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November, 2011 | Pinnacle Newsletter | Top Echelon Split Network

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$50 Off Registration AND a Chance to Attend the Convention for Free!

(By MATT DEUTSCH)


Matt Deutsch

As we announced in last week’s issue of The Pinnacle Newsletter Blog, we’re going to Nashsville, Tenn., for the 2012 Top Echelon Network National Convention!

We even presented the perfect case study for why you should attend the convention—namely that no matter WHO you are, you can make a split placement (and maybe multiple split placements) from attending.

As for this week?  Well, we have something special planned.

We’re always looking for new ways to either help you make money or help you save money.  Attending the convention, of course, helps you to make money since it presents split placement opportunities with other Network recruiters.  So . . . how will we help you save money?

Easy.  If you’re willing to send us a video clip of you singing your favorite country song, you’ll automatically receive $50 off the cost of registration.

AND if we pick your video as the best one that we receive, then you’ll attend the 2012 National Convention FREE of charge.  (You’ll still have to pay for hotel and travel expenses, of course.)

describe the imageWe’re not doing this just to save you money.  It also ties into the Gala Event that we have planned for the convention.  In addition, it's a great way to promote the event and to enhance the networking aspect of the convention.  After all, these videos would make very good conversation starters for those recruiters who attend.

Still skeptical?  Tell you what, we’ll go first.  That’s right, we’ll be record a video of us singing a country song in the near future, just to show you how easy it is to do.  Below are some additional points to keep in mind:

  • We will be using the videos for promotional purposes.  That means putting them on YouTube and publishing them in The Pinnacle Newsletter Blog.  So when you send us a video, you’re doing so with the expressed knowledge that we’ll be using it for these purposes.  Hey—no guts, no glory.
  • You do not have to sing the entire song.  Sing a couple of verses, if that’s all you can muster.  Of course, if you sing the whole song, you stand a better chance of going to the convention for FREE.
  • You do not have to wear cowboy garb in your video, although it's certainly permissible.
  • You can play the song in the background while you sing along to it, or you can sing without it.
  • If you want to get two or three or more Preferred Member recruiters together to sing in the same video, that’s a-okay.  You’ll all get $50 off the cost of registration.  However, we’ll have to randomly select one person from the video to attend the convention for free.
  • Once you’ve shot your video, email it to marketing@TopEchelon.com.

Early Bird Registration for the convention, which will be held at the Gaylord Opryland Resort & Convention Center, will be available two weeks from today.  In the meantime, keep an eye out for our video . . . and we’ll keep an eye out for yours.


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330.455.1433, x125

MDeutsch@TopEchelon.com
Connect with Matt on LinkedIn.
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ALWAYS Reference the Exporter When Contacting Their Candidate

(By DREA CODISPOTI, CPC/CERS)


Drea Codispoti, CPC/CERS

Communication is one of The Four Pillars of Top Echelon Network.  It’s a key element in being a successful split partner.  Let’s go one step further: quality communication is one of the ways that recruiters make the most split placements together.
 
Poor communication does NOT result in more splits.
 
I say this because a pattern of poor communication has been brought to my attention in the Network, and it doesn’t involve communication between recruiters.  It involves communication between a recruiter and a candidate—more specifically, a Top Echelon Network importer (the recruiter with the job) and a candidate supplied by an exporter (the recruiter with the candidate).
 
Here, in a nutshell, is the problem: the importer is NOT referencing the exporter when first contacting the candidate.  Why is this a problem?  It causes confusion, doubt, and suspicion in the candidate’s mind, as well as in the exporter’s mind.
 
The importer has a much better chance of getting their phone calls and emails returned when they reference the exporter.  By doing this, the importer has created some commonality with the candidate, which eliminates confusion in the candidate’s mind.  It also eliminates suspicion in the exporter’s mind, since they know that the importer referenced them up front, which lays the groundwork for a much better split partner relationship.
 
So . . . by not referencing the exporter in your communication with their candidate, you could very well be costing yourself the opportunity to make a split placement with that exporter (and neither of you could even be aware that the opportunity was missed).  With that in mind, below is a good template for what to say when contacting another recruiter’s candidate.  You can add your own personal touch, of course.


“Hello, my name is Drea Codispoti of Goodfellas Recruiting.  I’m currently working with Mark Demaree of Bald Guys Search to fill the position of Loose Ends Elimination Specialist.  I’d like to speak with you regarding this position and ask you some additional questions.”


Quality communication pertains to ALL communication—with other recruiters and also with other recruiters’ candidates.  Poor communication can lead to misunderstandings, delays, and other complications that can get in the way of making more split placements.  Your time is far too valuable for such obstacles.
 
Indentify yourself and reference the exporter when contacting their candidate.  Make this a habit, and you’ll notice how much easier the whole process will become.


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Drea@TopEchelon.com
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The Central Ohio Recruiters Are Meeting . . . You Should, Too!

(By DREA CODISPOTI, CPC/CERS)


Drea Codispoti, CPC/CERS

‘Tis the season to be jolly . . . and merry . . . and meeting the other members of your Regional Core Group face-to-face!

That’s exactly what the members of the Central Ohio Regional Core Group are doing.  Their in-person meeting is scheduled for 10 a.m. to 2 p.m. on Wednesday, December 7, at the Catering by Design Center in Columbus.  If you’re a Preferred Member recruiter in Ohio, and you haven’t signed up to attend this meeting, I encourage you to do so!

Some of the Top Producers in the Network will be on hand to not only present training sessions for those in attendance, but also to trade hot job orders and candidates.  The cost of attending this Regional Core Group meeting is $16 per person, and that price includes a buffet lunch.  That lunch will consist of turkey croissants and wraps, southwest chicken wraps, Italian subs, ham/roast beef croissants, chicken salad, vegetarian wraps, pasta salad, fresh fruit platter, dessert and drinks (iced tea, sodas, coffee).

If you’re planning to attend, please RSVP to me at Drea@TopEchelon.com.  You can pay your $16 at the door, either with cash or with a check made out to Top Echelon Network.  The Catering by Design Center is located at 6465 Busch Boulevard in Columbus, and the phone number is (614) 436-1234.

Regional Core GroupsThere is currently a thread on the Discussion Forum in the Members’ Area regarding the upcoming Central Ohio Regional Core Group meeting.  As of today, there are close to 30 recruiters who have already indicated that they’ll be attending, but we want to drive attendance up even more.

We also want YOU to participate in a Regional Core Group meeting, wherever you are in the country.  We’ve had these types of meetings in places like Indiana, Tennessee, Maryland, and Florida.  If you’d like to be part of a Regional Core Group meeting in your area—and especially if you’d like to lead or facilitate one—contact me immediately so that we can discuss specifics.

Make this a very merry holiday season . . . and network as much as you can!


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330.455.1433, x156
Drea@TopEchelon.com
Connect with Drea on LinkedIn.
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This Week's Split Placements: the 'Larry Radzely Edition'!

(By MATT DEUTSCH)


There are Preferred Member recruiters in Top Echelon Network who go diligently about their way, networking extensively with other recruiters and making split placements.  Not a ton of splits, but two or three or four a year—which MORE than pays for their monthly Membership fees.

Unfortunately, these recruiters don’t get as much press or publicity as some of the Top Producers do . . . but we’re going to change that this week.  That’s because we’re highlighting Larry Radzely of Adel-Lawrence Associates, Inc.  Radzely has been a steady producer in the Network, having made a total of 56 placements during his time as a Preferred Member.

