My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
International Searches
With the diverse ethnicity of today’s workforce, frequently a company will hire candidates who lived and worked overseas. Many also received their education oversees, including college degrees. A reputable background screening company will be able to complete a background check for you for a job candidate that lived, worked, and was educated in a foreign company. One thing to keep in mind however, are the cultural and societal diversities within that country. If you were to call your background screening company and ask them to verify a high school diploma for someone from 1970 in North Korea, chances of getting a verification are slim to none. Also, in Hispanic societies you will be asked to provide a mother’s maiden name. The Hispanic culture is a matriarchal society which means that everything involving school records is going to be verified using a mother’s maiden name.
If you work with a strong and reliable background screening firm, they will know these differences and be able to help you obtain the information you need to make a hiring decision.
Filtration & Separations Recruiter - International Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Wednesday, December 31, 2008
Tuesday, December 30, 2008
Filtration & Separations Recruiter - Exit Interviews
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Exit Interviews
Exit interviews can be a valuable tool for a company to use. Generally exit interviews are conducted with an employee who is leaving the company on a voluntary basis, rather than being laid off or fired. Exit interviews can be as extensive as the employer wants, keeping in mind that the employee may not desire to answer all the questions if there are a lot of them.
Exit interviews are generally conducted and the information is used to assist the Human Resources department in improving existing working conditions for current employees, and for retaining those employees. Your company can learn from the past experiences of the department employees and gain an opportunity to improve management/employment practices accordingly. Effective Employee Exit Interviews are an opportunity to diagnose and improve performance within the company. A “backdoor” reason to do an exit interview may be to find out if there is any costly litigation down the road caused by a disgruntled employee.
Employee turnover is costly and is widely recognized as a key organizational concern. Doing an exit interview will allow you to analyze the data to determine if employee satisfaction is an impact to your turnover. It will also allow you to track trends in satisfaction to measure the improvements that were made. Exit interviews can be a valuable tool that is often overlooked in employment screening, but should be considered by an employer.
Filtration & Separations Recruiter - Exit Interviews
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Exit Interviews
Exit interviews can be a valuable tool for a company to use. Generally exit interviews are conducted with an employee who is leaving the company on a voluntary basis, rather than being laid off or fired. Exit interviews can be as extensive as the employer wants, keeping in mind that the employee may not desire to answer all the questions if there are a lot of them.
Exit interviews are generally conducted and the information is used to assist the Human Resources department in improving existing working conditions for current employees, and for retaining those employees. Your company can learn from the past experiences of the department employees and gain an opportunity to improve management/employment practices accordingly. Effective Employee Exit Interviews are an opportunity to diagnose and improve performance within the company. A “backdoor” reason to do an exit interview may be to find out if there is any costly litigation down the road caused by a disgruntled employee.
Employee turnover is costly and is widely recognized as a key organizational concern. Doing an exit interview will allow you to analyze the data to determine if employee satisfaction is an impact to your turnover. It will also allow you to track trends in satisfaction to measure the improvements that were made. Exit interviews can be a valuable tool that is often overlooked in employment screening, but should be considered by an employer.
Filtration & Separations Recruiter - Exit Interviews
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Monday, December 29, 2008
Filtration & Separations Recruiter - Diploma Mills or Degree Mills
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Diploma Mills or Degree Mills
Wikipedia describes a diploma mill or degree mill as “an organization that awards academic degrees and diplomas with substandard or no academic study, and without recognition by official accrediting bodies. These degrees are often awarded based on life experience”. Many of these diploma mills will also have it set up where you can call in to the “school” and receive the verification from the school.
A solid reputable background screening company will generally be able to tell you that a school diploma presented by your applicant is one that has come from a recognized agency or comes from a school that is not nationally recognized. In today’s society, the emphasis for the worker is to be better educated than those who may be competing for the same job. Many people either don’t have the time or the funds to invest in the degree process and find that doing the diploma mill degree is a better option for them. There are estimates that up to 40% of today’s job candidates are untruthful on their resume about their education.
Filtration & Separations Recruiter - Diploma Mills or Degree Mills
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Diploma Mills or Degree Mills
Wikipedia describes a diploma mill or degree mill as “an organization that awards academic degrees and diplomas with substandard or no academic study, and without recognition by official accrediting bodies. These degrees are often awarded based on life experience”. Many of these diploma mills will also have it set up where you can call in to the “school” and receive the verification from the school.
A solid reputable background screening company will generally be able to tell you that a school diploma presented by your applicant is one that has come from a recognized agency or comes from a school that is not nationally recognized. In today’s society, the emphasis for the worker is to be better educated than those who may be competing for the same job. Many people either don’t have the time or the funds to invest in the degree process and find that doing the diploma mill degree is a better option for them. There are estimates that up to 40% of today’s job candidates are untruthful on their resume about their education.
Filtration & Separations Recruiter - Diploma Mills or Degree Mills
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Wednesday, December 24, 2008
Filtration & Separations Recruiter - Why Should I Hire a Company to do Background Checks
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Why Should I Hire a Company to do Background Checks
An employer can do their own background checks on potential new hires. There is no law anywhere that states they must use a third party service. However, before you decide to tackle the project in house, you do need to ask yourself and your HR Manager a few questions regarding legal issues, as well as other questions. Is your HR Manger familiar with the large amount of legislation that covers background screening? Are they familiar with the the guidelines that must be adhered to under the Fair Credit Reporting Act (FCRA)? As far as legal questions that can be asked, does your HR Manager know what to do with arrest records, sealed records or deferred adjudication records? Are they familiar with which states have a 7 year limit for reporting criminal records unless wage is a consideration? What states require that an applicant be given a copy of a background screening report, whether they ask for a copy of it or not? Are you a national employer? Do you or the HR Manager know the laws of each state regarding employment screening in order to be FCRA Compliant?
These questions barely scratch the surface. The time commitment necessary by your staff to learn all that needs to be learned in order to stay complaint may very well be cost prohibitive. If that is the case, you may be better off bringing in a third party employment screening service to your team. Be sure to work with one that has a solid reputation and that can answer all your questions.
Filtration & Separations Recruiter - Why Should I Hire a Company to do Background Checks
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Why Should I Hire a Company to do Background Checks
An employer can do their own background checks on potential new hires. There is no law anywhere that states they must use a third party service. However, before you decide to tackle the project in house, you do need to ask yourself and your HR Manager a few questions regarding legal issues, as well as other questions. Is your HR Manger familiar with the large amount of legislation that covers background screening? Are they familiar with the the guidelines that must be adhered to under the Fair Credit Reporting Act (FCRA)? As far as legal questions that can be asked, does your HR Manager know what to do with arrest records, sealed records or deferred adjudication records? Are they familiar with which states have a 7 year limit for reporting criminal records unless wage is a consideration? What states require that an applicant be given a copy of a background screening report, whether they ask for a copy of it or not? Are you a national employer? Do you or the HR Manager know the laws of each state regarding employment screening in order to be FCRA Compliant?
These questions barely scratch the surface. The time commitment necessary by your staff to learn all that needs to be learned in order to stay complaint may very well be cost prohibitive. If that is the case, you may be better off bringing in a third party employment screening service to your team. Be sure to work with one that has a solid reputation and that can answer all your questions.
Filtration & Separations Recruiter - Why Should I Hire a Company to do Background Checks
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, December 23, 2008
Filtration & Separations Recruiter - Online Free Database Searches
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Online Free Database Searches
Lately, it seems like there are a plethora of television commercials, news paper adds, and spam email talking about “Do you know who (your neighbors, your coworkers, your friends, etc) really are”. Generally, at this point they give you information on how to do a free criminal background check on someone. I have even gone to them from my home computer, just out of curiosity.
You enter as much information as you have on someone in to an online database. You will get a listing of names and sometimes you get dates of birth and addresses along with a listing of crimes that person committed. There are other databases that you can program in your address and find out where all the felons and/or sex offenders live in your neighborhood. Fascinating, isn’t it? I have always believed that you need to be very aware of your surroundings and be proactive in your own self protection. These types of database searches should be perfect so that I can figure out who has the potential of coming in to contact with children while in our yard, walking to school, or even playing in the school yard. So, I decided to plug in some information on this one particular website (our local grade schools address) to see what issues are going on in our neighborhood.
In my particular neighborhood, there is an ethic male with a history of sex crimes against children and, by the date of birth provided, he was in his mid-thirties. He is reported to be a registered sex offender. Probably the most startling part of the search is that they showed him living at my address. My home is a single family home, not an apartment. I do not have an apartment complex near my home. My family is also not an ethnic family and we are not in our mid-thirties. At first, it was a little amusing, until I wondered how many of my neighbors have also accessed this website and seen the same information. Would they suspect my 50 something year old non-ethnic husband is the same person? I tried to contact the website and let them know that they have something terribly wrong here. What I was told was that this was a public database and the information was drawn from sources all over. I could write a letter to the people that run the website but I would need to know who the source of the information was and then contest the information with that website as the original source. Chances are it would take quite a long time to get this cleared up since it was a public access database. By a long time, they are talking months if not a year or more. At this time, I can only hope that my neighbors have some common sense here and take the discrepancies to heart.
