Okay, so there are more website placements than other placements in The Pinnacle this week.

That’s all fine and dandy.  The fact of the matter is that Top Echelon Network recruiters are still making placements through other means, including the following:

• The job order or candidate was found by searching Top Echelon’s split databases.
• The job order or candidate was sent to me via the automated email alerts.
• Regular communication with another Top Echelon Network Preferred Member recruiter

Not only that, but we also have quite a few newer Network recruiters who made split placements this week.  For some of these recruiters, it was their first placement in the Network.  For others, it wasn’t their first placement, but it served to show that they’re continuing to enjoy success at a relatively early stage in their Top Echelon tenure.

These recruiters include:

• Kimberly Beers of Global Talent Resources Corp.
• Sandra Lopez of Joseph Michaels International
• Karl Carter of LME Resources, LLC
• Andy Lopez of Joseph Michaels International

New Preferred Member recruiters are joining the Network every week, and more and more of them are enjoying success quickly.  You, too, could be making split placements with these newer Network recruiters.  All you have to do is contact them! (Or contact me, and I’ll tell you who to call.)

Below are the split jobs that were filled recently:

• Logistics Manager
• Investigative Writer
• Mechanical Design Engineer
• Inventory Control Manager
• Marketing Research Analyst
• Audit Manager

For more information about how YOU can be more successful in Top Echelon Network and make more split placements, please give me a call at 330.455.1433, x156.

THIS WEEK’S NETWORK SPLIT PLACEMENTS:

John Zurek

Sandra Lopez

Job recruiter: John Zurek of Zurek Professional Resources, LLC

Candidate recruiter: Sandra Lopez of Joseph Michaels International

Split job title: LOGISTICS MANAGER

Fee percentage: 25%

Action causing split placement: The job order or candidate was found by searching Top Echelon’s split databases.

— — —

Joy Shanklin

Trey Cameron

Job recruiter: Joy Shanklin of Shanklin & Associates

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: INVESTIGATIVE WRITER

Fee percentage: 20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

— — —

Carol Martin, CPC

Job recruiter: Barry Benton of The Rowland Group of Staffing Companies

Candidate recruiter: Carol Martin, CPC of Martin Management, Inc.

Split job title: MECHANICAL DESIGN ENGINEER

Fee percentage: 25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

— — —

Pat Kenefick

Kimberly Beers

Job recruiter: Pat Kenefick of Kenfick & Associates, Inc.

Candidate recruiter: Kimberly Beers of Global Talent Resources Corp.

Split job title: INVENTORY CONTROL MANAGER

Fee percentage: 22%

Action causing split placement: The job order or candidate was sent to me via the automated email alerts.

— — —

Brian Haugh

Cynthia Strzelecki

Job recruiter: Brian Haugh of Chicago Search Group, Inc.

Candidate recruiter: Cynthia Strzelecki of Spyglass Search, Inc.

Split job title: AUDIT MANAGER

Fee percentage: 25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

— — —

Andy Lopez

Karl Carter

Job recruiter: Karl Carter of LME Resources, LLC

Candidate recruiter: Andy Lopez of Joseph Michaels International

Split job title: ELECTRONIC TECHNICIAN

Fee percentage: 18%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

For the past few years now, Top Echelon Network recruiters have been making more and more placements with their websites.

In fact, website placements have ascended to the #2 spot in the Network as far as reasons that placements are made.  The #1 spot, of course, is held by “Regular Communication with another Top Echelon Network Preferred Member recruiter.”

While chances are good that “Regular Communication” will never be knocked from the top spot (I know, never say never), website placements are definitely giving it a run for its money—literally.  More Network recruiters are making more money with their Hiring Hook websites than at any time during Top Echelon’s 26-year history.

This week, we have a tipping point, of sorts.  That’s because we have so many website placements in the Network that we’re devoting a whole blog post to them.  We usually group all placements together in one post, but there are more website placements this week than there are other placements.