This week, Radzley has TWO split placements in The Pinnacle Newsletter Blog.  To illustrate his versatility as a Trading Partner, he was the job order recruiter for one of the placements and the candidate recruiter for the other placement.  We’d like to congratulate Radzely for those two placements, as well as everybody else who made a split placement this week!

 


THIS WEEK'S COMPLETED SPLIT PLACEMENTS!

 

Larry RadzelyTim Hopkins, CPC/CTSJob order recruiter: Larry Radzely of Adel-Lawrence Associates, Inc.

Candidate recruiter: Tim Hopkins, CPC/CTS of Stephens International Recruiting, Inc.

Job title: BIOMEDICAL FIELD SERVICE ENGINEER

Fee Percentage—15%

Action causing split placement: The job order or candidate was sent to me via the automated email alerts.

 

 -- -- --

 

Larry RadzelyChristine RamsayJob order recruiter: Christine Ramsay of Corporate Resources, LLC

Candidate recruiter: Larry Radzely of Adel-Lawrence Associates, Inc.

Job title: FIELD SERVICE ENGINEER

Fee Percentage—20%

Action causing split placement: Reaching out to a recruiter I have not worked with who works with Field Service Engineers

 

 -- -- --

 

Janet MillerJeffrey GilbertJob order recruiter: Janet Miller of Computer Management, Inc.

Candidate recruiter: Jeffrey Gilbert of Kingfish Technology, LLC

Job title: PROGRAM ANALYST

Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Denise Milano SprungJim StricklandJob order recruiter: Denise Milano Sprung of JA Pharma, Inc.

Candidate recruiter: Jim Strickland of BioSource International

Job title: LEAD NEUROLOGIST

Fee Percentage—20%

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

 

 -- -- --

 

 

Remember, you can opt out of having your split placement highlighted.  All you have to do is 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.


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330.455.1433, x125

MDeutsch@TopEchelon.com
Connect with Matt on LinkedIn.
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Four Questions to Ask When Selecting a Contract Staffing Back-Office

(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.)


Debbie Fledderjohann

Using a contract staffing back-office is a great way to reap the benefits of placing contractors without the hassle and risk that comes with employing those contractors.  The question is, which contract staffing back-office should you entrust to be the Employer of Record for your contractors?

Obviously, you want a back-office that has been in business for a long time and has a good reputation. But beyond those basics, here are a few other questions you may want to ask:


1. What happens if a client doesn't pay an invoice?

If the back-office provider's standard practice is to ask recruiters to pay any client invoices that are "uncollectible" by the back-office, you may want to consider your ultimate financial obligation. Just imagine if a client who uses several of your contractors suddenly decides to stop paying the back-office's invoices. You could find yourself on the hook for several thousand dollars!


2. Do you provide contractor benefits?

Getting quality, affordable benefits is the top priority for many workers, especially as healthcare becomes more and more expensive.  So if you want to attract the best contract candidates, make sure your contracting back-office offers benefits to its contractors.


3. What positions do you accept?

Some contract staffing back-offices will only place office professionals who fall under the standard 8810 Workers' Compensation code.  Why?  Well, since those positions come with the lowest risk of Workers' Comp (WC) claims, the WC rate for them is much lower than for other positions.  But if all of your placements don't fall into that classification, you will have to handle your own back-office tasks for those placements or have a separate back-office provider who can handle your placements that fall outside the 8810 code.  When shopping for a contract staffing back-office, find out before you have a job order what positions they can and cannot place.


4. Do you recruit candidates and fill your own job orders?

Some contract staffing back-offices also recruit and place candidates, in addition to handling the back-office tasks for recruiters.  If that's the case, remember that they will be working closely with your candidates, as well as your clients.  Your safe bet is to stick with a back-office provider that does not do any recruiting and simply serves as the employer and handles the back-office tasks for the candidates you place.


Selecting a quality contract staffing back-office is an important decision because of the sensitive tasks they handle.  Be sure to do your due diligence and select your back-office partner carefully.



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888.627.3678
DFledderjohann@TopEchelonContracting.com
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Are You a Stage 1 Networker? Find Out Right Now!

(By DREA CODISPOTI, CPC/CERS)


Drea Codispoti, CPC/CERS

During the next five weeks in The Pinnacle Newsletter Blog, I’ll be examining each of the Five Stages of a Networker.  Although I’ve examined them in the newsletter previously, that examination was done in regards to a certain aspect of Preferred Membership.

Now it’s time to recap and wrap things up, just in time for a new year!  And as I’ve mentioned before, I’m doing this because I want you to enjoy more success as a Preferred Member recruiter in Top Echelon Network in 2012.  I want you to network more, I want you to communicate more, and I want you to make more split placements with your Trading Partners.

To that end, I’ll be presenting all of the characteristics and attributes of a Stage 1 Networker in this week’s issue, and of course, I’ll be offering a comprehensive look at additional stages in the coming weeks.  So, let’s get down to it . . .


STAGE 1 NETWORKER

Stage 1 Networkers are just “planting the seeds” of networking and are considering how it could have a positive impact on their business.  They do not yet have a strong history of making split placements.


Mindset

They've heard that networking is a good way to go, but they're extremely skeptical.  In most cases, they want networking to work for them, but many times they are not prepared to give it the initial time investment required for it to work.


Trust

They are normally non-trusting of other recruiters.  They are reluctant to openly share candidate contact information and company names.


Effort

They are often unwilling (or unable) to put forth enough effort to be successful.


Planning Your Network SuccessManeuverability

They are overwhelmed by the vast amount of information in the Top Echelon Network system.  The number of systems, the terminology, and the complexity of the systems are often difficult for them to process.


Expectations

The expectations of networking fluctuate on a per-person basis.  They always blame Top Echelon Network or some other recruiter if they are unsuccessful.


Submissions

If they do input any job orders or candidates, the amount of effort is minimal and often the quality of the information is lacking detail.


Quality

They always hold back their excellent candidates and excellent job orders so they can earn a full fee, and they only share what they cannot use.


Trading Partners

They oftentimes view other recruiters in the Network as competitors.


Top Echelon Network Billings

Typically $0, whether it’s a good economy or a bad economy.


Network Satisfaction

Unless they get lucky, they will not make any split placements.  If they do not quickly evolve into a Stage 2 Networker, they normally will quit the Network within the first three to nine months.


If you that believe you're a Stage 1 Networker and you want to evolve as quickly as possible, please contact me so that we can discuss how you can take the next step in your development as a Preferred Member of Top Echelon Network.


(Editor’s Note: The above information was either taken directly or paraphrased from Planning Your Network Success: A Hands-On Approach for Developing Your Key Strategies by Top Echelon Network, copyright 1998.)


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Drea@TopEchelon.com
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One Placement, Two Placements, Three Placements, Four . . .

Once you make a split placement with another Preferred Member recruiter . . . you’re more likely to make MORE split placements with that recruiter in the future.  This installment of "'Comments' and Compliments" is further evidence of that.

'Comments' and Compliments

That’s because the recruiters profiled in this week’s issue of The Pinnacle Newsletter Blog have all made multiple split placements with one another.  They know each other well, they know how the other person likes to work during the recruiting process, and as a result, there’s no telling how many split placements they could make in the future.  Trading Partners in Top Echelon Network have made as many as 20 splits together during their career—and in some cases, even more than that.

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.


-- -- --


Sean NapolesCarol Brinkman"Yeah!  We did it again!"

Submitted by Carol Brinkman, CPC of Corporate Resources, LLC regarding her split placement with Sean Napoles, CPC of Career Brokers, Inc.

Position Title—JAVA SOFTWARE DEVELOPER
Fee Percentage—20%

(Editor's note: this is the fourth split placement that Brinkman and Napoles have made together in Top Echelon Network.)