Online databases and free database searches can be dangerous! They do not meet FCRA Compliances. The records found on these sites may be outdated or have incorrect information. Any record that you find through one of these “free searches” should always, always be verified through a court. The crimes also listed on these website may not be specific and you can get more information if you give them a credit card number and get the details. Again, these database searches are not Fair Credit Reporting Act Complaint and you need to be extremely careful if you choose to use this information in a hiring decision.
Filtration & Separations Recruiter - Online Free Database Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Online Free Database Searches
Lately, it seems like there are a plethora of television commercials, news paper adds, and spam email talking about “Do you know who (your neighbors, your coworkers, your friends, etc) really are”. Generally, at this point they give you information on how to do a free criminal background check on someone. I have even gone to them from my home computer, just out of curiosity.
You enter as much information as you have on someone in to an online database. You will get a listing of names and sometimes you get dates of birth and addresses along with a listing of crimes that person committed. There are other databases that you can program in your address and find out where all the felons and/or sex offenders live in your neighborhood. Fascinating, isn’t it? I have always believed that you need to be very aware of your surroundings and be proactive in your own self protection. These types of database searches should be perfect so that I can figure out who has the potential of coming in to contact with children while in our yard, walking to school, or even playing in the school yard. So, I decided to plug in some information on this one particular website (our local grade schools address) to see what issues are going on in our neighborhood.
In my particular neighborhood, there is an ethic male with a history of sex crimes against children and, by the date of birth provided, he was in his mid-thirties. He is reported to be a registered sex offender. Probably the most startling part of the search is that they showed him living at my address. My home is a single family home, not an apartment. I do not have an apartment complex near my home. My family is also not an ethnic family and we are not in our mid-thirties. At first, it was a little amusing, until I wondered how many of my neighbors have also accessed this website and seen the same information. Would they suspect my 50 something year old non-ethnic husband is the same person? I tried to contact the website and let them know that they have something terribly wrong here. What I was told was that this was a public database and the information was drawn from sources all over. I could write a letter to the people that run the website but I would need to know who the source of the information was and then contest the information with that website as the original source. Chances are it would take quite a long time to get this cleared up since it was a public access database. By a long time, they are talking months if not a year or more. At this time, I can only hope that my neighbors have some common sense here and take the discrepancies to heart.
Online databases and free database searches can be dangerous! They do not meet FCRA Compliances. The records found on these sites may be outdated or have incorrect information. Any record that you find through one of these “free searches” should always, always be verified through a court. The crimes also listed on these website may not be specific and you can get more information if you give them a credit card number and get the details. Again, these database searches are not Fair Credit Reporting Act Complaint and you need to be extremely careful if you choose to use this information in a hiring decision.
Filtration & Separations Recruiter - Online Free Database Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Filtration & Separations Recruiter - Can I Afford BackGround Screening?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Can I Afford BackGround Screening?
There are some sobering statistics for employers who feel they can’t afford to hire an outside agency to do backgroud screening, or who don’t do background screening on their candidates.
An estimated 1 in 5 companies don’t do background checks.
Negligent hiring suits are on the rise – these are suits filed after employees have committed harmful acts that allege employers didn’t diligently research their workers’ backgrounds before hiring them.
On average, employers are losing these suits 72% of the time
There are numerous examples of companies who didn’t do a background check on their employees prior to hiring them, only to pay a much higher cost later on. There is the large corporation that hired a delivery person. The delivery person never had a background check done. He went in to a home and used a knife to attack a customer in her home. The company was sued for $2.5 million for negligently hiring and retaining the delivery man.
The average settlement is approximately $1.6 million, according to Public Personnel Management. So, can you afford to do background screening? Or should the question be can you afford NOT to screen?
Filtration & Separations Recruiter - Can I Afford BackGround Screening?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Can I Afford BackGround Screening?
There are some sobering statistics for employers who feel they can’t afford to hire an outside agency to do backgroud screening, or who don’t do background screening on their candidates.
An estimated 1 in 5 companies don’t do background checks.
Negligent hiring suits are on the rise – these are suits filed after employees have committed harmful acts that allege employers didn’t diligently research their workers’ backgrounds before hiring them.
On average, employers are losing these suits 72% of the time
There are numerous examples of companies who didn’t do a background check on their employees prior to hiring them, only to pay a much higher cost later on. There is the large corporation that hired a delivery person. The delivery person never had a background check done. He went in to a home and used a knife to attack a customer in her home. The company was sued for $2.5 million for negligently hiring and retaining the delivery man.
The average settlement is approximately $1.6 million, according to Public Personnel Management. So, can you afford to do background screening? Or should the question be can you afford NOT to screen?
Filtration & Separations Recruiter - Can I Afford BackGround Screening?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Monday, December 22, 2008
Filtration & Separations Recruiter - How Much Information is Too Much (Or, Secrets of the Big Brother Database)
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
How Much Information is Too Much (Or, Secrets of the Big Brother Database)
Many people are under the impression that there is a “Big Brother” database where someone can “plug in” a social security number and all the information you could possibly want would appear. You would get a full listing of all employment information, student records, credit history, and probably what they had for breakfast last week. If it were that simple there would be a whole lot of companies who specialize in background screening that would be put out of business. The truth is that there is no such database or stockpile of personal records.
The truth is that the social security number is rarely used for criminal records, and if it is used, it is only a secondary identifier to confirm records that were found belong to the applicant that has been screened. Our court systems in America are based on name and date of birth. Employments records are generally found by social security number and some schools maintain the social security number. However, many schools are no longer using socials as an identifier because of security and identity issues. For that reason it is very important to obtain the person’s full name and date of birth, as well as any maiden or alternate names that they may have used. Only solid checking by calling in to companies, schools, and courts will give you a true picture of the candidate you are screening.
Filtration & Separations Recruiter - How Much Information is Too Much (Or, Secrets of the Big Brother Database)
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
How Much Information is Too Much (Or, Secrets of the Big Brother Database)
Many people are under the impression that there is a “Big Brother” database where someone can “plug in” a social security number and all the information you could possibly want would appear. You would get a full listing of all employment information, student records, credit history, and probably what they had for breakfast last week. If it were that simple there would be a whole lot of companies who specialize in background screening that would be put out of business. The truth is that there is no such database or stockpile of personal records.
The truth is that the social security number is rarely used for criminal records, and if it is used, it is only a secondary identifier to confirm records that were found belong to the applicant that has been screened. Our court systems in America are based on name and date of birth. Employments records are generally found by social security number and some schools maintain the social security number. However, many schools are no longer using socials as an identifier because of security and identity issues. For that reason it is very important to obtain the person’s full name and date of birth, as well as any maiden or alternate names that they may have used. Only solid checking by calling in to companies, schools, and courts will give you a true picture of the candidate you are screening.
Filtration & Separations Recruiter - How Much Information is Too Much (Or, Secrets of the Big Brother Database)
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Friday, December 19, 2008
Filtration & Separations Recruiter - Background Checks and the Volunteer
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Checks and the Volunteer
Background checking has exploded in the workplace over the last 10 years. Companies have some very compelling reasons to do background checks on their employees. One group of people often overlooked on background checks is the volunteer. Generally an organization is so happy to see a volunteer on their staff, they get that warm and fuzzy feeling. After all, someone who is willing to come in and do work for free for their organization can’t possibly have issues in their background, can they? The volunteer comes in out of the goodness of their heart and in the spirit of public service and dedication, right? Generally, that is a truthful statement. People do volunteer for many different reasons. They like to give back to their community, they want to do something meaningful with free time, or they generally want to help people.
However, there is always the exception to every rule. There are numerous news stories about volunteers being arrested for horrible crimes. There are the volunteers who have molested children, abused the elderly, or stolen money. Many times, and almost always after the fact, it is found that that person had a prior history of problems dealing with the same type of crime.
So while we will always need the volunteer in our communities, we also need to be proactive and not put people at risk. Volunteers hold many positions of trust within an organization or community – including the volunteer fireman, the volunteer at the local hospital or nusing home, even the volunteer at a day care or child care facility. If you bring in volunteers, you need to be proactive to protect your citizens, patients, children, and other employees.
Filtration & Separations Recruiter - Background Checks and the Volunteer
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Checks and the Volunteer
Background checking has exploded in the workplace over the last 10 years. Companies have some very compelling reasons to do background checks on their employees. One group of people often overlooked on background checks is the volunteer. Generally an organization is so happy to see a volunteer on their staff, they get that warm and fuzzy feeling. After all, someone who is willing to come in and do work for free for their organization can’t possibly have issues in their background, can they? The volunteer comes in out of the goodness of their heart and in the spirit of public service and dedication, right? Generally, that is a truthful statement. People do volunteer for many different reasons. They like to give back to their community, they want to do something meaningful with free time, or they generally want to help people.
However, there is always the exception to every rule. There are numerous news stories about volunteers being arrested for horrible crimes. There are the volunteers who have molested children, abused the elderly, or stolen money. Many times, and almost always after the fact, it is found that that person had a prior history of problems dealing with the same type of crime.
So while we will always need the volunteer in our communities, we also need to be proactive and not put people at risk. Volunteers hold many positions of trust within an organization or community – including the volunteer fireman, the volunteer at the local hospital or nusing home, even the volunteer at a day care or child care facility. If you bring in volunteers, you need to be proactive to protect your citizens, patients, children, and other employees.
