Posted on Wed, Feb 08, 2012 @ 02:11 PM
(By MATT DEUTSCH)
Last week, we disclosed the fact that split placement numbers were up over last year . . . and this week only reinforces that!
That’s because we have more split in this week’s newsletter than we’ve had in recent memory, and there could be even more on the way. And recruiters are making splits in a lot of different ways—regular communicating, searching the Split Databases, and through their Hiring Hook websites.
That’s exactly what we like to see: Preferred Member recruiters using the tools and services we offer to make more split placements with one another, thereby strengthening their Trading Partner relationships. The only thing left to do is . . . attend the 2011 National Convention!
THIS WEEK'S COMPLETED SPLIT PLACEMENTS!
Job order recruiter: Veronica Snyder of Career Professionals, Inc.
Candidate recruiter: David Wick of Career Center of Cincinnati
Job title: PLASTICS PROCESS ENGINEER
Fee Percentage—25%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter
-- -- --
Job order recruiter: Chris Ramsay of Corporate Resources, LLC
Candidate recruiter: Ram Kola of Stewart Cooper & Coon
Job title: SERVER ADMINISTRATOR
Fee Percentage—25%
Action causing split placement: The job order or candidate was found by searching Top Echelon Network's Split Databases.
-- -- --
Job order recruiter: Ron Sunshine of Ron Sunshine Associates
Candidate recruiter: Cynthia Woods of Woods & Paolino Recruiting Solutions
Job title: HUMAN RESOURCE MANAGER
Fee Percentage—25%
Action causing split placement: The job order or candidate was found by searching Top Echelon Network's Split Databases.
-- -- --
Job order recruiter: Patrick Walsh of the PSW Group
Candidate recruiter: Justin Bidwell of Bidwell & Associates, LLC
Job title: PURCHASING-SUPPLY CHAIN BUYER
Fee Percentage—25%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter
-- -- --
Job order recruiter: Rowe Henderson of Rowe Henderson & Associates
Candidate recruiter: Jay Laney of The Williams Company
Job title: DIRECTOR OF OPERATIONS
Fee Percentage—25%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter.
-- -- --
Job order recruiter: Jed Davis of Carroll Technology Services, Inc.
Candidate recruiter: Chris Shoulet of Top Dog Recruiting
Job title: SAN TE
Fee Percentage—20%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter
-- -- --
Job order recruiter: Kenny Frey, CPC/CSP of The Frey Consulting Group, Inc.
Candidate recruiter: Bob Wick of the Career Center of Cincinnati
Job title: LEAD ENGINEER
Fee Percentage—25%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter
-- -- --
Job order recruiter: Arthur Rogove of Merit Consulting, Inc.
Candidate recruiter: Cheryl Fox of Woods & Paolino Recruiting Solutions
Job title: PROGRAM MANAGER
Fee Percentage—25%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter.
-- -- --
Job order recruiter: Justin Liedel of Reliance Recruiting, LLC
Candidate recruiter: Trey Cameron of the Cameron Craig Group
Job title: INTERNAL RECRUITER
Fee Percentage—25%
Action causing split placement: The job seeker or client was found through my Hiring Hook website.
-- -- --
Job order recruiter: Denise Milano Sprung of JA Pharma, Inc.
Candidate recruiter: Jim Strickland of BioSource International
Job title: PHYSICIAN DEVELOPMENT PROGRAM
Fee Percentage—Flat
Action causing split placement: "This candidate was the result of Jim's website posting for a more senior job."
-- -- --
Remember, you can opt out of having your split placement highlighted. Just send an email to marketing@TopEchelon.com indicating your desire to be left out. Once you do so, you won’t be included in future installments of this feature.
If you'd like to see the amount of the fees associated with each of the split placements listed above, login to the Members’ Area and click on the profiles of the recruiters involved. The fee totals will be included along with those split placements.
-- -- --
330.455.1433, x125
MDeutsch@TopEchelon.com
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Posted on Wed, Feb 08, 2012 @ 10:58 AM
(By TODD BOSSLER)
The year is already flying by quickly! How do I know this? We’ve already scheduled our third FREE recruiter training webinar.
That webinar, titled “How to Qualify Place-able Job Orders,” will be presented by Bob Marshall of TBMG International at 1 p.m., EST on Tuesday, March 13.
One of our webinars, “Creating a Culture of Performance by Using Metrics” by Jon Bartos of Jonathan Scott International, has already occurred, although you can still watch the recorded version of the session.