-- -- --


Alan CartyMarc Tappis"Mark Tappis rocks!  Thanks, Mark!"

Submitted by Alan Carty of Automationtechies.com regarding his split placement with Marc Tappis of Opportunity Search, Inc.

Position Title—SYSTEMS ENGINEER
Fee Percentage—25%

(Editor's note: This is the second split placement that Carty and Tappis have made together in Top Echelon Network.)


-- -- --


Remember, if you have compliments for a Trading Partner regarding a split placement, please email them to marketing@TopEchelon.com.

A Case Study for Why YOU Should Attend the National Convention

(By MATT DEUTSCH)


Okay, we’ve just announced that we’re heading to Nashville, Tenn., for the 2012 National Convention.  And since you might be wondering whether or not you should attend, we thought we’d clear that up for you.

Yes, you should attend—and the following case study will illustrate exactly why you should.

If there was a Top Echelon Network “Hall of Fame,” Sean Napoles of Career Brokers, Inc. would be voted into it on the first ballot.  Why is that?

  • Sean Napoles11 years as a Preferred Member recruiter
  • 156 Network placements
  • $1.3 million cashed in during his Network career
  • Has won more Top Echelon Network awards and hardware than would fit in your car

Napoles is a split placement machine.  He’s seen it all and done it all, including attending Top Echelon events like the National Convention and the Fall Conference.

On the other hand, Kaleb Dumot of the Emerald Resource Group is about as new a Preferred Member as you can be.  Although the Emerald Resource Group has been a Preferred Member firm for nearly 14 years, Dumot wasn’t added as a recruiter until September 12 of this year . . . a little over two months ago.

With Napoles and Dumot, you couldn’t have two recruiters who are more at opposite ends of the Preferred Member spectrum in terms of experience within the Network.

And yet . . . the two of them recently made a split placement together.  And why did they make a split?


Because they BOTH attended the 2011 Top Echelon Network Fall Conference.


Kaleb Dumot“But for me attending the conference, I never would have met Kaleb,” said Napoles, who is currently the number-two recruiter in the Network in terms of production during the past 12 months.  “He gave me a job order [for a C# Developer] at the conference, and I just filled it.”

If it sounds that simple, that’s because it is.  Dumot gave Napoles a job order at the conference . . . Napoles filled it with a great candidate that Dumot’s client liked . . . and now the two will split the placement fee.  Not only that, but the two of them are also more likely to work together in the future and more likely to split more fees.

So . . . it doesn’t matter who you are.  You could be a tenured recruiter with over a decade in the Network and countless placements.  You could be a recruiter who’s new to the Network and how everything within it works.

You can make split placements by attending Top Echelon Network events.

Make plans to join us at the Gaylord Opryland Resort & Convention Center in March.  Bring your hot job orders and candidates.  And be ready to make some money.


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MDeutsch@TopEchelon.com
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This Week's Split Placements . . . Including a 35% Fee

(By MATT DEUTSCH)


One of the indicators of how things are going for recruiters overall is their prevailing fee percentage.  Typically, that fee is 20% to 30% of the candidate’s starting salary.

Well, in this week’s breakdown of split placements within Top Echelon Network, there’s a placement with a fee of 35%.  The Preferred Member recruiters involved placed a Project Electrical Engineer, indicating that there's a need for such candidates.

What about the other percentages for this week’s split placements?  The majority of them are 25% fees, and the others are 20% fees.  During the depth of the recession, it wasn’t unusual to see fees as low as 10%, but as the economy improves and grade-A candidates become more difficult to find (especially in high-demand industries like Information Technology), fees are beginning to rise.

What’s been YOUR experience?  Do you believe that companies are more willing to pay fees in the 25% to 30% range?  Or are they still attempting to keep fees as low as possible, no matter how badly they need the talent for which they’re looking?  Feel free to comment at the end of this blog post.

In the meantime, below are the split placements in Top Echelon Network for this week:

 


THIS WEEK'S COMPLETED SPLIT PLACEMENTS!

 

Ron MagnussonDave Wick, CPCJob order recruiter: Ron Magnusson of Norseman Recruiting Services

Candidate recruiter: David Wick of Career Center of Cincinnati

Job title: PROJECT ELECTRICAL ENGINEER

Fee Percentage—35%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Judy KaplanJim SmiarowskiJob order recruiter: Jim Smiarowski of Atlantic Systems Group

Candidate recruiter: Judy Kaplan of Prof'l Recruiting Consultants

Job title: SAP FUNCTION ANALYST

Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Steve KohnJan BurkeJob order recruiter: Jan Burke of MetalJobs Network

Candidate recruiter: Steve Kohn of Affinity Executive Search

Job title: INDUSTRIAL ELECTRICIAN

Fee Percentage—25%

Action causing split placement: The job seeker or client was found through Steve Kohn's Hiring Hook Website.

 

 -- -- --

 

Larry BakerTrey CameronJob order recruiter: Larry Baker of Computer Careers

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: MECHANICAL ENGINEER

Fee Percentage—20%

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

 

 -- -- --

 

Eric V. Stearley, CPCEd ChambersJob order recruiter: Eric V. Stearley, CPC of Eric V. Stearley, CPC & Associates

Candidate recruiter: Ed Chambers of Search Team One

Job title: MANUFACTURING ENGINEER

Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Lisa De BenedittisStephanie McGintyJob order recruiter: Lisa DeBenedittis of Elite Recruiting Services, Inc.

Candidate recruiter: Stephanie McGinty of Ives & Associates, Inc.

Job title: SENIOR PRODUCT MANAGER

Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Debbi ReigerMelinda O'NeilJob order recruiter: Debbi Reiger of Reiger Technical Search

Candidate recruiter: Melinda O'Neil of Enterprise Search Associates

Job title: .NET DEVELOPER

Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --


Stacy PursellRebecca KohnJob order recruiter: Stacy Pursell of The Pursell Group, LLC

Candidate recruiter: Rebecca Kohn of Affinity Executive Search

Job title: BIOSECURITY TECHNICAL SERVICES VETERINARIAN

Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --
 


Remember, you can opt out of having your split placement highlighted.  All you have to do is 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.
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Don't Overlook Overqualified Candidates for Contract Assignments

(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.)


Debbie Fledderjohann

Like they often do with unemployed candidates, employers tend to automatically eliminate any candidates deemed to be overqualified.  Employers assume that overqualified candidates will not be satisfied and, as a result, will not stick around long.

But according to a recent Business News Daily article, employers who blindly dismiss all overqualified job candidates could be putting themselves at a competitive disadvantage.  A recent study discussed in the article found that if these candidates are given challenging assignments, they can have a positive impact on a company.

According to the article, overqualified candidates can thrive in complex positions where they:

  • Can freely make decisions
  • Coordinate or lead others
  • Be responsible for the outcomes of their work actions

Hmmm . . . those sound like common attributes of contract assignments.  Contractors are often brought in to take on challenging projects where they are expected to have the knowledge and skills to get the job done without a ton of oversight.  They usually decide the best way to get the job done and are responsible for the successful final outcome of a project.  Sometimes, they are even project team leaders.

Better yet, for overqualified candidates who crave a constant challenge, contracting is the perfect solution because contract assignments are only for a specific period of time.  When the project is done, they can move on to a new assignment, where they can once again put themselves to the test.

If you have candidates you are having trouble placing due to the perception that they are overqualified, you may want to consider offering them as contractors.  What may be considered a weakness in a direct-hire situation could be a great asset in a contractor.



