SPLIT PLACEMENTS THIS WEEK:

Anybody who remembers taking standardized tests in school or assessment tests of any kind will remember the “can you detect the pattern?” type of questions that typified those tests.

Well, we have just such a question this week in The Pinnacle Newsletter Blog!

There are seven split placements listed below, and rather than point out what they all have in common, we’re going to leave it up to you to see the pattern.  In all honesty, it’s not a new pattern.  It’s existed in the Network for quite some time when it comes to the split placements being made by Preferred Member recruiters.

Here’s a hint: we’re still conducting FREE website evaluations for recruitment and staffing firms.  Click here to sign up for your evaluation!

SPLIT JOBS FILLED THIS WEEK:

In the meantime, below are the split jobs that were recently filled by Top Echelon Network recruiters.

• Sales
  
• Quality Assurance Supervisor
  
• Buyer
  
• Corporate Process Engineering Manager
  
• Transportation Supervisor
  
• Cost Accountant
  
• Sr. Control Systems Engineer

For more information about how YOU can be more successful in Top Echelon Network and make more split placements, call Membership Development Coordinator Drea Codispoti, CPC/CERS at (330) 455-1433, Ext. 156.

THIS WEEK’S NETWORK SPLIT PLACEMENTS:

Job recruiter: Mike Ehlers of Ehlers Recruiting Partners

Candidate recruiter: Steve Kohn of Affinity Executive Search

Split job title: SALES

Fee percentage: 20%

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website design.

— — —

Job recruiter: Mike Lupidi, CPC of M.J. Lupidi & Associates, Inc.

Candidate recruiter: Steve Kohn of Affinity Executive Search

Split job title: QUALITY ASSURANCE SUPERVISOR

Fee percentage: 25%

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website.

— — —

Job recruiter: Rose Langhals of Bridgeway Professionals, Inc.

Candidate recruiter: Steve Kohn of Affinity Executive Search

Split job title: BUYER

Fee percentage: 20%

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website.

— — —

Job recruiter: John Peterson of Sun Recruiting, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: CORPORATE PROCESS ENGINEERING MANAGER

Fee percentage: 25%

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website.

— — —

Job recruiter: Pat McCombs, CPC of KB Search Team, LLC

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: TRANSPORTATION SUPERVISOR

Fee percentage: 22.5%

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website.

— — —

Job recruiter: Brenda Wylie-Biggs, CPC of KB Search Team, LLC

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: COST ACCOUNTANT

Fee percentage: 25%

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website.

— — —

Job recruiter: Jim Crumpley of Jim Crumpley & Associates

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: SR. CONTROL SYSTEMS ENGINEER

Fee percentage: 20%

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website.

THE SPLIT PLACEMENTS:

Top Echelon Members make their first split placement with another Network recruiter all of the time, and below are 3 GREAT examples of that!

These split placements include recruiters who have been in the Network for a considerable amount of time and who have enjoyed quite a bit of success in Top Echelon.  However, that didn’t stop them from branching out, finding more Trading Partners, and making split placements with them.

When you read the comments below, you’ll see why these are such GREAT examples:

• The recruiters presented quality candidates.
• The recruiters were creative when submitting candidates.
• The recruiters were willing to take a job order outside of their niche.
• The recruiters approached the placement process as a team.
• The recruiters worked with each other instead of against each other.

We could go on and on, but you get the point.  This is how split placements are made in Top Echelon Network.  This is the blueprint for success, and all anybody has to do is follow it.

— — —

“Amy knew we were looking for an outstanding candidate, and she stepped outside the ‘job description box’ and sent us a Welding Engineer.  It worked!  Thanks, Amy!”

Submitted by Lloyd Shoemaker of TriVista Professional Placement Services regarding his Network split placement with Amy Recker of Bridgeway Professionals, Inc.

Position Title—MANUFACTURING/MECHANCIAL ENGINEER

Fee Percentage—20%

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

— — —

Kerry Boehner

“Ram is a pleasure to work with, and I’m glad that we made our first split together!  He always sends great write-ups with his candidates, and his candidates are right on the money.  I’m looking forward to more splits with Ram in the future!”

