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The person pictured above is NOT Steve Schanz of CPS Recruitment. Not that he doesn’t look a little like him. He does, but it’s not Steve. It’s a stock photo model.

The real Steve, on the other hand, is a member of Top Echelon’s recruiting network. Not only that, but he’s also the Recruiter of the Week in the Network!

Steve has been a member of the Network for a decade. He hasn’t made split placements every single year that he’s been a member, but he’s used the Network’s tools and resources when needed. The results have been positive.

After not making any TE splits in 2017, Steve has made five Network placements this year. In addition, he’s made those placements with five different split recruiting partners. He was also the importer for all five placements, meaning he was the job order recruiter.

Steve Schanz: the secrets to his success

However, we wanted Steve to say a few words about the success that he’s enjoyed in TE. This is what he had to say:

have been a member of the Top Echelon Network for ten years.

“I have experienced success with the network by developing relationships with recruiters that work similar industries, as well as by acting quickly to respond to other TE recruiters when they send me a candidate for my open positions. The TE Network has been a great avenue to allow me to provide additional candidates to my clients resulting in placements over the years.”

Steve Schanz goes to show that you don’t have to make a Network placement every single year to receive value from your Top Echelon membership. You just have to use the Network where and when it makes sense. And more than likely, the placements will just happen.

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

This Week’s TE Split Placements

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Steve Schanz, CPC of CPS Recruitment

Steve Schanz, CPC

David Austin of Austin Technology Resources

David Austin

Job recruiter: Steve Schanz of CPS Recruitment

Candidate recruiter: David Austin of Austin Technology Resources

Job title: SENIOR SUBSTRATE CHARACTERIZATION ENGINEER

Fee percentage: 18%

Action causing split placement: Network Jobs Feed

— — —

Steve Schanz, CPC of CPS Recruitment

Steve Schanz, CPC

Michelle Daniels of Gables Search Group

Michelle Daniels

Job recruiter: Steve Schanz of CPS Recruitment

Candidate recruiter: Michelle Daniels of Gables Search Group

Job title: QUALITY ENGINEER

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Dustin Griffin of Griffin Recruitment Group, LLC

Dustin Griffin

Rose Langhals of Bridgeway Professionals, Inc.

Rose Langhals

Job recruiter: Dustin Griffin of the Griffin Recruitment Group, LLC

Candidate recruiter: Rose Langhals of Bridgeway Professionals, Inc.

Job title: MAINTENANCE SUPERVISOR 2ND SHIFT

Fee percentage: 18%

Action causing split placement: MEGA Database

— — —

Dustin Griffin of Griffin Recruitment Group, LLC

Dustin Griffin

Pat McGue of Mackie Search, LLC

Pat McGue

Job recruiter: Dustin Griffin of the Griffin Recruitment Group, LLC

Candidate recruiter: Pat McGue of Mackie Search, LLC

Job title: 3RD SHIFT PRODUCTION SUPERVISOR

Fee percentage: 18%

Action causing split placement:  MEGA Database

— — —

Terry Rhodes of NewCareers

Terry Rhodes

Lois Rupkey of Byrnes & Rupkey, Inc.

Lois Rupkey

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

Candidate recruiter: Terry Rhodes of NewCareers

Job title: MACHINIST

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

John Ricciardi of the Afton Consulting Group

John Ricciardi

Brad McMillan of RPM Search

Brad McMillan

Job recruiter: John Ricciardi of Afton Consulting Group

Candidate recruiter: Brad McMillan of RPM Search

Job title: GENERAL MANAGER, CUSTOM RESEARCH OPERATIONS

Fee percentage: 25%

Action causing split placement: Offline communication with a member

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Maureen Delgado of DelTech Staffing, Inc.

Maureen Delgado

Job recruiter: Maureen Delgado of DelTech Staffing, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: ENGINEERING/STRUCTURAL INSPECTOR

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Megan Carty of Automationtechies.com

Megan Carty

Deb North of Deb North Consulting, LLC

Deb North

Job recruiter: Megan Carty of Automationtechies.com

Candidate recruiter: Deb North of True North Consultants, LLC

Job title: AUTOMATION TECHNICIAN

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Robert Alexander of Systems Technology International, Inc.

Robert Alexander

Scott Szur of The Harrison Group, LLC

Scott Szur

Job recruiter: Scott Szur of The Harrison Group, LLC

Candidate recruiter: Robert Alexander of Systems Technology International

Job title: MANAGER QC – MICROBIOLOGY

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Robert Alexander of Systems Technology International, Inc.