-- -- --


888.627.3678
DFledderjohann@TopEchelonContracting.com
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'Training Tuesday'—Introducing the Mega Database

Training Tuesday

Top Echelon Network is constantly looking for ways to help its Preferred Member recruiters make more split placements . . . and that’s why we’re pleased to announce the release of the Mega Database.

The Mega Database is a new and exciting tool that has tremendous potential for helping Preferred Members share information and make more split placements by utilizing the “unused inventory” in their database.

Of course, since this is an exciting new tool, Top Echelon Internet Strategies Manager Todd Bossler conducted a “Training Tuesday” session regarding it recently—and he recorded it, too!  To access that session, which was conducted on Tuesday, November 15, 2011, click on the image below.

If you’d like to participate in the Mega Database, the owner of your recruiting firm should send an email to support@TopEchelon.com and request that their firm be added to the list.



This "Training Tuesday" session is for Preferred Members of Top Echelon Network, the leading split placement network of recruiters.  Click here to watch other Network-related "Training Tuesday" sessions.

Planning Your Top Echelon Network Success in 2012

(By DREA CODISPOTI, CPC/CERS)


Drea Codispoti, CPC/CERS

Throughout this year, I’ve presented a series of blog posts titled "Planning Your Network Success," and now I’m going to wrap up this series during the last six weeks of 2011.  One reason: I want to help prepare you for greater success in Top Echelon Network in 2012.

To recap to this point, I’ve introduced the Five Stages of a Networker and explored various aspects of Network Membership at those five stages.  I’ve also relayed a series of “Networking Tips” to help you achieve more success as a Preferred Member recruiter.

To finish with a flourish, I’m going to bring everything together by examining each of the Five Stages of a Networker individually, instead of examining all five through the focal point of a certain aspect of Membership.  It’s my hope that this will further help you to assess where you are as a networker, so that you can take the steps necessary to reach the pinnacle of your networking potential.

Planning Your Network SuccessWhy is this?  We’ve found that good networking habits lead to higher dollar revenues.  To achieve the highest financial rewards that can be gained by networking, you need to recognize the stages through which you must evolve in order to be successful.  Of course, the speed at which you progress through these stages is your decision.

To give you a visual representation of this process, we’re using the familiar growth and development of a tree as it grows from a single seed to a fruit-bearing tree.  You could compare this to the growth of a networker who just has the idea that networking would work (the seeds of thought) and develops into a networker who has significantly increased their income by making more split placements (the fruits of their efforts).

 

The Growth of a Networker

 

As we've discussed, a networker develops through five stages, which we could compare to a tree’s stages of development:

Stage 1—Planting the seeds of networking
Stage 2—Sending out roots
Stage 3—Branching out in the Network
Stage 4—Growing strong and healthy
Stage 5—Bearing fruit

In my next blog post, I’ll recap and examine more closely the characteristics of a Stage 1 Networker.  In subsequent weeks, I’ll work my way up to a Stage 5 Networker.

Remember, if you have any questions about your Top Echelon Network Membership or about how you can become more successful as a Preferred Member recruiter in 2012, please contact me.  I’m here to help.


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330.455.1433, x156
Drea@TopEchelon.com
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We're Going to Nashville for the 2012 National Convention!

(By MARK DEMAREE)


Gaylord Opryland ResortThis is traditionally the time of the year that we announce our plans for the following year’s National Convention, and I’m pleased to announce that we’re going to Nashville, Tenn., for the 2012 convention.

But that’s just part of the good news.  We’re also going back to the Gaylord Opryland Resort & Convention Center, which was the site of our National Convention in 2006.  If you haven’t been to the Gaylord Opryland, it’s one of the most impressive venues we’ve ever been to and we’re looking forward to having next year’s convention there.

Okay, I know you probably have some questions, so I will answer as many of them as I can.

The dates of the 2012 National Convention are Thursday, March 22, through Saturday, March 24.  The Easter holiday next year falls on Sunday, April 8, so the convention will be a full two weeks away from that date.  This year, we held the convention in May, and it seemed many recruiters ran into scheduling conflicts with that month, so we decided that a return to earlier in the year would be in order.

We plan to release all of the information for the convention's Early Bird Registration (preliminary agenda, logistics, etc.) sometime in December, by the middle of the month at the latest.  That way, you’ll be able to sign up for the convention before the end of 2011, which I know many recruiters like to do for tax purposes.  As always, the earlier you register for the convention, the better the price you’ll be able to secure.

describe the imageAs has been the case in the past, we have a block of rooms reserved at the Gaylord Opryland Resort & Convention Center.  However, the number of rooms in that block is limited.  As a result, it will be in your best interest to book a room as soon as you possibly can.  In fact, if you know that you’ll be attending the convention, I recommend that you book your room at the hotel immediately.

If you have any additional questions regarding the 2012 National Convention, I encourage you to give us a call.  We look forward to a strong finish to this year, a great 2012 for the Network and the recruiting industry, and to seeing you in Nashville next March!


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330.455.1433, Ext. 172
MDemaree@TopEchelon.com
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Another First Placement for a New Preferred Member Recruiter

Yes, it’s another installment of one of our most popular Pinnacle Newsletter Blog features . . . and another first split placement for a new Preferred Member recruiter.

'Comments' and Compliments

The recruiter in question is Rick Krumel of SearchWise, Inc., who joined Top Echelon Network in May of this year.  After just six months, Krumel has already made his first split placement and received a rather sizeable return on his investment.  Everybody here at Top Echelon Network would like to congratulate him for his first split and wish him good luck in the pursuit of many more!

However, that split placement isn’t the only one we’re highlighting this week.  There’s another one—and we’ll be highlighting even more in the future.  So if you’d like to comment 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.


-- -- --


Rick KrumelCindy Cordell, CPC"Cindy reviewed my job posting and referred her candidate, who was outstanding, on October 13.  We had offer acceptance in 15 days from the date of referral."

Submitted by Rick Krumel of SearchWise, Inc. regarding his split placement with Cindy Andrew Cordell of Corporate Resources, LLC 

Position Title—COMMODITY BUYER
Fee Percentage—25%


-- -- --


Lisa De BenedittisStephanie McGinty"Stepanie McGinty was delightful to work with.  Stephanie was extremely patient with a slow-moving client, offered great advice on some challenges we faced with the client, and brought a rock star candidate to the table who surpassed the competition—hands down.  THANK YOU, Stephanie!  I really enjoyed working with you."

Submitted by Lisa De Benedittis of Elite Recruiting Services, Inc. regarding her split placement with Stephanie McGinty of Ives & Associates, Inc.

Position Title—SENIOR PRODUCT MANAGER
Fee Percentage—20%


-- -- --


Remember, if you have compliments for a Trading Partner regarding a split placement, please email them to marketing@TopEchelon.com.

Announcing Top Echelon Network's Holiday Hours

(By MARK DEMAREE)


Mark DemareeHere at Top Echelon Network, we know what we have a lot for which to be thankful.  We work for a great company, we work for great people (you, our customers), and we work with great people (one another).  This year has been challenging, just as the last few have been, but we’re confident that 2012 will be a better year, all the way around.

Between now and then, though, I’d like to announce our holiday hours for Thanksgiving.  The Top Echelon Network and Big Biller offices will be closed on Thursday, November 24, and Friday, November 25, in observance of Thanksgiving.  The offices will re-open as usual at 8 a.m. on Monday, November 28.

Once again, I'm thankful for all of you as customers and Preferred Members, and I hope that you have an enjoyable holiday.  Please be careful as you travel and I look forward to speaking with you (and seeing some of you soon)!  And of course, I also suggest that you watch as much football as you can.

