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Matt DeutschIf you want to know how to make more split placements in Top Echelon Network, you need look no further than this blog post.

That’s because the relationship of the recruiters involved perfectly exemplifies the most important element for making split placements—Trust, one of The Four Pillars of Top Echelon Network.

The recruiters in question are Preferred Members David M. Sgro of True North Consultants, Inc. and Maria Hemminger of MJ Recruiters, LLC.  Hemminger works the Manufacturing industry, and Sgro works Information Technology.  Yet, they’re still making split placements.  How are they doing it?

A primer is in order.  We highlighted Hemminger and Sgro’s Trading Partner relationship a year ago in The Pinnacle Newsletter Blog in a two-part series.  Links to those blog posts are below:

Taking Trading Partner Relationships to a Whole New Level, Part 1

Taking Trading Partner Relationships to a Whole New Level, Part 2
Why are we revisiting Hemminger and Sgro?  Because their unique relationship continues to work (i.e., they’re continuing to make split placements).

Here’s a brief overview of how that relationship developed:

After attending the 2009 Top Echelon Network Fall Conference, Hemminger decided that she no longer wanted to turn down IT job orders from her Manufacturing clients.  She and her business partner, Joanna Spaun, agreed that they needed to partner with another recruiter in the Network in order to fill those job orders.  Hemminger and Spaun chose Sgro, and they contacted him with their proposal.  He thought it was a good idea, and he agreed to work with them.

However, it’s the nature of that relationship that’s unique, and this is why:

  1. When Hemminger takes an IT job order from a client, she calls Sgro immediately to describe the job order and discuss it with him.
  2. BOTH of them then visit Hemminger’s client to discuss the job order, outlining the whole process with the hiring manager, including who will be responsible for what during that process.
  3. Hemminger and Sgro then work together to fill the job order.

Basically, everybody involved in the process does what they do best.  Sgro conducts the technical pre-screen of candidates, Spaun conducts the behavioral pre-screen, and Hemminger is responsible for all client communication.

Maria HemmingerDavid M. Sgro, CPCHow well has this relationship and this process worked?  Hemminger and Sgro have made two split fee recruiting placements so far with two different clients, and others are currently in the works.

“My goal is to be able to fill all of my clients’ needs,” said Hemminger.  “Dave is easy to work with and knowledgeable in this field, and he’s very accommodating to what we want to accomplish.  I think what we’re doing together takes [Trading Partner] trust to a whole new level.”

“It’s a great relationship,” said Sgro.  “I feel honored that Maria would let me in the door with her clients.  Maria’s clients trust her, and they do pretty much what she thinks is right for them.  They appreciate the fact that she’s bringing in somebody she can partner with to get the job done.  So far, the feedback has been great.”

Hemminger and Sgro trust each other implicitly when it comes to their recruiting business.  There’s no holding back information or going halfway.  They have invested fully in their Trading Partner relationship, to the point where they’ve made each other part of their firms’ recruiting process.

That is why they’ve made split placements in the past, and they’ll continue to make them in the future.

Two recruiters + complete trust = split placements.

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Seven placements in 2010.

Five so far in 2011.

Judy Kaplan of Prof’l Recruiting Consultants knows how to be successful as a Preferred Member of Top Echelon Network.

Judy KaplanKaplan has a made a total of 66 placements in Top Echelon Network since 1999.  That’s an average of just over five placements per year—quite a healthy return on her investment.

So, how does she do it?  What’s her secret?  How is she making money, even during tough economic times like these?

In essence, Kaplan employs a simple, three-step method when it comes to making split placements with other recruiters in Top Echelon Network.  Those steps are as follows:

Step #1—Find other recruiters who work in the same industry, discipline, niche, etc., as you do.

Step #2—Of those recruiters, identify the way in which they like to work in a split placement situation, from beginning to end.

Step #3—Work with those recruiters who work the same way that you do or a way with which you feel comfortable.

Step #4—Make split placements.

Step #5—Repeat as necessary.

Network Tips“The key is finding the right people, those people who work the same way that you do,” said Kaplan, who started recruiting in 1998.  “Everybody has a different way of working.  I’ve been able to find people like that, and it’s paid dividends for me.”

However, it does NOT stop there.  That’s because not only does Kaplan make direct-hire split placements, but she also makes split contract placements, as well.  Of the 12 placements that’s she made in the past 14 months, over half of them have been contract placements.  The others?  Direct-hire placements with hefty fees associated with them.

Kaplan specializes in exporting candidates in the Information Technology, Pharmaceutical/Biotech, Medical Device, Manufacturing, Environmental Health & Safety, and Accounting industries nationwide.  When it comes to dispensing advice to other Network Members, Kaplan’s is simple.

“Recruiters should share their information in the Network,” she said.  “When I see jobs on the Network that I think I can help fill, I contact those recruiters.  If you don’t share your information, you can’t get help.”

Kaplan’s strategy for success sounds simple, and in actuality, it is.  But the steps she advocates requires a commitment and an investment of time.  Those Preferred Members who are willing to take the time and make the commitment dramatically increase the chances that they’ll enjoy more success and make more split placements in the Network.

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