Is this the “new normal”?  No, probably not.  However, it might start happening with more regularity.  Website placements in Top Echelon Network are trending up . . . so if you don’t have a Hiring Hook website with all of the requisite goodies, this is a great time to get one.

In the meantime, below are the split jobs that were recently filled by Top Echelon Network recruiters with their Hiring Hook recruitment web design:

• Android Developer
• Quality Manager
• Senior Civil Engineer – Site Development
• Account Executive
• Electrical Engineering Manager
• Sales Manager
• Market Research Analyst
• Audit Manager

(Psssst . . . call us about a new website . . . 330.455.1433.)

THIS WEEK’S NETWORK SPLIT WEBSITE PLACEMENTS: 

Sean Napoles, CPC

Marc Tappis

Job recruiter: Marc Tappis of Opportunity Search, Inc.

Candidate recruiter: Sean Napoles, CPC of Career Brokers, Inc.

Split job title: ANDROID DEVELOPER

Fee percentage: 18%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Ron Sunshine

Anjela Mangrum

Job recruiter: Ron Sunshine of Ron Sunshine Associates

Candidate recruiter: Anjela Mangrum of Mangrum Career Solutions, LLC

Split job title: QUALITY MANAGER

Fee percentage: 20%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Juli Smith

Travis Jones

Job recruiter: Juli Smith of The Smith Consulting Group, LLC

Candidate recruiter: Travis Jones of Career Development Partners

Split job title: SENIOR CIVIL ENGINEER – SITE DEVELOPMENT

Fee percentage: 25%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Pam Copeland

Mary Malone McCarthy

Job recruiter: Mary Malone McCarthy of M3 Placement and Partnerships

Candidate recruiter: Pam Copeland of fulltimeGiGS/Albert Energy, LLC

Split job title: ACCOUNT EXECUTIVE

Fee percentage: 20%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Alan Daum

Suzy Turnpaugh

Job recruiter: Suzy Turnpaugh of Corporate Resources, LLC

Candidate recruiter: Alan Daum of Alan N. Daum & Associates, Inc.

Split job title: ELECTRICAL ENGINEERING MANAGER

Fee percentage: 20%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Pat McCombs, CPC

Trey Cameron

Job recruiter: Pat McCombs of KB Search Team, LLC

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: SALES MANAGER

Fee percentage: 25%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

— — —

Robert Gabor

Job recruiter: Robert Gabor of The Gabor Group

Candidate recruiter: Gene McQueen of the Cameron Craig Group

Split job title: MARKETING RESEARCH ANALYST

Fee percentage: 25%

Action causing split placement: A Top Echelon Network Preferred Member recruiter’s Hiring Hook recruitment website

Okay, do we really need to point out that the University of Michigan football team has a losing record?  (A record of 2-4, to be precise.)

No, of course we don’t.

Yes, the Top Echelon headquarters are located in Canton, Ohio.  And yes, the vast majority of our employees are Ohio State fans, including me.  But we will NOT let that taint our judgment.  That’s because when it comes to the Network, our loyalty lies with split placements!

Case in point: one of the split placements listed below is between a Michigan football fan (Lisa Wilczynski) and an Ohio State football fan (Al Daum).  Despite their differences as far as football allegiances are concerned, these two recruiters definitely found a “level playing field,” so to speak, within the Network.

Not only that, but we have a recruiter (Pete Chunka) who recently made his first Network split placement with another recruiter (Trey Cameron) who has made 257 Network placements.

In addition to THAT, we have two recruiters (Michael Stuck and Sean Napoles, CPC) who have made 12 split placements together in the Network.  And if all of THAT isn’t enough, Napoles has now made 199 Network placements and is knocking on the door of 200!

Holy cow, I’m out of breath.  Is that enough?  Could we possibly pack much more into this installment of “‘Comments’ and Compliments”?

Wait, one more thing.

The University of Michigan football team has a losing record.

Congratulations to everybody who made split placements this week!

— — —

Alan Daum

Lisa Wilczynski

“Al is my go-to person for Control Engineer opportunities, and outside of the fact that he’s an avid Buckeyes fan, he has not disappointed me.  GO, BLUE!”