And Happy Thanksgiving!

Charter Member Steve Brody is the Recruiter of the Month for October!

Top-Producing Recruiters

The longer Top Echelon Network exists . . . the fewer Charter Members there are.  That’s just one of the unfortunate consequences of longevity.  However, there’s one Charter Member who’s still going strong in the Network, and that Preferred Member recruiter is Steve Brody of Executive Resource Systems.

Brody has been an extremely consistent producer in Top Echelon Network since he joined back at the very beginning—March 8, 1988.  During his 20-plus years in the Network, Brody has now made a total of 93 placements, with five of those placements occurring this year.

In addition, three of his placements for 2011 were made recently, which is the reason that Brody is the “Recruiter of the Month” for the month of October.  That’s just one of the two award winners we’re announcing in this Pinnacle Newsletter Blog post (actually, one of three, since the other award includes a pair of recruiters).

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.


-- -- --


Steve BrodyRecruiter of the Month

Steve Brody of Executive Resource Systems

Brody was one of two recruiters who made three Network split placements during the month of October.  However, he edged out Trey Cameron of the Cameron Craig Group based upon his cash-in total for those split placements.

Among the Preferred Member recruiters who made two split placements apiece during the month of October were Bob Small of Carroll Technology Services, Inc. and David M. Sgro of True North Consultants, Inc.  (In fact, the two spit placements that Small and Sgro made were with each other!)


-- -- --


Susan PloegerHighest Split Placement Fee of the Month

Susan Ploeger of Ploeger Recruiting Services and Jim Brown of Galileo Search, LLC

This rather large fee was earned by placing a Director of Quality Resources.

The action causing this placement was listed as "Regular phone communication with another 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 the basis of our criteria for these awards.  We determine the monthly and quarterly award winners based upon two factors, 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

In other words, the number of split placements that recruiters make is our first consideration.  In the event of a tie, the cash-in total earned from those split placements is the deciding factor and serves to break the tie.  Obviously, the recruiter with more cash-in dollars in the event of a tie is the recruiter who wins the award.

A Singing Telegram? Whatever Makes Split Placements!

(By MATT DEUTSCH)


Okay, I know . . . we’ve been singing the same song for so long that maybe it’s overkill.  But it’s not overkill for those Preferred Member recruiters who continue to make split placements with their Trading Partners (like the ones below, for instance).

It doesn’t matter HOW you communicate with them:

  • Call them.
  • Email them.
  • Text them.
  • Chat them.
  • Visit them in person.
  • Send them a singing telegram.

How you communicate isn’t nearly as important as making the decision to communicate.  Communicate about your hot job orders and candidates.  Those recruiters who make the most split placements in Top Echelon Network communicate with their Trading Partners nearly every day.

They’ve made the commitment to do it . . . and now they’re making the money to prove it.  You can, too.

 


THIS WEEK'S COMPLETED SPLIT PLACEMENTS!

 

Matt ScheihingJob order recruiter: Steve Moore of J.D. Cotter Search, Inc.

Candidate recruiter: Matt Scheihing of J. Miles Personnel Services

Job title: QA-SANITATION MANAGER

Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Sean NapolesCarol BrinkmanJob order recruiter: Carol Brinkman of Corporate Resources, LLC

Candidate recruiter: Sean Napoles, CPC of Career Brokers, Inc.

Job title: JAVA SOFTWARE DEVELOPER

Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Carol BrinkmanCandidate recruiter: Carol Brinkman of Corporate Resources, LLC

Candidate recruiter: Joe Miglizzi of Perspective

Job title: JAVA SOFTWARE DEVELOPER

Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

David KerseyJob order recruiter: David Kersey of Kersey & Associates, Inc.

Candidate recruiter: Tim Hughes of Hughes & Associates

Job title: CHEMICAL PLANT MANAGER

Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Jim StricklandDavid M. SgroJob order recruiter: David M. Sgro of True North Consultants, Inc.

Candidate recruiter: Jim Strickland of BioSource International

Job title: JD EDWARDS BUSINESS SYSTEMS ANALYST

Fee Percentage—20%

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

 

 -- -- --

 

Sean NapolesWendy JohnsonJob order recruiter: Wendy Johnson of Professionals Incorporated

Candidate recruiter: Sean Napoles, CPC of Career Brokers, Inc.

Job title: QA/TESTER

Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --


Cindy Cordell, CPCRick KrumelJob order recruiter: Rick Krumel of SearchWish, Inc.

Candidate recruiter: Cindy Andrew Cordell of Corporate Resources, LLC

Job title: COMMODITY BUYER

Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Remember, you can opt out of having your split placement highlighted.  All you have to do is 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.


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330.455.1433, x125

MDeutsch@TopEchelon.com
Connect with Matt on LinkedIn.
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What's the Difference Between a Contractor and a Temp?

(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.)


Debbie Fledderjohann

In the world of staffing, the words "temp" and "contractor" are often used interchangeably.  But in our experience, there are some differences between the two.

The word "temp" conjures up the old stereotype of the lower-paid worker provided by a staffing agency.  Temps often fill in for employees on vacation or to bridge the gap while a company replaces someone who has quit.

Companies also turn to temps for seasonal help, and they are often used for spikes in production within manufacturing environments.

While there is certainly still a place for temps in the American workplace, companies are increasingly in need of a flexible group of highly skilled workers with a technical or professional background to work for specific periods of time for crucial projects and deadlines or to ramp up for spikes in business.  In these situations, employers often turn to recruiters to find these more specialized candidates.

These workers don't seem to fit the mold of the traditional "temp."  Therefore, they are more often referred to as contractors.  They should not, however, be confused with 1099 independent contractors.  In this context, contractors are not self-employed like 1099 independent contractors but rather are W-2 employees of a third party, such as a contract staffing back-office.

Unlike temps, who are typically blue collar or entry-level office (secretarial) workers, contractors can be found in nearly every industry and in positions leading all the way to high-end executives.  They generally are higher-paid than temps and are utilized for longer periods of time.  For instance, the average contract length for a contractor employed by Top Echelon Contracting is nine months.

 

Difference Between Temps and Contractors
 
Temps and contractors are similar, but they have different roles in today's workforce.  We are finding that the use of contractors is becoming more and more popular as companies seek more flexibility in our current and uncertain economic environment.
.



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888.627.3678
DFledderjohann@TopEchelonContracting.com
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Preferred Member Involved in a Game of 'Recruiters and Indians'

(By MATT DEUTSCH)


We’ve had more than our fair share of “Crazy Recruiting Stories” that revolve around the actions of candidates . . . and there will most certainly be more such stories in the future.  In the meantime, though, here’s one in the present.

This week’s tale was submitted by Preferred Member recruiter Frank Gregg of Gregg & Associates.  The story just goes to show—once again—that you never know what’s going to happen when you schedule a face-to-face interview for a candidate.

Remember, if you have a crazy recruiting story that you believe would be suitable for The Pinnacle Newsletter Blog, then by all means, tell it to us (see below).  We may publish your story in the newsletter, and it might even be named “The Craziest Recruiting Story of 2011.”


-- -- --


Frank GreggWhen I was a HR manager with a division of the Jervis B. Webb Company (a control engineering company in Harbor Springs, Mich.), I had advertised for an engineer with a B.S. degree and mechanical engineering and metals design experience.

A guy walks into the lobby, and I get a call from the receptionist.  She says, “Mr. Gregg, you need to come to the lobby.  Your engineering candidate is here.”  I told her to just send him back to my office.  She replies, in a whispered voice, “No, I think you need to come to the lobby first."