Click here to watch the recorded version of "Creating a Culture of Performance"
Our second webinar is scheduled for next week—at 1 p.m., EST on Tuesday, February 14, to be exactly. Rob Mosley of Next Level Exchange will present that session, which is titled “Negotiating Client Tactics and Demands.”
You’ll be able to use the Windows LiveMeeting client in order to join this webinar (there’s also another client available for those of you who use a Mac). In addition, there will be a link in the Members’ Area the day of the training with instructions regarding how to join.
Click here to sign up for an email reminder to join "Negotiating Client Tactics and Demands" on Tuesday, February 14.
Not only will this email serve as a reminder of the webinar, it will also contain instructions about how you can join the session, including what software, passwords, and pin numbers you need to do so.
Okay, back to the upcoming webinar by Bob Marshall. That webinar will be presented in the same fashion as the two before it, which means there will also be a reminder email for that session, as well.
Click here to sign up for an email reminder to join "How to Qualify Place-able Job Orders" on Tuesday, March 13.
As I’ve mentioned before, we’ll be presenting a FREE recruiter training webinar every month this year, and we’ll be publicizing these sessions in our blogs and also in the news section of the Members’ Area. If you have any questions, please contact us.
And please join us for our upcoming webinars by Rob Mosley and Bob Marshall!
-- -- --
330.455.1433, x142
TBossler@TopEchelon.com
Connect with Todd on LinkedIn.
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Posted on Tue, Feb 07, 2012 @ 12:37 PM
We love when things go together in The Pinnacle Newsletter Blog—like chocolate and peanut butter!
Speaking of things that go together, the recruiter we’re featuring in this week’s installment of "'Comments' and Compliments" is also the “Recruiter of the Month” for January: Maria Hemminger of MJ Recruiters, LLC.
Speaking of chocolate, Hemminger specifically mentions that delicious food in her comments regarding one of the recent split placements she made with a Trading Partner. Did she mention peanut butter in her comments regarding the other split placement? No, but now we’re hungry for a Reese’s Peanut Butter Cup. Aren’t you? We thought so.
If you’d like to compliment one of your Trading Partners for a recent split placement (and mention chocolate AND/OR peanut butter in the process), send your comments to marketing@TopEchelon.com, and they’ll appear in a future issue of The Pinnacle Newsletter Blog.
-- -- --
"We've done so many placements with Trey . . . he owes me chocolate!"
Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her split placement with Trey Cameron of the Cameron Craig Group
Position Title—MANUFACTURING ENGINEER
Fee Percentage—20%
(Editor's note: this is the third split placement that Hemminger and Cameron have made together in Top Echelon Network.)
-- -- --
"Randy Wyatt—THE Randy Wyatt. We've partied with him, danced with him, vacationed with him, and finally done a split with him. Randy shared this candidate with us in 2008, and we finally placed her. She was sent to us via his website at the time. Thanks, Randy!"
Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her split placement with Randy Wyatt of Olympus Recruiting (non-Member)
Position Title—MARKET QUALITY ENGINEER
Fee Percentage—25%
-- -- --
If you have compliments for a Trading Partner regarding a split placement, please email them to marketing@TopEchelon.com.
Posted on Tue, Feb 07, 2012 @ 11:54 AM
(By DEBBIE FLEDDERJOHANN)
(Editor's Note: This is the next in a series of guest blog posts about contract staffing, courtesty of Top Echelon Contracting, the recruiter's back-office solution. Similar posts will appear in future issues of The Pinnacle Newsletter Blog.)
You probably already know how hot technology hiring is right now. Well, according to The Wall Street Journal, some of the hottest tech companies are also clamoring for interns, in additional to full-time hires.
Tech companies, ranging from start-ups to household names, are expanding their internship programs, including the following:
- Dropbox—Plans to hire 30 engineering interns
- Google—Hired 1,000 engineering interns this past summer
- Klout
- Twitter
- Facebook—Plans to hire 625 interns for this summer
Why the sudden surge in interns? Internships allow these companies to get a jump on young talent—some internship programs even target high school students.
More importantly, internships allow them to "try-before-they-buy" and save money in the process. Interns can usually be paid much less than traditional full-time employees, and they know from the get-go that the positions are temporary.
The tricky thing about internships is that companies sometimes think they don't have to follow the typical employment laws with interns. Some even try to implement unpaid internships, which are a no-no in most cases.
A better way to go would be to hire interns as contractors employed through a contract staffing back-office. That way, companies can benefit from the "low cost, low commitment" tryout internships offer without all the hassles that come with employing those interns.