Filtration & Separations Recruiter - Background Checks and the Volunteer
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Wednesday, December 17, 2008
Filtration & Separations Recruiter - New York State Legal Update
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
New York State Legal Update
Effective January 2009, the State of New York has amended their state law regarding protecting personally identifiable information (PII). On July 9, 2009, Governor David Patterson signed Bill No. A11752 / S8376A regulating employers’ internal use of PII, including social security numbers, home address or telephone number, personal electronic email address, internet identification name or password, parent’s surname prior to marriage, or drivers license number.
So what does this mean for employers? Employers cannot, unless required by law:
• publicly post or display an employee’s PII;
• visibly print any PII on any employee identification badge or card, including any time card;
• place PII in any file with unrestricted access; or
• otherwise communicate an employee’s PII to the general public.
Restrictions have also been placed on using social security numbers for any occupational licensing.
Punitive measures for employers include fines of $500 per violation for any “knowing” violation of the provisions. A violation is considered “knowing” if the employer has not put in place policies or procedures to safeguard against the violation, including procedures to notify relevant employees of the procedures. The amendment presumes that an employer’s failure to safeguard its workforce’s PII is the equivalent of a knowing public disclosure, even if the information was inadvertently released or stolen.
Click here for text of this amendment and full text of the bill.
(link to http://assembly.state.ny.us/leg/?bn=A11752&sh=t )
New York joins many other states, most recently Connecticut, in trying to combat identity theft. Other states are sure to join, so it’s a good idea to review your company’s policies and procedures to make sure you are doing everything you can to protect your employees’ information.
Filtration & Separations Recruiter - New York State Legal Update
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
New York State Legal Update
Effective January 2009, the State of New York has amended their state law regarding protecting personally identifiable information (PII). On July 9, 2009, Governor David Patterson signed Bill No. A11752 / S8376A regulating employers’ internal use of PII, including social security numbers, home address or telephone number, personal electronic email address, internet identification name or password, parent’s surname prior to marriage, or drivers license number.
So what does this mean for employers? Employers cannot, unless required by law:
• publicly post or display an employee’s PII;
• visibly print any PII on any employee identification badge or card, including any time card;
• place PII in any file with unrestricted access; or
• otherwise communicate an employee’s PII to the general public.
Restrictions have also been placed on using social security numbers for any occupational licensing.
Punitive measures for employers include fines of $500 per violation for any “knowing” violation of the provisions. A violation is considered “knowing” if the employer has not put in place policies or procedures to safeguard against the violation, including procedures to notify relevant employees of the procedures. The amendment presumes that an employer’s failure to safeguard its workforce’s PII is the equivalent of a knowing public disclosure, even if the information was inadvertently released or stolen.
Click here for text of this amendment and full text of the bill.
(link to http://assembly.state.ny.us/leg/?bn=A11752&sh=t )
New York joins many other states, most recently Connecticut, in trying to combat identity theft. Other states are sure to join, so it’s a good idea to review your company’s policies and procedures to make sure you are doing everything you can to protect your employees’ information.
Filtration & Separations Recruiter - New York State Legal Update
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, December 16, 2008
Filtration & Separations Recruiter - Your Candidate has a Criminal Record, Now What?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Your Candidate has a Criminal Record, Now What?
There is a very good posting on the SRHM (Society for Human Resources Management) website in their library about reference checking and deciding to hire ex-offenders (Focus on Compliance, Consistency When Deciding Whether to Hire Ex-Offenders). Some of the key points the article does point out deal with the steps that should be taken to analyze criminal records on a candidate.
The first thing a company needs to be aware of are the guidelines and restrictions that may be mandated by the government on hiring offenders – particularly if your candidate is going to be working in the health care, education, security or finance industries. There may also be mandates on how criminal records are retrieved in these sectors, or where it is acceptable to pull records from (such as state records, FBI, or government databases). Some industries may even require continuous periodic post-hire checks to be conducted as well.
So now you have familiarized yourself with the industry standard and you run a candidate through the process and there are criminal records. What is the next step? The federal Fair Credit Reporting Act has set guidelines about using the information for pre-employment, and many states have their own statutes that will allow access or restrict access to these records. For instance, some states will not allow you to consider first time offender records or misdemeanor records, or the use of criminal records convictions when they do not relate to the job being applied for. Hawaii does not allow criminal records to even be considered until post-offer and does not allow the criminal questions to even be asked. Does your candidate fall in to one of these categories?
Another consideration is how relevant is the criminal record to the position being applied for? When you are looking at criminal records, think of the crime and how it compares to the position applied for and the duties that position has to assume. Can the criminal conviction be detrimental to that position? Is a misdemeanor charge of underage drinking 3 years ago relevant to the position? Is the Driving Under the Influence (DUI) conviction 6 months ago relevant (if you are going to provide a company car and insure the car and driver?).
Last, but certainly not least, remember there are 2 sides to every story. Was the candidate open and honest with you about a conviction?
Companies need to have a policy and guidelines established that outlines criminal records and job candidates – or even criminal records and employees. Having consistent policies that are enforced consistently in relation to criminal records will help fight against discrimination claims. And remember, if you decide not to hire a candidate based on a background check, follow the Pre-Adverse and Adverse Action disclosures to keep compliant under the FCRA.
Filtration & Separations Recruiter - Your Candidate has a Criminal Record, Now What?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Your Candidate has a Criminal Record, Now What?
There is a very good posting on the SRHM (Society for Human Resources Management) website in their library about reference checking and deciding to hire ex-offenders (Focus on Compliance, Consistency When Deciding Whether to Hire Ex-Offenders). Some of the key points the article does point out deal with the steps that should be taken to analyze criminal records on a candidate.
The first thing a company needs to be aware of are the guidelines and restrictions that may be mandated by the government on hiring offenders – particularly if your candidate is going to be working in the health care, education, security or finance industries. There may also be mandates on how criminal records are retrieved in these sectors, or where it is acceptable to pull records from (such as state records, FBI, or government databases). Some industries may even require continuous periodic post-hire checks to be conducted as well.
So now you have familiarized yourself with the industry standard and you run a candidate through the process and there are criminal records. What is the next step? The federal Fair Credit Reporting Act has set guidelines about using the information for pre-employment, and many states have their own statutes that will allow access or restrict access to these records. For instance, some states will not allow you to consider first time offender records or misdemeanor records, or the use of criminal records convictions when they do not relate to the job being applied for. Hawaii does not allow criminal records to even be considered until post-offer and does not allow the criminal questions to even be asked. Does your candidate fall in to one of these categories?
Another consideration is how relevant is the criminal record to the position being applied for? When you are looking at criminal records, think of the crime and how it compares to the position applied for and the duties that position has to assume. Can the criminal conviction be detrimental to that position? Is a misdemeanor charge of underage drinking 3 years ago relevant to the position? Is the Driving Under the Influence (DUI) conviction 6 months ago relevant (if you are going to provide a company car and insure the car and driver?).
Last, but certainly not least, remember there are 2 sides to every story. Was the candidate open and honest with you about a conviction?
Companies need to have a policy and guidelines established that outlines criminal records and job candidates – or even criminal records and employees. Having consistent policies that are enforced consistently in relation to criminal records will help fight against discrimination claims. And remember, if you decide not to hire a candidate based on a background check, follow the Pre-Adverse and Adverse Action disclosures to keep compliant under the FCRA.
Filtration & Separations Recruiter - Your Candidate has a Criminal Record, Now What?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Filtration & Separations Recruiter - Infinity Screening
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Infinity Screening
Your organization or company is doing everything right. You do a high level background check on a candidate. You have checked references, education and all past employers. You even have it set up with your screening company to go back in and call a listed current employer after the candidate has been hired for your company. You are on a roll and it is all done. Right? There is nothing else you need to worry about with that candidate. Right? Maybe you want to rethink that position just a tad.
Infinity screening is continuous post-hire employee screening. You may not realize it but you may already do this. Do you run annual driving reports through your insurance company on company drivers? That is infinity screening. But what about other positions? Do your accountants still have their credentials or license? Do your nurses still hold an active license without any disciplinary action on them (that you know of)? How about criminal records? Do you know if that floor manager in production is doing weekends in jail or is on a jail work release program?
Infinity screening can be done if your release authorization indicates that you can continue to do background checks on a candidate throughout their employment with your company. Sometimes it doesn’t hurt to do a yearly criminal check along with your yearly driving checks on your drivers. Maybe criminal records were clear when you screened the candidate before hiring them, and maybe there was never any issue after that candidate was hired. Maybe they never received any tickets or DUI arrests. Can you take a chance with it? Maybe. Would you be better off protecting your company with annual reviews on current employees, double checking licensing, driving, criminal records, credentials, etc? Absolutely.
Filtration & Separations Recruiter - Infinity Screening
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Infinity Screening
Your organization or company is doing everything right. You do a high level background check on a candidate. You have checked references, education and all past employers. You even have it set up with your screening company to go back in and call a listed current employer after the candidate has been hired for your company. You are on a roll and it is all done. Right? There is nothing else you need to worry about with that candidate. Right? Maybe you want to rethink that position just a tad.