Somewhat agitated, I walk out to the lobby and there stands a tall Indian, dressed in a full Indian outfit, with large feathers, moccasins, and war paint on his face!  Wow!  I looked at him for a moment and said, “You’re not dressed appropriately for a professional interview and will need to re-schedule and come back later.”

He hands me a card and says, “You’ll be hearing from my attorney."  (I knew I was being set up.)  I handed him a corporate business card and said, “Just send it to my corporate attorney, and for what it’s worth, if we get sued, you get counter-sued.”

He left, and I never heard anymore about it.  Whew!


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Remember, there are three ways you can submit your “Craziest Recruiting Story”:

  1. You can email your story to marketing@TopEchelon.com.
  2. You can post the story by including it in the comments section at the end of this blog.
  3. You can give me a call and relay your story to me.

The deadline for submitting your “Craziest Recruiting Story of 2011” is midnight on Saturday, December 31.  We’ll announce the winner during the first part of January in The Pinnacle Newsletter Blog and the Recruiter Training Blog.


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330.455.1433, Ext. 125

MDeutsch@TopEchelon.com
Connect with Matt on LinkedIn.
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A Split Placement 'Over 8 Months in the Making'

Question: “What’s the best kind of Trading Partner?”

Answer: “One who’s in it for the long haul and isn’t afraid to stick it out to make a deal happen.”

'Comments' and ComplimentsIn this installment of "'Comments' and Compliments," we look at just such a split placement situation.  As any recruiter can attest, some placements happen quickly, and others . . . do not.  That’s why when a Trading Partner is committed to a split placement, no matter how long it takes, that Trading Partner deserves kudos.  In this case, both recruiters were rewarded with a split placement fee, as well as the knowledge that they have a Trading Partner upon which they can fully count.

How you made a split placement with another Top Echelon Network Preferred Member recruiter that took a lengthy amount of time?  Would you like to compliment that Trading Partner for their commitment and their investment of time and energy?  Then send your comments to marketing@TopEchelon.com, and they’ll appear in a future issue of The Pinnacle Newsletter Blog.


-- -- --


Ron SunshineGreg Downs"This placement was over 8 months in the making.  Location was a big drawback, and the client would not budge on the requirements.  Greg was my partner in this from the beginning.  He kept feeding me candidates until we found the one who was a perfect fit in all categories.  Hats off to Greg!"

Submitted by Ron Sunshine of Ron Sunshine Associates regarding his split placement with Greg Downs of Downs Associates

Position Title—SAFETY MANAGER
Fee Percentage—25%


-- -- --


David Kersey"Tim, thanks for your great assistance!  Let's get another split!"

Submitted by David Kersey of Kersey & Associates, Inc. regarding his split placement with Tim Hughes of Hughes & Associates

Position Title—CHEMICAL PLANT MANAGER
Fee Percentage—25%


-- -- --


Remember, if you have compliments for a Trading Partner regarding a split placement, please email them to marketing@TopEchelon.com.

Two Recruiters + Complete Trust = Split Placements

(By MATT DEUTSCH)


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 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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330.455.1433, x125

MDeutsch@TopEchelon.com
Connect with Matt on LinkedIn.
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Find Out ‘Who Has What’ with the New Mega Database!

(By TODD BOSSLER)


Todd BosslerWhen the first day of the month is on a Tuesday, like it was this month, “Training Tuesday” comes around quickly!  How quickly?  Next Tuesday, as a matter of fact.

And we have a very special “Training Tuesday” session planned for Preferred Member recruiters of Top Echelon Network.  That’s because yours truly will be exploring and explaining the Mega Database in a session titled, “Find Out ‘Who Has What’ with the New Mega Database.”

The date of the FREE training session is Tuesday, November 15, and the start time for the session is 1 p.m., Eastern Standard Time.  You’ll receive an email the morning of the training with instructions about how to join, and the same information will also be available in the news section of the Members’ Area.

“Wait a minute,” you might be thinking.  “What the heck is the Mega Database?”

Training TuesdayWe created the Mega Database for Top Echelon Network Preferred Member recruiters who are also users of the Big Biller recruiting software.  This is a tool that allows you to search through the default resumes of other Preferred Member recruiters who also use Big Biller.  This search will not only show you “Who Works What,” but it will also show you “Who Has What”—in other words, what (or who) they have in their database.

This tool has incredible potential for helping Preferred Members share information and make more split placements.  At the present time, we have a number of recruiters who are using the beta version of the Mega Database, but we’d like to add more recruiters to that number.  That’s one of the reasons I’m conducting this FREE training.

So please be sure to join me next Tuesday, November 15, for this special “Training Tuesday” session.  As always, we encourage feedback from you—the Preferred Member recruiters of Top Echelon Network.  If you have an idea for a future “Training Tuesday” session, please email it to us.

In addition, we’ve posted the recorded versions of previous “Training Tuesday’ sessions in The Pinnacle Newsletter Blog.  You can access those recorded versions by clicking here.


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330.455.1433, x142
TBossler@TopEchelon.com
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Why Your Clients Should Love Millennials

(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.)


Debbie Fledderjohann

We've all heard the negative stereotypes about Generation Y, also known as Millennials, which roughly encompasses those born in the mid-70′s to the early 2000′s.  They have an entitlement attitude.  They think too highly of themselves.  They need constant feedback.

Whether these stereotypes are accurate or just gross generalizations is up for debate.  But our HR staff learned at the 2011 Cleveland HR Star Conference that these younger workers also have a lot of qualities that make them great employees, and perhaps even better contract candidates.

Dr. Bob Nelson, a renowned expert and author on the subject of employee motivation, spoke on how to motivate Millennials.  He said that Millennials possess many of the top qualities hiring managers look for, including:

  1. Technological expertise
  2. Ability to learn quickly
  3. Resourceful
  4. Hardworking
  5. High achieving
  6. Ability to absorb massive amounts of information

One of the most important things companies need to do to motivate these workers is show them how their work makes a difference.  Workplaces also need to become more flexible.  Millennials don't understand why they have to come into the office at a set time to do something they could do from their laptop from anywhere at any time.  Millennials also crave social interactions, so teamwork and socializing opportunities are important, Nelson said.

We think the combination of these great qualities and the factors that motivate Millennials make them ideal contract candidates.  Contractors need to be quick learners and resourceful because they are expected to be able to "hit the ground running" and work without a lot oversight.  Additionally, it's easy for contractors to see how their work makes a difference because they are often working on a project or a critical deadline.

Also, contract work is about as flexible as it gets.  Contractors can choose when to accept assignments, and because they are not employees, they are often not required to be in the office or work standard hours.  Contractors also often work in teams to complete specific projects.

You may encounter clients who have a bad view of Millennials, but if their job openings require any of the qualities we have listed here, you may want to convince them to give these younger workers a try, especially if they are looking to fill contract positions.



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888.627.3678
DFledderjohann@TopEchelonContracting.com
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Presenting 'The Spirit of Networking' in Split Placement Form!

What does it take to make split placements in Top Echelon Network?  Besides adhering to The Four Pillars of the Network, that is?  Well, it takes two more things:

  1. A split-placement mentality
  2. The desire to embrace the “spirit of networking”

'Comments' and Compliments

When recruiters embrace the “spirit of networking,” they actively seek out opportunities to make split placements with other recruiters, especially if the split placement situation would be the best one for the candidate, as well.  That’s the case with one of the split placements being highlighted in this week’s installment of "'Comments' and Compliments."

If you want to be successful as a Preferred Member recruiter in Top Echelon Network, you can’t treat split placements as an afterthought.  You have to be split-minded . . . and you have to embrace the “spirit of networking.”  Then success will follow.

