Okay, we get it. Trey Cameron has been Recruiter of the Month for the last umpteenth months. (And probably longer than that, even though I don’t know how many “umpteenth” is.)

And yes, Trey has been billing over $100,000 per month for quite a while, as well. However, even if you aren’t Trey Cameron, and there are a LOT of Top Echelon recruiters who are not, you can still bill a lot in our split network.

Top Echelon recruiters billing over $25K in ONE month

The top five Top Echelon recruiters for the month of September are listed below. Let’s ignore Trey for just a moment. (Sorry, Trey.) The amount of money that these recruiters billed through Network range from $26,158 to $36,478. Those recruiters paid $130 in membership dues for the month, and that’s the amount of money they received in return. Quite a ROI, wouldn’t you say?

Now let’s move from that range of billings to the average of those billings. That average is $31,034. So even if you’re not Trey Cameron, you can still bill over $30K through our split fee recruiting network. Let’s extrapolate that average over a full year. Projected over 12 months, a recruiter who billed that much through TE each month would end up with $372,408.

How much did you bill on your recruiting desk last year? Was it that much? Was it more? What’s your record for individual billings in a single year?

Bottom line: membership in Top Echelon Network can help you make split placements and bill more overall. Just ask the recruiters below (including Trey this time.)

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Top Echelon Recruiters of the Month:

1st Place: Trey Cameron
Agency: Cameron Craig Group
Placements: eighteen (18)
Commission: $144,580

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2nd Place: Melissa Truax
Agency: Premier Health Careers, Inc./Premier Paths
Placements: four (4)
Commission: $36,478

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3rd Place: Hugh Moran
Agency: MPC Partners, LLC
Placements: three (3)
Commission: $31,490

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4th Place: Georgette Sandifer
Agency: Gallman Consulting
Placements: three (3)
Commission: $30,033

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5th Place: Barry Showe
Agency: Showe and Associates, LLC
Placements: three (3)
Commission: $26,138

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Top Echelon determines the monthly and quarterly winners of its split recruiting awards based upon two criteria, which are listed below in order of importance:

1.) The number of split placements made
2.) The amount of “cash-in” dollars earned as a result of those split placements

This explains why, when multiple recruiters are tied with the same number of placements during a given month or quarter, the recruiter with the largest “cash-in” total is deemed the winner.

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If you’re looking to make more placements with your Top Echelon recruiter network membership, contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

Many things are measured within the scope of a single year. This, of course, extends to the world of recruiting.

What’s the number that recruiters most often use by which to measure themselves? Placements, of course! The more placements a recruiter makes, the more successful they consider themselves to be.

Yes, overall billings are also an indication of success. However, you can’t have billings without placements. The more placements you make, the higher your billings. Sometimes, math is easy AND fun. (But only when you’re counting placements and adding up recruiter fees. Other than that, maybe not so much.)

Speaking of all of this, what is the highest number of placements that YOU have made in a single year? Actually, I don’t have to ask that because we already did, in the form of a Members’ Area poll:

What’s the MOST placements that you’ve made in a single year (splits included)?

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

• Less than 15 — 16.8%
• Between 15 and 20 — 29.0%
• Between 21 and 25 — 16.8%
• Between 26 and 30 — 12.1%
• Between 31 and 35 — 1.9%
• Between 36 and 40 — 4.7%
• More than 40 — 18.7%

All-time highs in a single year

As you might imagine, the answers were all over the board. In fact, there were approximately the same number of recruiters at both ends of the spectrum. That’s because 16.8% chose “less than 15” as their answer, and 18.7% chose “more than 40.” To make more than 40 placements in a single year is truly an impressive accomplishment.

But what was the most popular answer? That was “between 15 and 20,” which earned 29% of the vote. “More than 40” was in second place, followed by “less than 15” and “between 21 and 25” at 16.8%.

The fewest amount of recruiters was found in between the extremes. A healthy percentage of poll participants (12.1%) selected “between 26 and 30” as their answer. After that, though, things fell off, particularly for the “between 31 and 35” crowd (1.9%).