Infinity screening is continuous post-hire employee screening. You may not realize it but you may already do this. Do you run annual driving reports through your insurance company on company drivers? That is infinity screening. But what about other positions? Do your accountants still have their credentials or license? Do your nurses still hold an active license without any disciplinary action on them (that you know of)? How about criminal records? Do you know if that floor manager in production is doing weekends in jail or is on a jail work release program?
Infinity screening can be done if your release authorization indicates that you can continue to do background checks on a candidate throughout their employment with your company. Sometimes it doesn’t hurt to do a yearly criminal check along with your yearly driving checks on your drivers. Maybe criminal records were clear when you screened the candidate before hiring them, and maybe there was never any issue after that candidate was hired. Maybe they never received any tickets or DUI arrests. Can you take a chance with it? Maybe. Would you be better off protecting your company with annual reviews on current employees, double checking licensing, driving, criminal records, credentials, etc? Absolutely.
Filtration & Separations Recruiter - Infinity Screening
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Thursday, December 11, 2008
Filtration & Separations Recruiter - Why Do You Need My Date of Birth?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Why Do You Need My Date of Birth?
Many employers feel that requesting a date of birth from an applicant or candidate can be a particularly touchy situation. If you get it and don’t hire someone, are you in violation of any EEOC laws? Can you be charged with age discrimination by this candidate? Why do you even need the date of birth?
There are several reasons that a date of birth is required for background screening. Criminal courts do not file records by social security number. The identifiers on a court index are the full name and the date of birth. If you are trying to verify a high school diploma, the high school will have records by full name attended under and date of birth. Many colleges are now redacting social security numbers on records and going back to name and date of birth for identifiers.
Even with this information, some employers are still uncomfortable with the idea of requesting a date of birth from their candidates. If you are in this situation, talk with your background screening company. Many have hotlines set up that an applicant can call in on an 800 number and leave the information with the background screener. The employer need never has access to the date of birth until a job offer has been made.
Filtration & Separations Recruiter - Why Do You Need My Date of Birth?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Why Do You Need My Date of Birth?
Many employers feel that requesting a date of birth from an applicant or candidate can be a particularly touchy situation. If you get it and don’t hire someone, are you in violation of any EEOC laws? Can you be charged with age discrimination by this candidate? Why do you even need the date of birth?
There are several reasons that a date of birth is required for background screening. Criminal courts do not file records by social security number. The identifiers on a court index are the full name and the date of birth. If you are trying to verify a high school diploma, the high school will have records by full name attended under and date of birth. Many colleges are now redacting social security numbers on records and going back to name and date of birth for identifiers.
Even with this information, some employers are still uncomfortable with the idea of requesting a date of birth from their candidates. If you are in this situation, talk with your background screening company. Many have hotlines set up that an applicant can call in on an 800 number and leave the information with the background screener. The employer need never has access to the date of birth until a job offer has been made.
Filtration & Separations Recruiter - Why Do You Need My Date of Birth?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Wednesday, December 10, 2008
Filtration & Separations Recruiter - What's In A Name?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
What's In A Name?
Have you ever tried to screen someone and called in to an employer or a school and provided them a name, only to be told that they have never heard of the person? Generally, when that happens we find that it is because we don’t have the correct name.
Criminal records are filed in our court system by name and date of birth. If the candidate that is being screened had more than one name, you would need to search under all names as records generally will only be found in that court if all names are searched. This works for both first and last names. If you are considering a background check for someone by the first name of Richard, you need to see if they go by the name of Rick, Dick, Richey, or Rich. Court records are going to be searched by Richard and you may not find records if the applicant’s docket information is under an alternate first name.
This is a frequent problem with schools as well, particularly high schools. If you are trying to verify that a female applicant is a high school graduate, the name that she graduated under is imperative – otherwise you will get a no record found.
Filtration & Separations Recruiter - What's In A Name?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
What's In A Name?
Have you ever tried to screen someone and called in to an employer or a school and provided them a name, only to be told that they have never heard of the person? Generally, when that happens we find that it is because we don’t have the correct name.
Criminal records are filed in our court system by name and date of birth. If the candidate that is being screened had more than one name, you would need to search under all names as records generally will only be found in that court if all names are searched. This works for both first and last names. If you are considering a background check for someone by the first name of Richard, you need to see if they go by the name of Rick, Dick, Richey, or Rich. Court records are going to be searched by Richard and you may not find records if the applicant’s docket information is under an alternate first name.
This is a frequent problem with schools as well, particularly high schools. If you are trying to verify that a female applicant is a high school graduate, the name that she graduated under is imperative – otherwise you will get a no record found.
Filtration & Separations Recruiter - What's In A Name?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Filtration & Separations Recruiter - Fake Degrees in the News
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Fake Degrees in the News
One of the latest news stories now is about a Spokane, Washington couple who have been indicted by a federal grand jury for creating fake diplomas. Their little twist on this saga is that they are creating fake degrees for accredited universities. It is unfortunate, but the investigation is showing that the University of Tennessee is not the only college that has been affected. Counterfeit diplomas have also been found for the University of Maryland, Texas A&M and George Washington University. All of these colleges are accredited colleges.
There are hundreds of fake universities on the internet, and counterfeit degrees being produced from accredited universities. Diploma mills and counterfeit degrees can be very sophisticated operations that undermine the credibility of legitimate institutions of higher education and graduates from those colleges and universities.
There is current legislation within the House and Senate addressing Diploma and Degree Mills. The Bill is attached to the College Opportunity and Affodability Act (HR 4137) and is expected to be presented to the full house hopefully in January, 2008. For now, experts agree that the best line of defense against these diploma mills and counterfeit diplomas is a responsible employer.
Filtration & Separations Recruiter - Fake Degrees in the News
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Fake Degrees in the News
One of the latest news stories now is about a Spokane, Washington couple who have been indicted by a federal grand jury for creating fake diplomas. Their little twist on this saga is that they are creating fake degrees for accredited universities. It is unfortunate, but the investigation is showing that the University of Tennessee is not the only college that has been affected. Counterfeit diplomas have also been found for the University of Maryland, Texas A&M and George Washington University. All of these colleges are accredited colleges.
There are hundreds of fake universities on the internet, and counterfeit degrees being produced from accredited universities. Diploma mills and counterfeit degrees can be very sophisticated operations that undermine the credibility of legitimate institutions of higher education and graduates from those colleges and universities.
There is current legislation within the House and Senate addressing Diploma and Degree Mills. The Bill is attached to the College Opportunity and Affodability Act (HR 4137) and is expected to be presented to the full house hopefully in January, 2008. For now, experts agree that the best line of defense against these diploma mills and counterfeit diplomas is a responsible employer.
Filtration & Separations Recruiter - Fake Degrees in the News
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Tuesday, December 2, 2008
Filtration & Separations Recruiter - State: P.S.: Your M.A. or Ph.D. may be B.S.
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
State: P.S.: Your M.A. or Ph.D. may be B.S.
By backtracker
URL: State: P.S.: Your M.A. or Ph.D. may be B.S.
A fire chief, a state representative and a top hospital administrator. All three of these positions are positions of authority and positions of trust to the general public. When headlines like this are made it provides both negative publicity to the organization and a feeling of concern and/or distrust by the general public for that organization. The negative publicity could have been avoided had the organizations done an employment screening check on the individual prior to their being placed in the position of trust.
Many organizations and companies feel that to do the background check may be too expensive or too time consuming. However, the negative publicity that is generated is far more damaging and expensive than the cost of the background check. Most of the reputable screening agencies would have been able to tell an employer or organization that the education documents presented were from questionable institutions or from institutions that are not recognized by one of the post-secondary accrediting agencies recognized in the United States.
BackTracking through a candidate's resume or application can save an organization from embarrassment and potential litigation. Compared to the couple of dollars spent for a background check, each organization has to decide their priorities.
Filtration & Separations Recruiter - State: P.S.: Your M.A. or Ph.D. may be B.S.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
State: P.S.: Your M.A. or Ph.D. may be B.S.
By backtracker
URL: State: P.S.: Your M.A. or Ph.D. may be B.S.
A fire chief, a state representative and a top hospital administrator. All three of these positions are positions of authority and positions of trust to the general public. When headlines like this are made it provides both negative publicity to the organization and a feeling of concern and/or distrust by the general public for that organization. The negative publicity could have been avoided had the organizations done an employment screening check on the individual prior to their being placed in the position of trust.
Many organizations and companies feel that to do the background check may be too expensive or too time consuming. However, the negative publicity that is generated is far more damaging and expensive than the cost of the background check. Most of the reputable screening agencies would have been able to tell an employer or organization that the education documents presented were from questionable institutions or from institutions that are not recognized by one of the post-secondary accrediting agencies recognized in the United States.
BackTracking through a candidate's resume or application can save an organization from embarrassment and potential litigation. Compared to the couple of dollars spent for a background check, each organization has to decide their priorities.
Filtration & Separations Recruiter - State: P.S.: Your M.A. or Ph.D. may be B.S.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Tuesday, November 18, 2008
Filtration & Separations Recruiter - Civil Searches - What's the Point?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Civil Searches - What's the Point?
If you were to do a criminal search in 2006 on Orenthal James Simpson, Michael Joseph Jackson or Robert Blake, you would not find records for murder, homicide, or child molestation. Why? None of these parties have been found guilty in a criminal court on these charges. Our legal system is set up that the innocent remain innocent until proven guilty, and these parties were never proven guilty. Therefore, even though many of you may have viewed the various media circuses that resulted in these charges, the people who were tried were never convicted and therefore not guilty.