-- -- --
888.627.3678
DFledderjohann@TopEchelonContracting.com
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Posted on Tue, Feb 07, 2012 @ 07:52 AM
(By MATT DEUTSCH)
When it comes to recruiters who are model Preferred Members in Top Echelon Network, there might not be anybody who can top our most recent “Recruiter of the Month.”
Maria Hemminger of MJ Recruiters, LLC has been a Preferred Member recruiter since 2005, and since that time she’s made a total of 54 placements in the Network. Hemminger attends Top Echelon Network conferences and conventions, she attends Regional Core Group meetings, and she participates in the Network in as many different ways as she can.
And that's why she’s made 54 placements, why she’s a Top Producer in the Network, and why she’s the “Recruiter of the Month” for January. Congratulations, Maria! Here’s to 54 more Network placements (at least).
We recognize recruiters for both monthly and quarterly performance in two categories—"Recruiter of the Month" and "Highest Split Placement Fee of the Month." Remember, for more information about the placements and cash-in totals associated with these awards, please login to the Members' Area and view the profiles and placement details of the recruiters involved.
-- -- --
Recruiter of the Month
Maria Hemminger of MJ Recruiters, LLC
Maria was the only Preferred Member recruiter in the Network to make three split placements during the month of January.
Two recruiters made two split placements apiece. They were Suzanne Griffith, CPC of J S Griffith & Associates and Steve Copeland of Albert Energy, LLC.
-- -- --
Highest Split Placement Fee of the Month
Marty Stan of Samaritan Technical Professional and Steve Bret Jensen of Superior Search Consultants, Inc.
The position for this placement was a Senior Power Electronics Design Engineer. Stan was the job order recruiter, and Jensen was the candidate recruiter. The action that stimulated this placement was listed as “Regular phone communication with a Top Echelon Network Preferred Member recruiter in my specialty area.”
-- -- --
Our criteria for these awards:
Top Echelon Network is a split placement network. As such, we place an emphasis on split placements, and that emphasis constitutes a large part of our criteria for these awards. We determine the monthly and quarterly award winners based upon two things, 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
-- -- --
330.455.1433, x125
MDeutsch@TopEchelon.com
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Posted on Wed, Feb 01, 2012 @ 01:01 PM
(By MATT DEUTSCH)
The first month of 2012 is already in the books. It went quickly, didn’t it? The good news is that Top Echelon Network Preferred Member recruiters made more placements during January of this year than they did during January of last year—nearly twice as many, as a matter of fact.
Part of the reason for this increase is due to the large number of contract split placements that Members have made (which we haven’t included in this post). Another reason is the economy continues to steadily improve and companies seem more willing to pull the trigger on hiring again.
So one down, 11 more to go. If Network Preferred Members can make twice as many placements every month in 2012 than they did in 2011, it will be a good year, indeed.
THIS WEEK'S COMPLETED SPLIT PLACEMENTS!
Job order recruiter: Scott J. Riffle, CPC of SJR & Associates
Candidate recruiter: Cheryl Fox of Woods & Paolino Recruiting Solutions
Job title: LEVEL II ENGINEER/EE OR COMPUTER SCIENCE
Fee Percentage—25%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter
-- -- --
Job order recruiter: Michael Stuck of Gables Search Group, Inc.
Candidate recruiter: Sean Napoles of Career Brokers, Inc.
Job title: SECURITY ANALYST
Fee Percentage—20%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter
-- -- --
Job order recruiter: Kerry Boehner of KOB Solutions, Inc.
Candidate recruiter: Jan Clements of Med Exec International
Job title: SCIENTIST-ANTIBODY ENGINEER
Fee Percentage—25%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter
-- -- --
Job order recruiter: Maria Hemminger of MJ Recruiters, LLC
Candidate recruiter: Randy Wyatt (former Preferred Member)
Job title: MARKET QUALITY ENGINEER
Fee Percentage—25%
Action causing split placement: The job seeker or client was found through my Hiring Hook website.
-- -- --
Job order recruiter: Pamela Ratz Deville, CPC of Managed Medicaid Services
Candidate recruiter: Bob Vogt of Vision 2020
Job title: TRAINING MANAGER
Fee Percentage—20%
Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter.
-- -- --
Remember, you can opt out of having your split placement highlighted. Just send an email to marketing@TopEchelon.com indicating your desire to be left out. Once you do so, you won’t be included in future installments of this feature.
If you'd like to see the amount of the fees associated with each of the split placements listed above, login to the Members’ Area and click on the profiles of the recruiters involved. The fee totals will be included along with those split placements.