Submitted by Kerry Boehner of KOB Solutions, Inc. regarding her Network split placement with Ram Kola of Stewart Cooper & Coon

Position Title—SOFTWARE DEVELOPER

Fee Percentage—20%

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

— — —

“Dan Jovats reached out to me when he saw the opening and sent me a couple of ‘spot on’ candidates.  This particular one made me look really good with my client in an area I don’t usually work in!”

Submitted by Cindy Andrew Cordell, CPC of Corporate Resources, LLC regarding her Network split placement with Dan Kovats of CMW & Associates

Position Title—ACCOUNT MANAGER

Fee Percentage—25%

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

THE RECRUITERS:

Winning the Recruiter of the Month award just about every month in Top Echelon Network is apparently not enough for Top Producer Trey Cameron of the Cameron Craig Group.

That’s because he’s now winning Network awards two at a time!

At least, that was the case last month.  Not only was Cameron the Recruiter of the Month for September, but he was also one of two recruiters who shared the Largest Split Fee of the Month award.

And is Cameron still on track for a third straight Recruiter of the Year Award?  Yes, yes he is . . . by over $100,000.

THE AWARDS:

At Top Echelon Network, we recognize recruiters for both monthly and quarterly performance in four categories—Recruiter of the Month, Recruiter of the Quarter, Largest Split Fee of the Month, and Largest Split Fee of the Quarter.

For more information about the recruiter awards listed below, login to the Members’ Area and view the profiles and placement details of the Network recruiters who won them.

 — — —

RECRUITER OF THE MONTH:

Trey Cameron of the Cameron Craig Group

Two months ago, Cameron won a close race.  Last month, he ran away with it.  In September, it was close again . . . but Cameron won again.

Both Cameron and Michael Stuck of Gables Search Group, Inc. made five split placements during the month of September.  However, Cameron’s “cash-in” total for those five splits was more than Stuck’s, due in large part to the split he made with Joan R. Walters, CPC of JR Walters Resources (which just so happened to be the Largest Split Fee of the Month).

 — — —

LARGEST SPLIT FEE OF THE MONTH:

Joan R. Walters, CPC of JR Walters Resources and Trey Cameron of the Cameron Craig Group

The position for this split placement was a Director of Engineering.  Walters was the job order recruiter, and Cameron was the candidate recruiter.  The action that stimulated this split placement was listed as, “The job seeker or client was found through my Hiring Hook website.”

 — — —

OUR CRITERIA FOR THESE RECRUITER AWARDS:

Top Echelon Network determines the monthly and quarterly award winners 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 split placements during a given month or quarter, the recruiter with the largest “cash-in” total for their placements is deemed the winner.

SURVEY QUESTION:

Sure, the unemployment rate has remained relatively high, but does that mean grade-A candidates are in abundance?  As you might expect, the answer to that question is “No.”

In fact, not only is it just as difficult to find those types of candidates now as opposed to before the Great Recession, but it might also be MORE difficult to do so.  Is that possible?  If so, how can it be possible?

But we digress.  Back to the first question: how difficult is to find candidates?  To get an answer, we posed the question to the Top Echelon Network Membership in the form of a survey in the Members’ Area.

That question was as follows:

How difficult is it to find the candidates your clients are looking for?

SURVEY RESULTS:

The choice of answers that were provided is listed below, along with the percentage of recruiters who selected each answer:

• Just about impossible — 6.2%
• Very difficult — 49.5%
• Moderately difficult — 38.1%
• Sometimes difficult — 6.2%
• They’re easy to find! — 0.0%

SURVEY ANALYSIS:

According to the survey results, over 50% of recruiters believe that it’s difficult to find the candidates for which their clients are looking, to say the least.  In fact, 49.5% chose “very difficult” as their answer, while 6.2% are of the opinion that it’s “just about impossible.”

Further down the scale, 38.1% of survey participants indicated that finding those candidates is “moderately difficult,” and 6.2% chose “sometimes difficult” as their answer.

Not a single recruiter selected “They’re easy to find!”  Perhaps that is more telling than anything else.

FEEDBACK:

How difficult has it been for YOU to find the candidates that your clients want to hire?  Almost impossible?  Very difficult?  If so, why has that been the case?