If you were to run civil searches on Orenthal James (OJ) Simpson, Michael Joseph Jackson and Robert Blake, you might find a different story. Mr. Simpson has been ordered to pay millions of dollars for the wrongful death of his wife and her partner. Michael Joseph Jackson has been named in multiple civil suits including a settlement out of court for $20 million, a foreclosure on a loan for a small “ranch” he owns, a small $900,000 settlement from 2006, and a $48 million claim for unpaid fees and breach of contract. Mr. Blake has been named in a $30 million wrongful death civil suit as well, prior to his bankruptcy filing.
Of course, chances are none of these individuals are going to apply for a position with your company. However, you still need to be aware that civil searches can and will show information that you may not find in a criminal record.
Filtration & Separations Recruiter - Civil Searches - What's the Point?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Civil Searches - What's the Point?
If you were to do a criminal search in 2006 on Orenthal James Simpson, Michael Joseph Jackson or Robert Blake, you would not find records for murder, homicide, or child molestation. Why? None of these parties have been found guilty in a criminal court on these charges. Our legal system is set up that the innocent remain innocent until proven guilty, and these parties were never proven guilty. Therefore, even though many of you may have viewed the various media circuses that resulted in these charges, the people who were tried were never convicted and therefore not guilty.
If you were to run civil searches on Orenthal James (OJ) Simpson, Michael Joseph Jackson and Robert Blake, you might find a different story. Mr. Simpson has been ordered to pay millions of dollars for the wrongful death of his wife and her partner. Michael Joseph Jackson has been named in multiple civil suits including a settlement out of court for $20 million, a foreclosure on a loan for a small “ranch” he owns, a small $900,000 settlement from 2006, and a $48 million claim for unpaid fees and breach of contract. Mr. Blake has been named in a $30 million wrongful death civil suit as well, prior to his bankruptcy filing.
Of course, chances are none of these individuals are going to apply for a position with your company. However, you still need to be aware that civil searches can and will show information that you may not find in a criminal record.
Filtration & Separations Recruiter - Civil Searches - What's the Point?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Monday, November 17, 2008
Filtration & Separations Recruiter - Nevada Law Update
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Nevada Law Update
Effective October 1, 2008, Nevada Law NRS 597.970 went into effect requiring the encryption of electronically transmitted personal information. This Nevada Law states the following:
“A business in this State shall not transfer any personal information of a customer through an electronic transmission other than a facsimile to a person outside of the secure system of the business unless the business uses encryption to ensure the security of electronic transmission.”
Personal Information as defined under Nevada law means:
“a natural person’s first name or first initial and last name in combination with any one or more of the following data elements, when the name and data elements are not encrypted:
1. Social security number.
2. Driver’s license number or identification card number.
3. Account number, credit card number or debit card number, in combination with any required security code, access code or password that would permit access to the person’s financial account.
The term does not include the last four digits of a social security number or publicly available information that is lawfully made available to the general public.”
Encryption as defined under Nevada law means:
“the use of any protective or disruptive measure, including, without limitation, cryptography, enciphering, encoding or a computer contaminant, to:
1. Prevent, impede, delay or disrupt access to any data, information, image, program, signal or sound;
2. Cause or make any data, information, image, program, signal or sound unintelligible or unusable; or
3. Prevent, impede, delay or disrupt the normal operation or use of any component, device, equipment, system or network.”
This law in Nevada is the first of its kind in the United States, and other states may follow their lead. For a direct link to the law, click here. Or for more information, please contact BackTrack at 800-991-9694.
Link to law - http://www.leg.state.nv.us/NRS/NRS-597.html#NRS597Sec970
Filtration & Separations Recruiter - Nevada Law Update
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Nevada Law Update
Effective October 1, 2008, Nevada Law NRS 597.970 went into effect requiring the encryption of electronically transmitted personal information. This Nevada Law states the following:
“A business in this State shall not transfer any personal information of a customer through an electronic transmission other than a facsimile to a person outside of the secure system of the business unless the business uses encryption to ensure the security of electronic transmission.”
Personal Information as defined under Nevada law means:
“a natural person’s first name or first initial and last name in combination with any one or more of the following data elements, when the name and data elements are not encrypted:
1. Social security number.
2. Driver’s license number or identification card number.
3. Account number, credit card number or debit card number, in combination with any required security code, access code or password that would permit access to the person’s financial account.
The term does not include the last four digits of a social security number or publicly available information that is lawfully made available to the general public.”
Encryption as defined under Nevada law means:
“the use of any protective or disruptive measure, including, without limitation, cryptography, enciphering, encoding or a computer contaminant, to:
1. Prevent, impede, delay or disrupt access to any data, information, image, program, signal or sound;
2. Cause or make any data, information, image, program, signal or sound unintelligible or unusable; or
3. Prevent, impede, delay or disrupt the normal operation or use of any component, device, equipment, system or network.”
This law in Nevada is the first of its kind in the United States, and other states may follow their lead. For a direct link to the law, click here. Or for more information, please contact BackTrack at 800-991-9694.
Link to law - http://www.leg.state.nv.us/NRS/NRS-597.html#NRS597Sec970
Filtration & Separations Recruiter - Nevada Law Update
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Friday, November 7, 2008
Filtration & Separations Recruiter - Massachusetts Law Updates
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Massachusetts Law Updates
Effective January 1, 2009, all businesses with personal data on Massachusetts residents will need written information security programs, including policies, contracts and training and will need to meet computer system requirements. Any company in the state of Massachusetts or any company that collects personal data, including background screening reports, on citizens of Massachusetts must establish and meet minimum privacy and security standards. The standards apply to both paper and electronic records.
The standards need to contain a minimum of the following:
1. Designating one or more employees to maintain the comprehensive information security program;
2. Identifying and assessing reasonably foreseeable internal and external risks to the security, confidentiality, and/or integrity of any electronic, paper or other records containing personal information, and evaluating and improving, where necessary, the effectiveness of the current safeguards for limiting such risks, including but not limited to: (i) ongoing employee (including temporary and contract employee) training; (ii) employee compliance with policies and procedures; and (iii) means for detecting and preventing security system failures.
3. Developing security policies for employees that take into account whether and how employees should be allowed to keep, access and transport records containing personal information outside of business premises.
4. Imposing disciplinary measures for violations of the comprehensive information security program rules.
5. Preventing terminated employees from accessing records containing personal information by immediately terminating their physical and electronic access to such records, including deactivating their passwords and user names.
6. Taking reasonable steps to verify that third-party service providers with access to personal information have the capacity to protect such personal information, including (i) selecting and retaining service providers that are capable of maintaining safeguards for personal information; and (ii) contractually requiring service providers to maintain such safeguards. Prior to permitting third-party service providers access to personal information, the person permitting such access shall obtain from the third-party service provider a written certification that such service provider has a written, comprehensive information security program that is in compliance with the provisions of these regulations.
7. Limiting the amount of personal information collected to that reasonably necessary to accomplish the legitimate purpose for which it is collected; limiting the time such information is retained to that reasonably necessary to accomplish such purpose; and limiting access to those persons who are reasonably required to know such information in order to accomplish such purpose or to comply with state or federal record retention requirements.
8. Identifying paper, electronic and other records, computing systems, and storage media, including laptops and portable devices used to store personal information, to determine which records contain personal information, except where the comprehensive information security program provides for the handling of all records as if they all contained personal information.
9. Reasonable restrictions upon physical access to records containing personal information, including a written procedure that sets forth the manner in which physical access to such records is restricted; and storage of such records and data in locked facilities, storage areas or containers.
10. Regular monitoring to ensure that the comprehensive information security program is operating in a manner reasonably calculated to prevent unauthorized access to or unauthorized use of personal information; and upgrading information safeguards as necessary to limit risks.
11. Reviewing the scope of the security measures at least annually or whenever there is a material change in business practices that may reasonably implicate the security or integrity of records containing personal information.
12. Documenting responsive actions taken in connection with any incident involving a breach of security, and mandatory post-incident review of events and actions taken, if any, to make changes in business practices relating to protection of personal information.
There are also minimum standards for computer systems that store or transmit personal information on Massachusetts residents and include the following:
1. Secure user authentication protocols including:
• control of user IDs and other identifiers;
• a reasonably secure method of assigning and selecting passwords, or use of unique identifier technologies, such as biometrics or token devices;
control of data security passwords to ensure that such passwords are kept in a location and/or format that does not compromise the security of the data they protect;
• restricting access to active users and active user accounts only; and
blocking access to user identification after multiple unsuccessful attempts to gain access or the limitation placed on access for the particular system;
2. Secure access control measures that:
• restrict access to records and files containing personal information to those who need such information to perform their job duties; and
• assign unique identifications plus passwords, which are not vendor supplied default passwords, to each person with computer access, that are reasonably designed to maintain the integrity of the security of the access controls;
3. To the extent technically feasible, encryption of all transmitted records and files containing personal information that will travel across public networks, and encryption of all data to be transmitted wirelessly.