Robert Alexander

Herman Bruno of Herman Bruno

Herman Bruno

Job recruiter: Herman Bruno of Herman Bruno

Candidate recruiter: Robert Alexander of Systems Technology International

Job title: TOOL & DIE TECHNICIAN (METAL STAMPING)

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Bob White of Impact Solution, Inc.

Bob White

Job recruiter: Bob White of Impact Solution, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: MANAGER OF QUALITY ENGINEERING

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Lisa Wilczynski of Engineering and Technical Assoc., Inc.

Lisa Wilczynski

Laura J. Petraitis-Doll of LS Doll & Associates

Laura J. Petraitis-Doll

Job recruiter: Laura J. Petraitis-Doll of LS Doll & Associates

Candidate recruiter: Lisa Wilczynski of Engineering and Technical Associates

Job title: PLANT EHS MANAGER

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

Since Trey Cameron of the Cameron Craig Group has accomplished so much in our recruiting network, we only highlight his achievements that are out of the ordinary, even for him. An example would be this blog post.

Keeping in that vein, we must highlight what Trey did during the month of October in Top Echelon Network. Specifically, he made 23 split placements during the month. You could definitely describe that as “raising the bar” in terms of placements in TE.

A ridiculously high bar

Nobody’s made that many splits in a single month within the Network. To put that into context, there were 23 working days during the month of October. Trey made 23 split placements. That’s one placement for every working day in the month.

Let’s extrapolate that total, shall we? If Trey averaged 23 splits for an entire calendar year, he would make 276 Network placements for the year. That’s insane. It’s easy to say that this was an anomaly, that there’s no way that Trey could maintain such a pace over the course of a quarter, let along for an entire year.

Or can he?

So congratulations to Trey for “raising the bar” and congratulations to everybody on the list below. And congratulations to everybody who made placements in our split network during the month of September!

— — —

Recruiters of the Month:

1st Place: Trey Cameron
Agency: Cameron Craig Group
Placements: Twenty-three (23)
Commission: $160,862

— — —

2nd Place: Terry Rhodes
Agency: NewCareers
Placements: Four (4)
Commission: $37,112

— — —

3rd Place: Lois Rupkey
Agency: Byrnes & Rupkey, Inc.
Placements: Four (4)
Commission: $29,881

— — —

4th Place: Adam Krueger
Agency: Sun Recruiting, Inc.
Placements: Three (3)
Commission: $30,550

— — —

5th Place: David Cuozzo
Agency: CKM Staffing, Inc.
Placements: Three (3)
Commission: $29,845

— — —

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 TE placements during a given month or quarter, the recruiter with the largest “cash-in” total is ultimately deemed the winner.

— — —

If you’re looking to make more placements with your Top Echelon recruiter network membership, then 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.

Last week in The Pinnacle Newsletter Blog, I discussed  “6 Questions to Ask When Creating Alerts in TE.”

This week, I’m addressing another key step for achieving success within Top Echelon Network as an exporter. That step is a thorough understanding of the job description.

First, though, let me say that yes, I understand that you want to make split placements in our network. I love the fact that you want to make split placements. As such, I don’t want to dissuade you from doing so or dampen your enthusiasm.

Study the job description!

However, it’s important to not put too much of a burden on the job order recruiter. This is especially the case in a situation in which the job is not within your area of expertise.

That’s why you should study the job description to get a firm understanding of the position and the client’s needs.

If the job is NOT within your area of expertise, it’s recommended that you find a job that is within your area. It’s not fair to expect the job order recruiter to teach you how to work and recruit in their niche. It is also not fair to expect them to look at submissions that are based on a lack of knowledge or experience in their niche.

I appreciate the fact you want to work their jobs. However, this can be counter-productive and quite possibly damage your relationship with that recruiter. Potentially, it could become a big time waster, as well as a point of frustration for other recruiters. Nobody wants that.

Instead, track down jobs that are in your area of expertise. Then take the time to thoroughly understand the job description. Find out exactly what the client wants and work to provide it.

That’s the first step toward filling that position and the second step toward enjoying success as an exporter in Top Echelon’s recruiting network.

If you have any questions, you can contact me by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

Okay, let’s cut to the chase.

Here’s why you should call and talk to Top Echelon Director of Network Operations Drea Codispoti, CPC/CERS:

Because recruiters that do so stand a better chance of making more placements.

We’re talking about more split placements in Top Echelon Network, of course, because Top Echelon Network is a split placement network. (Crazy how that works.)