-- -- --
330.455.1433, x125
MDeutsch@TopEchelon.com
Connect with Matt on LinkedIn.
Follow Matt on Twitter.
Posted on Wed, Feb 01, 2012 @ 09:40 AM
(By TODD BOSSLER)
As I’ve started in previous blog posts, Top Echelon will be offering a FREE recruiter training webinar every month during 2012, and I’m pleased to announce that our first session was a great success!
Jon Bartos presented “Creating a Culture of Performance by Using Metrics” on Tuesday, January 24, and his webinar was very well received by those who attended it. The feedback was quite positive, although that doesn’t surprise us, since Jon always does top-notch work.
It’s February 1, which means it’s a new month . . . which also means there’s another FREE recruiter training webinar coming up.
Rob Mosley of Next Level Exchange will be presenting that session, which is scheduled for 1 p.m., EST on Tuesday, February 14. (Yes, we know—Valentine’s Day.) The title of his session is “Negotiating Client Tactics and Demands.”
As was the case with our training webinar last month, you’ll be able to use the Windows LiveMeeting client in order to join this webinar (there’s also another client available for those of you who use a Mac). In addition, there will be a link in the Members’ Area the day of the training with instructions regarding how to join.
Click here to receive a reminder email on the day of the training.
Not only will this email serve as a reminder of the webinar, it will also contain instructions about how you can join the session, including what software, passwords, and pin numbers you need to do so.
Also, don’t forget that you can watch the recorded version of “Creating a Culture of Performance by Using Metrics.” Even if you’ve already seen it, you can watch it again, and if you weren’t available for the live webinar, you can take advantage of the recorded version and watch it at your leisure.
Click here to watch the recorded version of "Creating a Culture of Performance"
We’ll be scheduling more FREE training webinars in the months to come, and we’ll be publicizing them in our blogs and also in the news section of the Members’ Area. If you have any questions or suggestions, don’t hesitate to contact us.
I hope you’ll join us on Valentine’s Day. We’re betting that you’ll love this webinar!
-- -- --
330.455.1433, x142
TBossler@TopEchelon.com
Connect with Todd on LinkedIn.
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Posted on Wed, Feb 01, 2012 @ 07:48 AM
One recruiter makes a split placement with another recruiter, who makes a split placement with another recruiters, who makes a split placement with . . .
Well, you get the idea.
This week in "'Comments' and Compliments," we’re presenting not two, but three placements, namely because they illustrate this “Triangle of Trust” rather well. (After all, Trust is one of the Four Pillars of Top Echelon Network and one of the foundations upon which split placements are made.
There’s a thread in these three placements, as we move from one to the other to the other, with one recruiter serving as a bridge to subsequent split placements. But that’s the way it works with networking, you never know where things are going to lead or what’s going to happen—although, invariably a split placement is made and a fee is shared.
Remember, if you’d like to compliment one of your Trading Partners for a recent split placement, send your comments to marketing@TopEchelon.com, and they’ll appear in a future issue of The Pinnacle Newsletter Blog.
-- -- --
"I love working with Jan!"
Submitted by Kerry Boehner of KOB Solutions, Inc. regarding her split placement with Jan Clements of Med Exec International
Position Title—SCIENTIST-ANTIBODY ENGINEERING
Fee Percentage—25%
(Editor's note: this is the first split placement that Boehner and Clements have made together in Top Echelon Network.)
-- -- --
"It was so great to work with Sean on this placement! He provided awesome candidates and was very helpful along the way."
Submitted by Kerry Boehner of KOB Solutions, Inc. regarding her split placement with Sean Napoles, CPC of Career Brokers, Inc.
Position Title—IT MANAGER
Fee Percentage—20%
(Editor's note: This is the first split placement that Boehnder and Napoles have made together in Top Echelon Network.)
-- -- --
"It's always a pleasure working with Sean. He does a super job of screening his candidates and supplying us with candidates our clients ALWAYS choose to interview. This placement took a while, but Sean finally found a candidate to our client's liking. It was great working with you, Sean. Let's do another one soon!"
Submitted by Michael Stuck of Gables Search Group, Inc. regarding his split placement with Sean Napoles, CPC of Career Brokers, Inc.
Position Title—Security Analyst
Fee Percentage—25%
(Editor's note: This is the second split placement that Stuck and Napoles have made together in Top Echelon Network.)
-- -- --
If you have compliments for a Trading Partner regarding a split placement, please email them to marketing@TopEchelon.com.