4. Reasonable monitoring of systems, for unauthorized use of or access to personal information;
5. Encryption of all personal information stored on laptops or other portable devices;
6. For files containing personal information on a system that is connected to the Internet, there must be reasonably up-to-date firewall protection and operating system security patches, reasonably designed to maintain the integrity of the personal information.
7. Reasonably up-to-date versions of system security agent software which must include malware protection and reasonably up-to-date patches and virus definitions, or a version of such software that can still be supported with up-to-date patches and virus definitions, and is set to receive the most current security updates on a regular basis.
8. Education and training of employees on the proper use of the computer security system and the importance of personal information security.
BackTrack does perform background checks on citizens of Massachusetts and does have a security and privacy policy that meets and/or exceeds the Commonwealth Statute. For a direct link to the statute – 201 CMR 17.00: Standards for the Protection of Personal Information of Residents of the Commonwealth, click here, or for more information contact BackTrack at 800-991-9694.
Link to Statute – 201 CMR 17.00:
http://www.mass.gov/?pageID=ocaterminal&L=3&L0=Home&L1=Consumer&L2=Identity+Theft&sid=Eoca&b=terminalcontent&f=idtheft_201cmr17&csid=Eoca
Filtration & Separations Recruiter - Massachusetts Law Updates
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Massachusetts Law Updates
Effective January 1, 2009, all businesses with personal data on Massachusetts residents will need written information security programs, including policies, contracts and training and will need to meet computer system requirements. Any company in the state of Massachusetts or any company that collects personal data, including background screening reports, on citizens of Massachusetts must establish and meet minimum privacy and security standards. The standards apply to both paper and electronic records.
The standards need to contain a minimum of the following:
1. Designating one or more employees to maintain the comprehensive information security program;
2. Identifying and assessing reasonably foreseeable internal and external risks to the security, confidentiality, and/or integrity of any electronic, paper or other records containing personal information, and evaluating and improving, where necessary, the effectiveness of the current safeguards for limiting such risks, including but not limited to: (i) ongoing employee (including temporary and contract employee) training; (ii) employee compliance with policies and procedures; and (iii) means for detecting and preventing security system failures.
3. Developing security policies for employees that take into account whether and how employees should be allowed to keep, access and transport records containing personal information outside of business premises.
4. Imposing disciplinary measures for violations of the comprehensive information security program rules.
5. Preventing terminated employees from accessing records containing personal information by immediately terminating their physical and electronic access to such records, including deactivating their passwords and user names.
6. Taking reasonable steps to verify that third-party service providers with access to personal information have the capacity to protect such personal information, including (i) selecting and retaining service providers that are capable of maintaining safeguards for personal information; and (ii) contractually requiring service providers to maintain such safeguards. Prior to permitting third-party service providers access to personal information, the person permitting such access shall obtain from the third-party service provider a written certification that such service provider has a written, comprehensive information security program that is in compliance with the provisions of these regulations.
7. Limiting the amount of personal information collected to that reasonably necessary to accomplish the legitimate purpose for which it is collected; limiting the time such information is retained to that reasonably necessary to accomplish such purpose; and limiting access to those persons who are reasonably required to know such information in order to accomplish such purpose or to comply with state or federal record retention requirements.
8. Identifying paper, electronic and other records, computing systems, and storage media, including laptops and portable devices used to store personal information, to determine which records contain personal information, except where the comprehensive information security program provides for the handling of all records as if they all contained personal information.
9. Reasonable restrictions upon physical access to records containing personal information, including a written procedure that sets forth the manner in which physical access to such records is restricted; and storage of such records and data in locked facilities, storage areas or containers.
10. Regular monitoring to ensure that the comprehensive information security program is operating in a manner reasonably calculated to prevent unauthorized access to or unauthorized use of personal information; and upgrading information safeguards as necessary to limit risks.
11. Reviewing the scope of the security measures at least annually or whenever there is a material change in business practices that may reasonably implicate the security or integrity of records containing personal information.
12. Documenting responsive actions taken in connection with any incident involving a breach of security, and mandatory post-incident review of events and actions taken, if any, to make changes in business practices relating to protection of personal information.
There are also minimum standards for computer systems that store or transmit personal information on Massachusetts residents and include the following:
1. Secure user authentication protocols including:
• control of user IDs and other identifiers;
• a reasonably secure method of assigning and selecting passwords, or use of unique identifier technologies, such as biometrics or token devices;
control of data security passwords to ensure that such passwords are kept in a location and/or format that does not compromise the security of the data they protect;
• restricting access to active users and active user accounts only; and
blocking access to user identification after multiple unsuccessful attempts to gain access or the limitation placed on access for the particular system;
2. Secure access control measures that:
• restrict access to records and files containing personal information to those who need such information to perform their job duties; and
• assign unique identifications plus passwords, which are not vendor supplied default passwords, to each person with computer access, that are reasonably designed to maintain the integrity of the security of the access controls;
3. To the extent technically feasible, encryption of all transmitted records and files containing personal information that will travel across public networks, and encryption of all data to be transmitted wirelessly.
4. Reasonable monitoring of systems, for unauthorized use of or access to personal information;
5. Encryption of all personal information stored on laptops or other portable devices;
6. For files containing personal information on a system that is connected to the Internet, there must be reasonably up-to-date firewall protection and operating system security patches, reasonably designed to maintain the integrity of the personal information.
7. Reasonably up-to-date versions of system security agent software which must include malware protection and reasonably up-to-date patches and virus definitions, or a version of such software that can still be supported with up-to-date patches and virus definitions, and is set to receive the most current security updates on a regular basis.
8. Education and training of employees on the proper use of the computer security system and the importance of personal information security.
BackTrack does perform background checks on citizens of Massachusetts and does have a security and privacy policy that meets and/or exceeds the Commonwealth Statute. For a direct link to the statute – 201 CMR 17.00: Standards for the Protection of Personal Information of Residents of the Commonwealth, click here, or for more information contact BackTrack at 800-991-9694.
Link to Statute – 201 CMR 17.00:
http://www.mass.gov/?pageID=ocaterminal&L=3&L0=Home&L1=Consumer&L2=Identity+Theft&sid=Eoca&b=terminalcontent&f=idtheft_201cmr17&csid=Eoca
Filtration & Separations Recruiter - Massachusetts Law Updates
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Tuesday, October 28, 2008
Filtration & Separations Recruiter - Background Checks and Company Security
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Checks and Company Security
More and more companies and organizations are doing background checks on their job candidates, and even current employees. One of the primary reasons for doing background checks is internal security and protection from negligent hiring lawsuits. Some companies choose to outsource the screening and some choose to do the screening in house with their own staff. Which ever option your company chooses, there are some basic tips that can help you.
Verify information on resumes. Some job candidates appear to try and make their resume their “great American novel”, complete with literary license to pad, inflate or even lie on their resume. After all, they are not signing the document like they would an application; therefore they do not feel like they are practicing any type of deception. One way to mitigate any deception on the resume is to have a disclaimer on the application where the applicant signs, attesting that the information on their resume is accurate and true to the best of their knowledge.
Follow up on employment and reference verifications. If an applicant asked you not to call a particular employer or reference because it could affect the current employment, make sure to follow through after an offer has been made. Contact those people to be sure that there weren’t any discrepancies that the applicant reported on his application or resume.
Keep your background checks consistent. If you are going to screen a sales person, make sure that the screening procedure you use and the information you verify is uniform with any other sales person you have done a background check on. Many companies that perform background checks will allow you to select various “packages” that you can pick depending on the position that you are screening a candidate for.
The most important piece of advice is to screen the applicant. Don’t go by word of mouth alone, or the fact that someone who knows someone else recommend the applicant. Do the criminal check, the reference check and the rest of the history. The best defense you have against any type of negligent hiring lawsuit is the ability to show you as an organization are proactive.
Filtration & Separations Recruiter - Background Checks and Company Security
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Checks and Company Security
More and more companies and organizations are doing background checks on their job candidates, and even current employees. One of the primary reasons for doing background checks is internal security and protection from negligent hiring lawsuits. Some companies choose to outsource the screening and some choose to do the screening in house with their own staff. Which ever option your company chooses, there are some basic tips that can help you.
Verify information on resumes. Some job candidates appear to try and make their resume their “great American novel”, complete with literary license to pad, inflate or even lie on their resume. After all, they are not signing the document like they would an application; therefore they do not feel like they are practicing any type of deception. One way to mitigate any deception on the resume is to have a disclaimer on the application where the applicant signs, attesting that the information on their resume is accurate and true to the best of their knowledge.
Follow up on employment and reference verifications. If an applicant asked you not to call a particular employer or reference because it could affect the current employment, make sure to follow through after an offer has been made. Contact those people to be sure that there weren’t any discrepancies that the applicant reported on his application or resume.
Keep your background checks consistent. If you are going to screen a sales person, make sure that the screening procedure you use and the information you verify is uniform with any other sales person you have done a background check on. Many companies that perform background checks will allow you to select various “packages” that you can pick depending on the position that you are screening a candidate for.
The most important piece of advice is to screen the applicant. Don’t go by word of mouth alone, or the fact that someone who knows someone else recommend the applicant. Do the criminal check, the reference check and the rest of the history. The best defense you have against any type of negligent hiring lawsuit is the ability to show you as an organization are proactive.
