SPLIT JOBS FILLED THIS WEEK:

Below are the split jobs that were recently filled by Top Echelon Network recruiters:

• Civil Engineer-Land Development
• Civil Engineer-Land Development
• Director of IT
• Manufacturing Engineer
• Outside Sales Professional
• Logistics Manager

For more information about how YOU can be more successful in Top Echelon Network and make more split placements, call Director of Network Operations Drea Codispoti, CERS at 330.455.1433, x156.

THIS WEEK’S NETWORK SPLIT PLACEMENTS:

Juli Smith

Trey Cameron

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

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: CIVIL ENGINEER-LAND DEVELOPMENT

Fee percentage: 25%

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

— — —

Trey Cameron

Juli Smith

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

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: CIVIL ENGINEER-LAND DEVELOPMENT

Fee percentage: 25%

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

— — —

Trey Cameron

Denise Mancuso

Job recruiter: Denise Mancuso of Client Growth Consultants, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Split job title: DIRECTOR OF IT

Fee percentage: 24%

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

— — —

Steve Copeland

Jeff Ploeger

Job recruiter: Jeff Ploeger of Ploeger Recruiting Services

Candidate recruiter: Steve Copeland of Albert Energy, LLC

Split job title: MANUFACTURING ENGINEER

Fee percentage: 25%

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

— — —

Steve Copeland

Rowe Henderson

Job recruiter: Rowe Henderson of Rowe Henderson & Associates

Candidate recruiter: Steve Copeland of Albert Energy, LLC

Split job title: OUTSIDE SALES PROFESSIONAL

Fee percentage: Flat

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

— — —

Stephanie Caviness

George Mancuso, CPC

Job recruiter: Stephanie Caviness of Pan American Search, Inc.

Candidate recruiter: George Mancuso, CPC of Client Growth Consultants, Inc.

Split job title: LOGISTICS MANAGER

Fee percentage: 25%

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

 — — —

(Matt Deutsch is the Chief Marketing and Content Officer at Top Echelon.)

THE SPLIT RECRUITERS:

Mark Udulutch has made 80 placements as a Top Echelon Network recruiter.  His agency, Markent Personnel, has been a Preferred Member since 1989

Steve Kohn has made 86 placements as a Top Echelon Network recruiter.  His agency, Affinity Executive Search, has been a Preferred Member since 1994.

Mike Ehlers has made 11 placements as a Top Echelon Network recruiter.  His agency, Ehlers Recruiting Partners, has been a Preferred Member of the recruiting network since 2009.

Maria Hemminger has made 78 placements as a Top Echelon Network recruiter.  Her agency, MJ Recruiters, LLC, has been a Preferred Member since 2005.

Jim Strickland has made 99 placements as one of the Top Echelon Network’s top recruiters.  His agency, BioSource International, has been a Preferred Member since 2003.

THE SPLIT PLACEMENTS:

Although we’ll be making the point more vividly in our next blog post, Top Echelon Network recruiters are using their Hiring Hook website make split placements.  Three of the recruiters listed below use their websites extensively in their efforts to make splits.  Those recruiters and the number of Top Echelon Network splits they’ve made this year are as follows:

1. Trey Cameron of the Cameron Craig Group—36 split placements
2. Steve Kohn of Affinity Executive Search—23 split placements
3. Jim Strickland of BioSource International—8 split placements

The evidence is stacking up all over in the form of placement checks.  If you’d like more information about what a Hiring Hook website could do for your Top Echelon Network Membership, give us a call at 330.455.1433.

Somebody will probably make another website split in the time it takes to dial the phone.

— — —

“Steve provided me with a great candidate.  Both he and the company very happy with one another!”

Submitted byMark Udulutch of Markent Personnel regarding his Network split placement with Steve Kohn of Affinity Executive Search

Position Title—FIELD PERFORMANCE ENGINEER

Fee Percentage—25%

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

— — —

“Steve’s candidate came through his Hiring Hook.  He actually wasn’t right for the job he applied for, but was for another search I was working.  It’s all good!”

Submitted by Mike Ehlers of Ehlers Recruiting Partners regarding his Network split placement with Steve Kohn of Affinity Executive Search

Position Title—SALES

Fee Percentage—20%

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

— — —

“Thanks to Jim and his website . . . another successful placement!”

Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her Network split placement with Jim Strickland of BioSource International

Position Title—PLC ENGINEER

Fee Percentage—20%

(Editor’s note: This is the fifth Network split placement that Hemminger and Strickland have made together in Top Echelon.)

According to Glassdoor, 68% of job seekers use their mobile device to search for jobs once a week or more.

As the number of mobile-dependent job seekers continues to grow, it’s becoming increasingly important that recruiters take their sites mobile.  But there’s more to being mobile-friendly than simply having a site that looks okay on a smartphone (although that’s a good start, see #1).

Below are four things you may want to incorporate into your online recruiting strategy to engage with contract candidates through their mobile devices:

1. Responsive website design.  By using responsive design, you can ensure that your website is visible and attractive on any screen, including smartphones and tablets.  Not only that, but you can also protect your Google search engine rankings.  According to ERE.net, not having a mobile-friendly site can actually hurt you in Google search rankings.  If you don’t have responsive design or if you’re  not sure if you do, contact your web designer or find one that can build you a recruiter website with responsive design.

2. Easy application process.  This is a harder nut to crack, but not impossible.  In fact,  a recent Forbes article describes how Sodexo has sucessfully allowed potential employees to apply for jobs via their mobile app.  But if the development of a mobile apps is not in your budget, you may want to check out the “Apply with LinkedIn” function.  “Apply with LinkedIn is useful because it allows a job seeker to submit their information on the go without the hassle of having to type that information into fields on a mobile device or having to wait to find a computer to submit their resume,” said J.D. Fye, Website Consultant for Hiring Hook, a website design company exclusively for recruiters.  “With this feature, they can simply sign into their LinkedIn account and tap ‘Submit.’  I’ve spoken with many recruiters who often treat LinkedIn profiles the same way they would a resume, so this is a quick and easy way for a candidate to get their information to an employer.”

3. Text and email updates.  Mobile opens up a whole new avenue for how you can reach job seekers.  One idea is to have a place on your website where they can sign up for hot job alerts through text message and/or email.

4. Timed updates.  According to a recruiter.com article, job seekers tend to browse for jobs when they are on breaks throughout that day.  For that reason, your most captive mobile audience is between 6:30 and 9:15 a.m. (before work), 11:45 a.m. and 2:30 p.m. (lunch), and 4:30 and 9:45 p.m. (after work).

We would assume the percentage of contractors who use mobile devices for job searching is even higher than for other candidates because they are often working remotely with limited access to desktop computers.  So if you’re placing contractors, you might want to put these items at the top of your to-do list.