access them at a later date.

In fact, recorded versions of all of our Recruiter Coaching Series webinars are posted on our website as free online recruitment training courses in the Top Echelon Recruiter Training Library.

In the first part of this series of blog posts, I addressed the first three steps involved with “Proven Protocols for Working a Job in TE.” Those steps were as follows:

  1. Read the Network recruiting instructions and job description.
  2. Evaluate the job.
  3. Check your inventory.

If you haven’t done so already, I encourage you to read that blog post. In the meantime, we’re going to move on to the next part of our series, which involves asking questions of the job order recruiter.

Now of course, you did read the Network recruiting instructions, correct? And the job description?

Because if you ask the job order recruiter a question and the answer to that question is already in the Network recruiting instructions and/or the job description, chances are good that they will not be amused. (And, incidentally, neither will I.)

You have? Good. Then let’s proceed. Below is a list of questions that you can ask the job order recruiter about the position they are trying to fill:

  • How long have you had this client?
  • How long has this job been open?
  • Is this a growth position or a replacement position?
  • Have you presented anyone yet? If so, what experience were they lacking or what did the client NOT like about them?

And, as you might expect, there is a question that you should NOT ask the job order recruiter during that initial phone conversation. That question is “Who is your client?”

While this will help you recruit the position, it is NOT a “first date” question.

Note to the job order recruiter: Keep in mind that if the recruiter calling to work your role is exceptional at what they do, you may want to share the client information with them. That way, they do not accidentally identify excellent candidates in the region and niche of the job in question AND contact candidates that actually work for the client. That can end badly.

As always, trust is the key. That’s why it represents one of The Four Pillars of Top Echelon Network.

When you ask questions of the job order recruiter, be sure to listen! They have built a relationship with the client and they have an understanding of how to be successful with them.

If the job order recruiter make suggestions regarding submissions, communication methods, or candidate requirements . . . hear them out and follow their lead. That will save frustration for the both of you!

What happens after this initial call? I will address the answer to that question in the third and final blog post in this important series.

In the meantime, if you have any questions about this blog post or you want to be more successful in the Network right NOW, then please contact me.

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

The only thing better than experiencing success is to celebrate that success! And let’s face it: 2020 has NOT provided very many reasons to celebrate anything.

But certainly you wouldn’t mind celebrating split placements made by fellow Top Echelon Network recruiters, right?

Despite the COVID-19 pandemic and the dire economic conditions that currently exist in the United States, Network recruiters are still making placements with one another. One of the reasons is because these recruiters are relying on their trading partners to help them succeed.

Everything that’s true about a great trading partner relationship during good times is even truer during times like the ones we’re currently experiencing. And that is one of the great things about membership in our recruiting network.

So if you have split recruiting partners with whom you work, then work with them more. Communicate more, share more, and trust more.

It’s been the formula for Network success—in the past, in the present, and most definitely in the future!

— — —

Steve Zollner of The Sunridge Group

Steve Zollner

Cynthia Woods of Woods and Paolino Recruiting Solutions

Cynthia Woods

“Cynthia is great to work with, a fantastic collaboration partner!”

Submitted by Steve Zollner of The Sundridge Group regarding his Network split placement with Cynthia Woods of Woods & Paolino Recruiting Solutions

Position Title—ACCOUNT EXECUTIVE-ENTERPRISE SOFTWARE

Fee Percentage—20%

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

— — —

Nancy Hastings of The Hastings Group

Nancy Hastings

Nancy Gordon of the Harlan Recruiting Group

Nancy Gordon

“Glad we got this one! Let’s hope for many more this year. Thanks for working our jobs!”

Submitted by Nancy Hastings of The Hastings Group regarding her Network split placement with Nancy Gordon of the Harlan Recruiting Group

Position Title—TEAM LEADER

Fee Percentage—20%

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

— — —

Keith Cornelison of Personnel Resources

Keith Cornelison

“Great job again, Bill! Look forward to many more!”

Submitted by Keith Cornelison of Personnel Resources regarding his Network split placement with Bill Pedrey of Search One

Position Title—RN-HOME HEALTH HOSPITAL

Fee Percentage—18%

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