If you’d like to compliment your Trading Partner for a recent split placement (or placements), send your comments to marketing@TopEchelon.com.


-- -- --


Alan DaumMichelle Johnson"Michelle had a candidate scheduled for an interview already before she sent the candidate to me.  She could have held off sending him and [tried collecting] a full fee, but instead she sent him, anyway, and we made a split.  Thanks for thinking of the candidate first, Michelle.  You are awesome!  I hope we do many more splits!"

Submitted by Alan Daum of Alan N. Daum & Associates, Inc. regarding his split placement with Michelle Johnson of Automationtechies.com

Position Title—PROCESS AUTOMATION ENGINEER
Fee Percentage—25%


-- -- --


Matt Scheihing"This was a great candidate.  The company hired him for a different job than the original sendout.  Matt is great to work with.  I'm looking forward to many more splits with him and the J. Miles Company.  Thanks, Matt!"

Submitted by Steve Moore of J.D. Cotter Search, Inc. regarding his split placement with Matt Scheihing of J. Miles Personnel Services

Position Title—QA-SANITATION MANAGER
Recruiter Hourly Rate—25%


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Remember, if you have compliments for a Trading Partner regarding a split placement, please email them to marketing@TopEchelon.com.

First Split Placement 'Made Me Feel Good About My Investment'

'Comments' and Compliments ExtraAs many you know, our "'Comments' and Compliments" feature is one of our more popular features in The Pinnacle Newsletter Blog.  We receive compliments every week from recruiters wanting to praise their Trading Partners for recent split placements.  However, we also have a "'Comments' and Compliments Extra" feature, one in which BOTH recruiters want to give each other public accolades.

That’s the case this week—except the accompanying compliments are a bit delayed.  That’s okay, though.  We’re nothing if not flexible.  Besides, it was this recruiter’s first split placement as a Preferred Member of Top Echelon Network.  That recruiter is DeAnna Metcalf of TeamLink Global.  Metcalf joined the Network in May of this year, meaning that she’s received a significant return on her Membership investment in just five months.

How has she done this?  She’s done it by embracing one of The Four Pillars of Top Echelon Network: Active Participation.  As of the writing of this blog post, Metcalf has six job orders and 46 candidates listed in the Network’s Split Databases.  She’s put herself in an excellent position to make more than one split placement during her first 12 months as a Preferred Member.

Metcalf made her first split placement in Top Echelon Network with Nick Stoia of ASAP Search and Recruiters.  Her comments regarding that split placement are below:


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DeAnna MetcalfNick Stoia"It was a pleasure working with Nick on this placement, and I hope we have many more opportunities in the future.  I would not have filled this position without his help.  This was my first split placement [in Top Echelon Network], and it's certainly made me feel good about my investment!"

Submitted by DeAnna Metcalf of TeamLink Global regarding her split placement with Nick Stoia of ASAP Search and Recruiters

Position Title—MAINTENANCE TECH (REFRIGERATION)
Fee Percentage—25%


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Stoia offered his own comments about this split placement in the August 8 issue of The Pinnacle Newsletter Blog.  Click here to read those comments and bring this installment of "'Comments' and Compliments Extra" full circle.

Remember, if you have compliments for a Trading Partner regarding a split placement, please email them to marketing@TopEchelon.com.

Who's Making Split Placements? David M. Sgro

(By MATT DEUTSCH)


What’s one of the best ways to enjoy success as a recruiter in Top Echelon Network?  By finding out how other recruiters are enjoying success in the Network.

While it’s definitely tougher to make placements in this economy, some Preferred Member recruiters are still making just as many split placements as they’ve always made . . . and we’re going to find out why.

Up first is David M. Sgro of True North Consultants, Inc.  Before we address the ways in which Sgro is making the split placements that he’s making, we’re going to analyze his production, especially the split placements he’s made in the Network within the past few years.


David M. SgroRecruiter: David M. Sgro
Firm: True North Consultants, Inc.

Industries/Niches: Information Technology
Network Join Date: July 27, 2006
Total # of Placements: 42
Network Cash-in Total: $345,505
Average Cash-in Per Year Since 2006: $69,101


It’s important to note for our purposes that Sgro has had two stints in Top Echelon Network as a Preferred Member recruiter.  He was previously a Member from 2000 to 2002.

It’s also important to note that Sgro decided to re-apply for Membership in the Network after attending the Annual Ohio Regional Core Group Golf Outing, which remains a yearly event.  Debra Stitt, CPC of Quality Source Inc. of Ohio invited him to the Outing, and that became the first step in what has been a very successful relationship for Sgro and Top Echelon Network.

Okay, now there’s a good chance that many recruiters would agree that this most recent recession was the most challenging one they’ve ever endured.  They might also agree that current conditions (companies looking for the “perfect” candidate, an agonizingly long hiring process) are still making it tough for recruiters to make placements.

However, Sgro’s placement numbers have remained rather consistent during the past four years, and it’s possible that he could has his best year in terms of split placements since 2007, when he made 14 in the Network.  Below is a look at his yearly placement totals as a Preferred Member:


2011: 7
2010: 3
2009: 4
2008: 8
2007: 14
2006: 3
2002: 1
2000: 2


Here are some other important facts regarding Sgro’s production:

  • His 42 placements have been made with 22 different Trading Partners, illustrating Sgro’s desire for networking and ability to share information and collaborate with many recruiters.
  • Four of his 42 split placements have been contract split placements.  Sgro has made contract staffing a part of his recruiting desk, so much so that he conducted a training session about it at the recent 2011 Top Echelon Network Fall Conference in Chicago.

So—how is Sgro enjoying success in the Network when other recruiters aren’t able to do so?  This is a question that we’ll be tackling in future issues of The Pinnacle newsletter, specifically in regards to the Trading Partner relationships that he has with Bob Small of Carroll Technology Services, Inc. and Maria Hemminger of MJ Recruiters, LLC.

Sgro and Small have made nine split placements so far, and their relationship continues to bear fruit.  Meanwhile, Sgro and Hemminger have made three split placements and are currently together in a unique way, one that takes the Pillar of Trust in Top Echelon Network to a whole new level.  Stay tuned . . .


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330.455.1433, x125

MDeutsch@TopEchelon.com
Connect with Matt on LinkedIn.
Follow Matt on Twitter.

THIS is Why You Should Get a Hiring Hook Recruiting Website

(By MATT DEUTSCH) 


Hiring Hook websites from Top Echelon do a LOT for recruiters, but the most important thing they do is help recruiters make more placements—and there’s plenty of evidence to support that in this week’s Completed Placements post.

In fact, more than half of the placements highlighted in this blog post were the direct result of a Hiring Hook website, specifically the Job Board feature of Hiring Hook.  The Job Board feature allows you to post your jobs to your website for qualified candidates to see, and also offers the opportunity for them to apply for those jobs.

However, as a Preferred Member recruiter in Top Echelon Network, a Hiring Hook website will also afford you the chance to post other Member’s jobs on your site, which will lead to more split placements.  It certainly has for some of the recruiters below.  Click here for more information about Hiring Hook, or give us a call at (330) 455-1433.

 


THIS WEEK'S COMPLETED SPLIT PLACEMENTS!

 

Cindy SommerTrey CameronJob order recruiter: Cindy Sommer of SearchStars, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: PHYSICIAN ASSISTANT – HIGH-RISK OB

Fee Percentage—20%

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

 

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Dan Simmons, CPCRebecca KohnJob order recruiter: Daniel Simmons, CPC of Continental Search & Outplacement, Inc.