Posted on Tue, Jan 31, 2012 @ 08:51 AM
(By DREA CODISPOTI, CPC/CERS)
I’ve blogged extensively about all forms of Core Groups within Top Echelon Network—Traditional Core Groups, Regional Core Groups, and Virtual Core Groups. All three help recruiters make placements in the Network—and I have proof this week.
The truth be told, there’s proof every week that Core Groups help recruiters make split placements. It’s just that a new month is here, and that means a new month of Virtual Core Group teleconference call meetings, and I want as many recruiters to participate in these calls as possible.
Why? Because the more recruiters that participate, the more split placements they’ll make, and the greater the revenue they’ll produce for themselves and their firm.
That being said, I have a specific example of how a Virtual Core Group meeting helped two Preferred Member recruiters make a split placement together. The information below would normally be published in our "'Comments' and Compliments" feature in The Pinnacle Newsletter Blog, but circumstances dictate that they’re published in this blog post. (I like to dictate circumstances.)
-- -- --
"Chris and I connected after an IT Virtual Core Group meeting. She was a delight to work with. She was very detail-oriented with her candidate interview, so much so that all of my focus with the candidate was on selling the client and not re-interviewing, because all other questions were answered on the RDS (Resume Data Sheet). Thanks, Chris!"
Submitted by Jed Davis of Carroll Technology Services, Inc. regarding his split placement with Chris Shoulet of Top Dog Recruiting
Position Title—SAN TE
Fee Percentage—20%
(Editor's note: This is the first split placement that Davis and Shoulet have made together in Top Echelon Network.)
-- -- --
Virtual Core Group meetings are regularly scheduled teleconference calls for Preferred Member recruiters who work in the same industry or niche. During these calls, the recruiters share information about the activity that they’re seeing and bounce ideas off each other. They also share hot job orders and candidates.
Below is the Top Echelon Network Virtual Core Group teleconference call schedule for the month of February:
|
Date
|
Core Group/Time
|
Core Group/Time
|
Core Group/Time
|
|
Thursday, February 2
|
Manufacturing, Engineering
noon to 1 p.m.
|
Accounting, Finance
1:30 to 2:30 p.m.
|
Biotech, Pharma, Medical Device
3 to 4 p.m.
|
|
Thursday, February 9
|
Insurance
noon to 1 p.m.
|
Software Sales
1:30 to 2:30 p.m.
|
Information Technology
3 to 4 p.m.
|
|
Thursday, February 16
|
Open for New Group
|
Open for New Group
|
Open for New Group
|
|
Thursday, February 23
|
Open for New Group
|
Open for New Group
|
Open for New Group
|
As you can see, the first two Thursdays of the month are filled with teleconference calls and the third and fourth Thursday are wide open.
If you don’t see your industry or niche represented in the chart above, I am always open to starting a new group. If you'd like to start a group—or join an existing one—please contact me. I'd like to fill those open slots in February.
Get involved in a Virtual Core Group and make more money! (That's an order.)
-- -- --
330.455.1433, x156
Drea@TopEchelon.com
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Posted on Mon, Jan 30, 2012 @ 09:35 AM
(By DEBBIE FLEDDERJOHANN)
(Editor's Note: This is the next in a series of guest blog posts about contract staffing, courtesty of Top Echelon Contracting, the recruiter's back-office solution. Similar posts will appear in future issues of The Pinnacle Newsletter Blog.)
What is your retirement plan? If you own your own recruiting firm, you don't have an employer contributing to a pension plan or 401(k), so all you have is Social Security, your own retirement savings, and your business.
But if you're strictly a direct-hire firm, you may find that your business is not all that sell-able when it comes time to retire. After all, direct-hire firms do not have a steady stream of revenue to attract buyers. At best, you may have a client list to sell, but will that be enough to secure a comfortable retirement?
If contract staffing was part of your business model, you would actually have a sell-able business. You would have active contractors working at clients, and those contractors would continually be generating income for your business. Plus, because you would be in continuous touch with clients, your pipeline would be filling with even more new contract job orders.
That steady income makes a recruiting firm much more attractive to potential buyers. Some recruiters have actually added contract staffing not so much because they need the extra income now, but as part of an overall exit strategy.
And in the meantime, they enjoy the following additional benefits of contract staffing:
- Increased sales
- Ability to become a sole-source provider to clients
- Contract-to-direct conversion fees
- Ability to overcome clients' hiring freezes and budget constraints
It's never too early to plan for retirement, so if you do not yet have an exit strategy in place, you may want to consider adding contract staffing to boost your recruiting firm's value.
-- -- --
888.627.3678
DFledderjohann@TopEchelonContracting.com
Connect with Debbie on LinkedIn.
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