The Drea Codispoti Hotline

Take, for instance, the placement below between Network recruiters Alan Daum of Alan N. Daum & Associates, Inc and Jane Roberts of Jane Roberts Consulting, LLC.

This is a great split story for a number of reasons. Al has been a member of our split network since 1999. Since joining, he’s made 90 Network placements with a cash-in total of over $900K.

Jane, on other hand, joined Top Echelon Network in November of last year. This placement represents her first split placement in the Network. (Congratulations, Jane!)

Even with all of the success that Al has enjoyed over the years, he still sought Drea’s advice. Drea pointed him in the right direction, and Al had no problem working with a new Network recruiter who had yet to make a TE placement.

The result? Overwhelming success for everybody involved!

So if you’re having trouble filling your open job orders in the Network, then you should absolutely call the Drea Codispoti Hotline at 330.455.1433, x156.

Congratulations to everybody who made Network placements this week!

(And call Drea.)

— — —

“Thank you, Jane, for a great candidate! Thank you, Drea, for recommending that I contact Jane.”

Submitted by Alan Daum of Alan N. Daum & Associates, Inc. regarding his Network split placement with Jane Roberts of Jane Roberts Consulting, LLC

Position Title—PROCESS CONTROL ENGINEER

Fee Percentage—25%

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

— — —

“I am so excited to be making this placement with Gene! This is LONG overdue! Thank you, Gene! [The candidate] was a perfect fit.”

Submitted by Ann Wyatt of Ann Wyatt Recruiting regarding her Network split placement with Gene McQueen of the Cameron Craig Group

Position Title—MANUFACTURING ENGINEER

Fee Percentage—20%

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

— — —

“I highly encourage others to work with Stacy!”

Submitted by Vern Fuller of Knightsource, LLC regarding his Network split placement with Stacy Daves of Global Talent Resources Corp.

Position Title—PROCESS ENGINEER

Fee Percentage—20%

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

Halloween is over! All of your fears have vanished, including your fears of contract staffing. And if that’s NOT the case quite yet, we’re here to finish the job of vanquishing them.

As anyone does when facing something new or unknown, recruiters who do not place contractors have a lot of fear when it comes to contract staffing services. Once they get started, though, they find that their fears are unfounded. Don’t let contract staffing fears keep you from enjoying steady income and increased sales.

Contract staffing fears be GONE!

Below are five contract staffing fears that are FALSE:

#1 — “Contract staffing is difficult.”

This is perhaps the most common fear, and it’s related to the administrative and legal issues associated with contracting. No doubt, the recruitment back office tasks and liability can be daunting, but there is a way to avoid those issues. You can outsource the employment of your  contractors and all the employment responsibilities to a contract staffing service provider. This allows you to do what you know best: close deals and make placements.

#2 — “I’ll lose direct hire business.”

Not only is this fear unfounded, but the opposite is actually true. Adding contracting to your business model can actually enhance your direct hire efforts. Why? Because companies are looking for solutions to their staffing challenges, and not all of those challenges are direct hire in nature.

If they have a need for a contractor and you’re able to meet that need, they will be more likely to come back to you for their direct hire job orders, as well. On the flip side, if you turn down contract job orders from your clients and they use somebody else, you have just opened the door to a competitor.

#3 — “I won’t make enough to justify the effort.”

This misconception stems from the fact that instead of receiving your fee in a big lump sum, you get paid on an hourly basis over the course of the assignment. In truth, this steady income is often enough to cover overhead costs, making direct hire pure profit.

It is common for recruiters to maintain 10 active contractors earning them $12 an hour. That calculates out to an additional half a million dollars a year, which is one of the biggest benefits of contract staffing. Do you think that is worth your minimal investment of time?

#4 — “I won’t be able to find job orders.”

Nearly every company in every industry is using contractors to a certain extent. Many are even transitioning their workforce models to blended teams that include both direct hires and contractors to gain needed flexibility. Because of this, you don’t have to make a major investment in marketing your contract services.

All you have to do is inform your current clients that you can provide contract candidates. Companies are much more likely to bring their contract needs to the same recruiter who has been successful in meeting their direct hire needs.

#5 — “I won’t be able to find candidates.”

This is also a misconception. Candidates are increasingly seeking contract assignments. You won’t know which of the candidates in your database would be willing to work on a contract basis—and which would not—unless you ask them.

Don’t let contract staffing fears stop you from making more placements! You can add contract staffing solutions to your business model more easily than you think.

For more information, download our Quick-Start Guide to Contract Staffing. Or request a demo from one of our contract staffing specialists.