Submitted by Lisa Wilczynski of Engineering and Technical Associates, Inc. regarding her Network split placement with Alan Daum of Alan N. Daum & Associates, Inc.

Position Title—PROCESS CONTROL ENGINEER

Fee Percentage—25%

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

— — —

Sean Napoles, CPC

Michael Stuck

“My second placement with Sean this year and one of two that we just made back-to-back.  It’s so good to work with Sean.  He always finds superb candidates for our job orders.  Thanks, Sean!”

Submitted by Michael Stuck of the Gables Search Group regarding his Network split placement with Sean Napoles. CPC of Career Brokers, Inc.

Position Title—PROGRESS SOFTWARE ENGINEER

Fee Percentage—25%

(Editor’s note: This is the 12th Network split placement that Stuck and Napoles have made together in Top Echelon.)

— — —

Pete Chunka

Trey Cameron

“Just happy to have my first split with TE.  Congrats, Trey, and thanks!”

Submitted by Pete Chunka of Top Hire Recruitment regarding his Network split placement with Trey Cameron of the Cameron Craig Group

Position Title—USER EXPERIENCE DESIGNER UI/UX

Fee Percentage—20%

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

Say what you want about “Millennials,” but they are now in a position to take over the American workplace and change the way you recruit.

For the first time ever, the most common age in the workforce (22) falls into Generation Y, otherwise known as the Millennial Generation, according to TheWire.com.  The second and third most common ages are 23 and 21, respectively.  This marks the first time since 1947 that the most represented age has been not been in the Baby Boomer Generation.

We all know that Millennials, those born roughly between the early 80s and early 2000s, view work differently than previous generations.  They are stereotyped as self-entitled job hoppers in need a reality check about how work really works.  However, as their numbers increase, it may be the workforce that has to adapt to them, as renowned employee recognition expert Dr. Bob Nelson predicts.

“I’m convinced that as the Millennials come to dominate the workplace in number (an estimated 48% of all workers will be from the Millennial Generation by 2020 and 75% of all workers by 2025), so too will they come to dominate workplace attitudes and expectations,” Dr. Nelson noted in a recent email to subscribers.

While some may view this as a negative, Dr. Nelson urges everyone to embrace this movement.  The Millennial influence could effect changes that would benefit all workers.  For instance, Dr. Nelson said they want to see an increased focus on meaningful work, as well as more recognition and respect for workers.  They want autonomy and flexibility, not to mention a little bit of fun at work.  Furthermore, they want to have continuous opportunities to learn and grow.

As traditional employment fails to live up to these goals, more young workers are turning to contract assignments.  More than half of “independent workers” (contractors, freelancers, consultants, etc.) deliberately chose an independent work arrangement over traditional direct hire positions, according to the MBO Partners 2013 State of Independence Report.  The reasons echo the concerns Dr. Nelson cited.  For instance, 78% of independent workers said they like making a difference with their work.  The report also shows that 45% chose independent work because their previous employers did not recognize their value.

One of the easiest ways to go the independent route is through structured contract staffing arrangements.  In these arrangements, workers perform services for one company while being the legal employer of a third party, such as a recruiting/staffing firm or a contract staffing back-office.  Because much of this work is project-based, contractors can enjoy a wider range of flexible scheduling options and the opportunity to continually learn and grow through a variety of projects.  They can more easily see the impact of their work because they are often completing critical projects or meeting tight deadlines.

Best of all, workers in contract staffing arrangements can enjoy this flexibility, variety, and job satisfaction without sacrificing the perks of traditional employment.  The third party that employs them provides a regular paycheck, typically with direct deposit, and benefits including health, dental, vision, life insurance, and 401(k).

As you know, placing Millennials can be challenging, but they are the future of the American workforce.  You will likely find that offering a variety of enticing contract opportunities will help you attract and retain the best Millennial candidates.

If you do not have the ability to offer benefits and other perks they are looking for, you may also want to align yourself with a contract staffing back-office that can become their legal employer and provide those benefits.