It must be mentioned that split placements were part of the equation. You can tell that by the question we posed, which included the phrase “splits included.” How different would these answers be if splits were NOT part of the equation? Lower, to be sure, but that’s the point.

Membership in a recruiting network like Top Echelon can help you to reach new heights. You can make more placements and generate more billings. The money from a split placement spends exactly the same as the money from a non-split placement. (You don’t even have to tell people where the money came from, if you don’t want to.)

The big question is this one: how many MORE placements will you make next year because of splits?

For help answering that question, contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

Direct hire recruiting is a study in peaks and valleys.

Getting that nice, big direct hire placement fee after putting tons of time and effort into a placement is definitely a peak. But the deep valleys of direct hire dry spells can never be completely avoided. If you’re a direct hire recruiter, it’s a given that you will occasionally find yourself lying awake, worrying about the chance of a fall-off or whether a candidate will accept a job offer.

You have probably accepted the unfortunate valleys as the price for those high peaks. But dealing with all that pressure and worry isn’t necessary to enjoy success in recruiting. By simply adding contract staffing to your business model, you can generate consistent recruiter income. This income can sustain you during the direct hire valleys.

With contract staffing, you are compensated for every hour your contractors work. Rather than receiving a one-time payment like you do with direct placements, you are paid on a weekly or monthly basis throughout the contract assignment. That steady recruiter income can give you the following things:

Peace of mind

Stressing about when your next direct hire check is coming can negatively affect every facet of your life. The tension invades your personal life and can impact your relationships. With contracting to sustain you, you can be secure in the knowledge that you’ll have the money to cover your overhead expenses every month. Since you don’t have to worry so much about when the direct hire placement fees are coming, you can enjoy your life and work again.

A recession-proof business

It’s inevitable that we’ll have another one at some point. Even for successful direct hire recruiters, recessions are a stressful time. Contract staffing can become a lifeline for recruiting firms. While direct hires decline dramatically during a recession, contract assignments tend to increase. That’s because companies still need to get work done. Your contract income can give you enough to scratch by. In fact, you may even be able to completely make up lost direct hire placement income by taking on more contract placements. For many recruiters during the most recent recession, contract staffing was the difference between closing their doors permanently and making it through.

A TRUE break

When was the last time you took a real vacation? Heck, when was the last time you took a full day off? If you’re like many direct hire recruiters, you probably can’t remember. After all, you can’t afford NOT to be available if a direct hire placement should come through. When you have contractors, you’re earning money for every hour they work—even when you aren’t working. So you can feel free to take a day or a week off without fear that you’re hurting your business. Clients and candidates love contract staffing because it provides flexibility. It can do the same for you.

The luxury to be choosy

Some of the best recruiters we know are effective in part because they maintain a select group of clients and only accept job orders they know are worth their time. How can they manage to be so selective? Because they know they will still receive consistent income from their contractors even if they don’t make direct hire placements.

An exit strategy from recruiting

Whether you plan to switch gears in a few years or you want to recruit forever, you may need or want to sell your firm someday. The consistent income that contractors generate for your agency makes it much more eye-catching to buyers than one that only has a name and a list of direct hire clients to sell.

Producing this steady recruiter income is EASY. Placing contractors is more similar to direct hire than you think, if you outsource handling the employment to a recruitment back office service.

You get the job order, you recruit the candidate, and you negotiate the rates. The contract staffing back office handles all of the legal, financial, and administrative aspects of the contract placements. You can start accepting contract staffing job orders immediately. Simply let your current clients know that you now offer contract staffing services.

Don’t fret over your next direct hire placement check. By adding contract staffing to your business model, you can enjoy the rewards of recruiting. AND you can avoid those sleepless nights altogether.

Are YOU in need of 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.

We encourage you to see for yourself how easy it is. And we will be here to help you every step of the way. That’s why you can can also call us at (888) 627-3678.