Filtration & Separations Recruiter - Background Checks and Company Security
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, October 21, 2008
Filtration Recruiter - Resume Tips #2
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration are dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Tips & Techniques #2
In my previous post, I commented on the importance of education verification. Now let’s turn our attention to employment.
Most verification companies will stay away from contacting your current employer as not to jeopardize your employment. They will however contact past employers provided on your resume. It is important to note that with the advent of the internet along with verification services data housed through the Work Number or any other verification line will be returned and entered into the report, providing even more data to the prospective employer. Keeping this in mind, it is important that you provide all of the places where you have been employed, even for just a short time.
You may also choose to provide employment dates on your resume that have been exaggerated so as to not show a gap in employment. This will also come to light during the employment verification process. It is important not to have gaps in employment, but employers understand that from time to time this may occur. If it does, it is up to you to be honest and upfront about the reasons why, not to try and hide it. People leave employers for a number of reasons: layoffs occur, company closures, as do family/personal reasons. People also get terminated, though most hope this never happens to them. Again, when writing your resume, it is important to be upfront and honest. Employers want to know the circumstances surrounding your reasons for leaving. If it is due to termination, let them know; if it is to better yourself, let them know. For most employers they like to see a steady trend of improvement in your career. If you are no longer employed because the company closed, it’s always a good idea to supply the employer with a reference that could verify your position.
It is important not to have too many employers showing that you have jumped from job to job. This puts up a red flag to an employer who may think you are not the type of person to stay in one place for too long. Also, concerns potentially arise if you have been at your same employer in the same position for 15+ years. Employers are looking for people that are motivated to better themselves and being stuck in one place for a long time does not portray that type of person.
When providing information regarding your current or past compensation is important to provide the correct amount. More and more, employers are requesting a copy of your W-2 to verify that the compensation you have reported is correct.
Now I realize that there are many times that you have sent your resume in for a specific position, knowing full well you are capable of doing the job but never getting an interview. I understand how frustrating it is, but this should not cause you to lie on your resume or exaggerate the truth. It is better to be upfront and honest, then to get hired under false pretenses only to get terminated a short time later because you have misrepresented yourself.
Employment is the most important part of any person. Unless you are a self-made millionaire and do not need to work like the rest of us, we need a job. Your employment career is just as important as your credit report. In order to secure a better position with better income, your past employment needs to show that you are worth the risk. Even if you have had issues in the past, it’s never too late to correct them for the future. Just know that with more and more companies conducting background screens, it’s important to provide this potential new employer with an honest look of your background. If anything comes back, that you have omitted or stretched the truth, it may be a red flag to the employer as to your integrity.
Come back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter Resume Tips
Filtration Recruiter Resume Tips
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration are dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Tips & Techniques #2
In my previous post, I commented on the importance of education verification. Now let’s turn our attention to employment.
Most verification companies will stay away from contacting your current employer as not to jeopardize your employment. They will however contact past employers provided on your resume. It is important to note that with the advent of the internet along with verification services data housed through the Work Number or any other verification line will be returned and entered into the report, providing even more data to the prospective employer. Keeping this in mind, it is important that you provide all of the places where you have been employed, even for just a short time.
You may also choose to provide employment dates on your resume that have been exaggerated so as to not show a gap in employment. This will also come to light during the employment verification process. It is important not to have gaps in employment, but employers understand that from time to time this may occur. If it does, it is up to you to be honest and upfront about the reasons why, not to try and hide it. People leave employers for a number of reasons: layoffs occur, company closures, as do family/personal reasons. People also get terminated, though most hope this never happens to them. Again, when writing your resume, it is important to be upfront and honest. Employers want to know the circumstances surrounding your reasons for leaving. If it is due to termination, let them know; if it is to better yourself, let them know. For most employers they like to see a steady trend of improvement in your career. If you are no longer employed because the company closed, it’s always a good idea to supply the employer with a reference that could verify your position.
It is important not to have too many employers showing that you have jumped from job to job. This puts up a red flag to an employer who may think you are not the type of person to stay in one place for too long. Also, concerns potentially arise if you have been at your same employer in the same position for 15+ years. Employers are looking for people that are motivated to better themselves and being stuck in one place for a long time does not portray that type of person.
When providing information regarding your current or past compensation is important to provide the correct amount. More and more, employers are requesting a copy of your W-2 to verify that the compensation you have reported is correct.
Now I realize that there are many times that you have sent your resume in for a specific position, knowing full well you are capable of doing the job but never getting an interview. I understand how frustrating it is, but this should not cause you to lie on your resume or exaggerate the truth. It is better to be upfront and honest, then to get hired under false pretenses only to get terminated a short time later because you have misrepresented yourself.
Employment is the most important part of any person. Unless you are a self-made millionaire and do not need to work like the rest of us, we need a job. Your employment career is just as important as your credit report. In order to secure a better position with better income, your past employment needs to show that you are worth the risk. Even if you have had issues in the past, it’s never too late to correct them for the future. Just know that with more and more companies conducting background screens, it’s important to provide this potential new employer with an honest look of your background. If anything comes back, that you have omitted or stretched the truth, it may be a red flag to the employer as to your integrity.
Come back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter Resume Tips
Filtration Recruiter Resume Tips
Thursday, September 4, 2008
Filtration & Separations Recruiter - Do I Need To Worry About Being FCRA Complaint?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Do I Need To Worry About Being FCRA Complaint?
As an employer researching doing background checks, you are presented with hundreds of possibilities and an equal number of organizations out there willing to sell you the services you need. Some mention FCRA Compliance, some do not. Some will allow you, for a fee, to plug information in to a website and do a search and then, for a fee, provide you with records that are found. But what about this FCRA Compliance thing. Do you really need to worry about it?
In brief, the Federal Trade Commission (or FTC) under the authority of the Fair Credit Reporting Act (or FCRA), regulates background screening companies and the background screening industry. Background screens are not just for employment. Insurance companies may run them to find out if someone is “insurance worthy” and credit issuers run them to find out of someone is “credit worthy”. The FCRA sets the standards for privacy and for consumer protection.
So, you decide that you are just going to do the employment screening inhouse. You may use one of those online services that let you plug information in and then pay with a credit card. Great. Quick, but not so cheap. Probably also not FCRA compliant. Did you get a release from the applicant? If you did an internet search were there criminal records? Did you go in to the courts to verify those records (because you could be getting outdated or old information). What about that marijuana charge in California in 2000. Can you use it? These are all things that are established by the FCRA and by individual state regulations. Know what? If you go online and do this and decide not to hire someone because of what you found, you really need to hope that you are FCRA compliant. If not, there are going to be more government agencies and lawyers coming to visit that you can even imagine. But not complying with the Fair Credit Reporting Act in your background checking, basically your candidate can claim discrimination and all that wonderful stuff that give attornies a reason to dream.
So, why chance it? Are you FCRA compliant in your hiring? Can you afford not to be?
(http://www.ftc.gov/os/statutes/031224fcra.pdf - you can use this link to view the FCRA).
Filtration & Separations Recruiter - Do I Need To Worry About Being FCRA Complaint?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Do I Need To Worry About Being FCRA Complaint?
As an employer researching doing background checks, you are presented with hundreds of possibilities and an equal number of organizations out there willing to sell you the services you need. Some mention FCRA Compliance, some do not. Some will allow you, for a fee, to plug information in to a website and do a search and then, for a fee, provide you with records that are found. But what about this FCRA Compliance thing. Do you really need to worry about it?
In brief, the Federal Trade Commission (or FTC) under the authority of the Fair Credit Reporting Act (or FCRA), regulates background screening companies and the background screening industry. Background screens are not just for employment. Insurance companies may run them to find out if someone is “insurance worthy” and credit issuers run them to find out of someone is “credit worthy”. The FCRA sets the standards for privacy and for consumer protection.
So, you decide that you are just going to do the employment screening inhouse. You may use one of those online services that let you plug information in and then pay with a credit card. Great. Quick, but not so cheap. Probably also not FCRA compliant. Did you get a release from the applicant? If you did an internet search were there criminal records? Did you go in to the courts to verify those records (because you could be getting outdated or old information). What about that marijuana charge in California in 2000. Can you use it? These are all things that are established by the FCRA and by individual state regulations. Know what? If you go online and do this and decide not to hire someone because of what you found, you really need to hope that you are FCRA compliant. If not, there are going to be more government agencies and lawyers coming to visit that you can even imagine. But not complying with the Fair Credit Reporting Act in your background checking, basically your candidate can claim discrimination and all that wonderful stuff that give attornies a reason to dream.
So, why chance it? Are you FCRA compliant in your hiring? Can you afford not to be?
(http://www.ftc.gov/os/statutes/031224fcra.pdf - you can use this link to view the FCRA).
Filtration & Separations Recruiter - Do I Need To Worry About Being FCRA Complaint?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Friday, August 29, 2008
Filtration & Separations Recruiter - BackTrack Partners with myStaffingPro Applicant Tracking System
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
BackTrack Partners with myStaffingPro Applicant Tracking System
BackTrack has become the only certified integration partner with myStaffingPro, and we are excited to announce this partnership. MyStaffingPro is a web based applicant tracking system with a proven record of client and applicant satisfaction. This simple to use system will work seamlessly with our background screening to provide our clients with one-stop shopping from the interview process through the background screening of candidates. Clients will only have to click a button to send their information to us for the background checks.