Candidate recruiter: Rebecca Kohn of Affinity Executive Search

Job title: DAIRY NUTRITION SPECIALIST

Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Bill Quackenbush, CPC/CTSMario FidanziCandidate recruiter: Bill Quackenbush of QCI Technical Staffing

Candidate recruiter: Mario Fidanzi of MedTeam Staffing, Inc.

Job title: MANUFACTURING ENGINEER

Fee Percentage—20%

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

 

 -- -- --

 

Alan DaumMichelle JohnsonJob order recruiter: Alan Daum of Alan N. Daum & Associates, Inc.

Candidate recruiter: Michelle Johnson of Automationtechies.com

Job title: PROCESS AUTOMATION ENGINEERS

Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --

 

Maria HemmingerLarry BarlowJob order recruiter: Larry Barlow of Tax Advantage Personnel, Inc.

Candidate recruiter: Maria Hemminger of MJ Recruiters, LLC

Job title: INTERNATIONAL TAX MANAGER

Fee Percentage—20%

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

 

 -- -- --

 

Bob AllenDan Funke, CPCJob order recruiter: Dan Funke of Johnson Resource Group, LLC

Candidate recruiter: Bob Allen of The ManCom Team, Inc.

Job title: PRODUCTION MANAGER

Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member

 

 -- -- --


Completed Contract Placements
 

Trey CameronBob WylanJob order recruiter: Bob Wylan of R.A. Wylan & Co., Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: PRODUCTION MANAGER

Candidate $ Per Hour—$40.00

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

 

 -- -- --

 

Remember, you can opt out of having your split placement highlighted.  All you have to do is 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.


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330.455.1433, x125

MDeutsch@TopEchelon.com
Connect with Matt on LinkedIn.
Follow Matt on Twitter.

Keep the Other Recruiter Apprised When Talking with Their Candidate

(By DREA CODISPOTI, CPC/CERS)


Drea Codispoti, CPC/CERS

There’s a reason why communication is one of The Four Pillars of Top Echelon Network—mainly because, "Regular Communication between Trading Partners" is the number-one way in which split placements happen between Preferred Member recruiters.

This is true both statistically and philosophically.  However, it’s not just communication "between the recruiters" that’s important, either, and that’s what I’d like to address in this blog post.

It's also essential that communication with another Preferred Member recruiter's candidate is handled properly and in line with Top Echelon Network policies, too.

Take these steps when you’re contacting another Preferred Member recruiter’s candidate:

  1. Identify yourself (your name and your firm's name).
  2. Explain that you’re working with the recruiter who sent you the candidate, so that the candidate will have a better idea of who you are and why you’re calling.  Make sure to identify the other recruiter by their name and their firm's name.
  3. Let the candidate know what your role in the process will be and what they can expect from you.

While all of the above steps are crucial when communicating with another recruiter’s candidate, there’s something even more important you must do after that—keep the other recruiter apprised of the situation!

Why is all of this important?  For two main reasons:

  1. It eliminates confusion—A split placement involves more people and moving parts than a regular placement.  As a result, confusion is more likely to occur, in regards to both the candidate and the recruiter who submitted the candidate to you.
  2. It builds trust—Quality communication leads to the type of trust that can result in not just one placement, but multiple placements.  Forging a Trading Partner relationship that leads to multiple placements should be the goal of every Preferred Member recruiter in Top Echelon Network.

If you’re part of a recruiting firm with multiple recruiters, make sure that every recruiter in the office is aware of the importance of this practice and that they follow this practice.  In addition, make certain that adequate notes have been taken regarding each candidate, so all recruiters within the firm know where the candidate originated.

If you have any questions about this issue, I whole-heartedly encourage you to give me a call.


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330.455.1433, x156
Drea@TopEchelon.com
Connect with Drea on LinkedIn.
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Calculating the Cost of Hiring the WRONG Person

(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.)


Debbie Fledderjohann

Hiring is one of the hardest things companies have to do.  If they have a recruiter like you, they can skip some of the hassles, such as sifting through hundreds of resumes.  But in the end, the hiring decision is still theirs. How can they tell from an interview or two (or more) if someone is going to perform, has the skills they claim to have, and will be a cultural fit for the organization?

The truth is, many times they can't and they end up regretting their hiring decision.  So what is the cost of hiring the wrong person?  Well, there are the obvious financial costs, such as the recruiting fee, the cost of any ads they may have posted, relocation costs, drug and background screening costs, benefits contributions, and the payroll taxes paid by the company while the person was employed.

For clients who want to calculate the actual dollar amount of these and other tangible costs, the Center for Economic and Policy Research, a non-profit organization in Washington, DC, has created a Turnover Calculator.

But there are many other, less obvious costs of which your clients may not be aware:

  • Time spent interviewing the candidate and checking references
  • Time spent by the manager and other employees on training
  • Time spent by HR on paperwork, benefits administration, and orientation
  • Time spent by payroll to set up the new employee
  • Loss of clients due to poor customer service
  • Loss of employee morale if others have to pick up the slack for the underperforming hire

Most companies do their due diligence with multiple interviews, background checks, and reference checks, so what else can they do to avoid costly bad hires?  One option is to hire employees on a contract-to-direct basis.  That way, they can evaluate the candidate, risk-free, while he/she is performing the actual job.

You can help by providing candidates on a contract-to-direct basis and outsourcing their employment to a contract staffing back-office, such as Top Echelon Contracting.  The back-office will handle background checks and drug screenings.  They will handle all of the employee paperwork and administration during the trial period.  They even offer the candidate benefits during the trial period, and they will also be responsible for the payroll taxes during that time.

Best of all, if a company determines that someone isn't working out, they won't feel like they have to stick it out with the contract employee and continue to pour more time and money into trying to develop them.  They can simply end the individual's contract and try someone else!



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888.627.3678
DFledderjohann@TopEchelonContracting.com
Connect with Debbie on LinkedIn.
Follow Debbie on Twitter.

A 'Comments and Compliments' Stuffed with Placement Goodness!

'Comments' and Compliments

Don’t get us wrong—there’s always good stuff in our "'Comments' and Compliments" feature . . . but this week, we’re taking things to a whole new level.  How is that?  Well, we’re glad you asked.  Consider the following:

  • The Trading Partners involved in this week’s feature have now made multiple split placements with one another this year.
  • One Preferred Member recruiting firm—Front Line Solutions, LLC—is represented in both split placements.
  • One of the split placements is a contract split.  In fact, it’s the second contract split placement between the two recruiters, and they have plans to make even more in the future (as you can see by the comments below).

See how much placement goodness we’ve stuffed into this week’s feature?  That’s because we want YOU to make multiple split placements with a Trading Partner, we want YOU to consider making contract staffing part of your business model, and we want YOU to make more money.  That’s just how we roll.

If you’d like to compliment your Trading Partner for a recent split placement (or placements), send your comments to marketing@TopEchelon.com.


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Juli SmithPeter Oettinger"Thanks, Pete!  That makes two so far this year!"

Submitted by Juli Smith of The Smith Consulting Group, LLC regarding her split placement with Peter Oettinger of Front Line Solutions, LLC

Position Title—EPIC BRIDGES CONSULTANT
Fee Percentage—20%


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Rich Harrold"Two down, four more to go!"

Submitted by Ralph Dahm of IT Audit Search regarding his contract split placement with Rich Harrold of Front Line Solutions, LLC

Position Title—PHP DEVELOPER
Recruiter Hourly Rate—$7.83


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Remember, if you have compliments for a Trading Partner regarding a split placement, please email them to marketing@TopEchelon.com.

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