Interested in adding this user friendly system to your Human Resource department? Contact BackTrack at 800-991-9694 to learn more.
Filtration & Separations Recruiter - BackTrack Partners with myStaffingPro Applicant Tracking System
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
BackTrack Partners with myStaffingPro Applicant Tracking System
BackTrack has become the only certified integration partner with myStaffingPro, and we are excited to announce this partnership. MyStaffingPro is a web based applicant tracking system with a proven record of client and applicant satisfaction. This simple to use system will work seamlessly with our background screening to provide our clients with one-stop shopping from the interview process through the background screening of candidates. Clients will only have to click a button to send their information to us for the background checks.
Interested in adding this user friendly system to your Human Resource department? Contact BackTrack at 800-991-9694 to learn more.
Filtration & Separations Recruiter - BackTrack Partners with myStaffingPro Applicant Tracking System
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, July 22, 2008
Filtration & Separations Recruiter - I-9 Compliance and What It Means
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
I-9 Compliance and What It Means
I once had an employer call in and ask about the services offered. When I mentioned the I-9 Compliance, his response was “I know the majority of my work force isn’t legal, why do I need to prove it”. While the answer was unexpected, it wasn’t unusual. Many employers either knowingly hire illegal aliens, or go with the policy of “don’t ask, don’t tell”. However, with the government reforms that are going on, that is going to be a choice that an employer no longer has.
The Form I-9 is a form all employers are required to use to verify employment eligibility of all employees they hire – both US workers as well as aliens. It is required by the INS (Immigration and Naturalization Services) to verify the identity and eligibility to work for all employees. At the time the form is completed, the employee must also provide valid, original identification. There are different forms of identity that the employee can provide.
There are a lot of different ways to do I-9 compliance, either through the Department of Homeland Security or through a background screening agency that may give you a little more guidance in getting through the system. The point is that there is no longer a choice on whether you comply with the I-9 verification. If you don’t there are going to be some very hefty fines and penalties coming your way. Effective 03/27/2008, the Federal government raised the fines approximately 25% on violations. Those penalties can include fines from $375 to $3,200 for each unauthorized alien on a first time violation, to up to $16,000 penalty for each unauthorized alien with multiple violations. These penalties are assessed on a per-alien basis. Therefore, if an employer knowingly employed, or continued to employ, five unauthorized aliens, that could result in five fines.
Filtration & Separations Recruiter - I-9 Compliance and What It Means
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
I-9 Compliance and What It Means
I once had an employer call in and ask about the services offered. When I mentioned the I-9 Compliance, his response was “I know the majority of my work force isn’t legal, why do I need to prove it”. While the answer was unexpected, it wasn’t unusual. Many employers either knowingly hire illegal aliens, or go with the policy of “don’t ask, don’t tell”. However, with the government reforms that are going on, that is going to be a choice that an employer no longer has.
The Form I-9 is a form all employers are required to use to verify employment eligibility of all employees they hire – both US workers as well as aliens. It is required by the INS (Immigration and Naturalization Services) to verify the identity and eligibility to work for all employees. At the time the form is completed, the employee must also provide valid, original identification. There are different forms of identity that the employee can provide.
There are a lot of different ways to do I-9 compliance, either through the Department of Homeland Security or through a background screening agency that may give you a little more guidance in getting through the system. The point is that there is no longer a choice on whether you comply with the I-9 verification. If you don’t there are going to be some very hefty fines and penalties coming your way. Effective 03/27/2008, the Federal government raised the fines approximately 25% on violations. Those penalties can include fines from $375 to $3,200 for each unauthorized alien on a first time violation, to up to $16,000 penalty for each unauthorized alien with multiple violations. These penalties are assessed on a per-alien basis. Therefore, if an employer knowingly employed, or continued to employ, five unauthorized aliens, that could result in five fines.
Filtration & Separations Recruiter - I-9 Compliance and What It Means
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, June 24, 2008
Filtration & Separations Recruiter - What Criminal Searches should I run? - County Searches
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
What Criminal Searches should I run? - County Searches
There used to be a time when you could do a criminal background check on someone in the county that they lived in and that was considered very modern and thorough. However, that may not be the case today. So, what criminal searches should you run to be as thorough as possible when doing background checks? There are several different types out there.
A county criminal search where you candidate lived over the last 7 years is a good start. A county search will have a court researcher going in to that county courthouse and providing a candidate’s name and date of birth to check for records. You as a hiring manager must be made aware that felony searches are reported at a county level, but misdemeanor crimes are not always held at a county level. Each jurisdiction that has a police department has the authority to charge someone with a crime. If that crime is considered a misdemeanor, it may never be recorded at the county court house. It may only be recorded at the local mayor’s court or court of jurisdiction for that city. You can request a misdemeanor search, but need to be aware that one county may have up to 20 different misdemeanor courts and the correct court would need to be searched to find a misdemeanor record. However, if you use a background screening company with a strong reputation, you will find that if they are doing a search at a county level and misdemeanor crimes were reported to the county level, you will also get those records.
Filtration & Separations Recruiter - What Criminal Searches should I run? - County Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
What Criminal Searches should I run? - County Searches
There used to be a time when you could do a criminal background check on someone in the county that they lived in and that was considered very modern and thorough. However, that may not be the case today. So, what criminal searches should you run to be as thorough as possible when doing background checks? There are several different types out there.
A county criminal search where you candidate lived over the last 7 years is a good start. A county search will have a court researcher going in to that county courthouse and providing a candidate’s name and date of birth to check for records. You as a hiring manager must be made aware that felony searches are reported at a county level, but misdemeanor crimes are not always held at a county level. Each jurisdiction that has a police department has the authority to charge someone with a crime. If that crime is considered a misdemeanor, it may never be recorded at the county court house. It may only be recorded at the local mayor’s court or court of jurisdiction for that city. You can request a misdemeanor search, but need to be aware that one county may have up to 20 different misdemeanor courts and the correct court would need to be searched to find a misdemeanor record. However, if you use a background screening company with a strong reputation, you will find that if they are doing a search at a county level and misdemeanor crimes were reported to the county level, you will also get those records.
Filtration & Separations Recruiter - What Criminal Searches should I run? - County Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, June 17, 2008
Filtration & Separations Recruiter - Background Checks and the Temporary Employee
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Screening and the Temporary Employee
In an article posted on the SHRM website, they discuss screening temporary employees and share the advice that screening should not be ignored when you bring a temporary employee in to your organization. The article goes on to mention that, with the tightening labor market, temporary and contract employees are making up 10-30 percent of the average work force in US Companies.
Some employers choose not to screen their temporary or contract employees, assuming that the agency that places them are doing the screening. Some agencies do screen those employees. However, if you don’t have guidelines set up with the agency on what you will accept for screening, the agency may only be doing minimal checking – such as criminal checks in the county of residence only.
The article does continue by stating “Ultimately, it’s the responsibility of HR to ensure that those workers don’t inflict damage on the organization and its people, buildings and reputation…These people have the keys to the kingdom. Once they’re inside your building, they have access to your files and have the potential to do great harm.”
A Benchmarking survey that was conducted by a screening company found that fewer than half of companies screen their temporary labor. Industry statistics show that temporary workers are more than 50 percent more likely than full-time workers to have a felony or drug related record.
Basically you have two options. You can screen those contracted and temporary employees through your screening system, or you can communicate with the agencies and have them follow your screening protocol. If you supply them with guidelines on the level of screening you expect to be performed, they will need to comply in order to keep your business. If a staffing vendor tells you they already do background checks, this may not be much of a defense for an employer if the check is considered inadequate or ineffective. For this reason, you need to have adequate due diligence in order to head off any potential problem down the road.
Filtration & Separations Recruiter - Background Checks and the Temporary Employee
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Screening and the Temporary Employee
In an article posted on the SHRM website, they discuss screening temporary employees and share the advice that screening should not be ignored when you bring a temporary employee in to your organization. The article goes on to mention that, with the tightening labor market, temporary and contract employees are making up 10-30 percent of the average work force in US Companies.
Some employers choose not to screen their temporary or contract employees, assuming that the agency that places them are doing the screening. Some agencies do screen those employees. However, if you don’t have guidelines set up with the agency on what you will accept for screening, the agency may only be doing minimal checking – such as criminal checks in the county of residence only.
The article does continue by stating “Ultimately, it’s the responsibility of HR to ensure that those workers don’t inflict damage on the organization and its people, buildings and reputation…These people have the keys to the kingdom. Once they’re inside your building, they have access to your files and have the potential to do great harm.”
A Benchmarking survey that was conducted by a screening company found that fewer than half of companies screen their temporary labor. Industry statistics show that temporary workers are more than 50 percent more likely than full-time workers to have a felony or drug related record.
Basically you have two options. You can screen those contracted and temporary employees through your screening system, or you can communicate with the agencies and have them follow your screening protocol. If you supply them with guidelines on the level of screening you expect to be performed, they will need to comply in order to keep your business. If a staffing vendor tells you they already do background checks, this may not be much of a defense for an employer if the check is considered inadequate or ineffective. For this reason, you need to have adequate due diligence in order to head off any potential problem down the road.
Filtration & Separations Recruiter - Background Checks and the Temporary Employee
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
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