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.
Employee Theft
Small business fraud is on the rise. Depending on which survey you look at, small businesses are classified as a business with 100-1,000 employees or even 1,000 to 5,000 employees. So if you own or operate a small business that falls in one of those two categories, what can you do to help prevent your profit margin from going out the back door in an employee pocket?
Business consultants provide some very sound advice. Their step 1 starts off with “one of the most basic steps in preventing employee fraud is not to hire employees who have stolen previously”. They continue on in their article about other steps that a company can take, but step 1 seems almost to be an obvious answer.
Check past employment history. If an employer will provide dates and title only, see if an employee is eligible for rehire. That may or may not provide some insight in to that employee. Do criminal background checks and drug screening. If an employee is a frequent drug user, they may be more prone to theft or fraud. Also call on references. Many employers don’t contact references because they feel that an employee isn’t going to provide someone who gives a bad reference. However, the employee may be giving you a list of names that sound important assuming that you won’t call.
Other things an organization can do are to host audits, both surprise audits and external audits. Also consider job rotation if that is applicable within your organization. Set up an internal anonymous reporting policy where employees can contact a tip line to report information.
Business fraud costs organizations billions of dollars a year. A study in 2006 by the Association of Certified Fraud Examines (ACFE) reported the median loss of $159,000 with organizations of fewer than 100 employees suffering disproportionate losses in occupational fraud.
Start with the basics. Do background checking on employees to start. Get programs going in the organization that will help detect fraud after the employee is hired. The steps can help a company stay healthy and profitable.
Filtration & Separations Recruiter - Employee Theft
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 1, 2010
Thursday, November 11, 2010
Filtration & Separations Recruiter - Email Etiquette
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.
Email Etiquette
For good or evil, email has become one of the predominant methods of communication in the workplace. This can be emailing internally with different departments, or conversing by email with clients, sales people or department managers outside your office. Email etiquette is very important as this may be one of the first forms of communication another company has from you, and can even help protect your company from awkward liability issues.
Why should you worry about an etiquette policy? It isn’t like you don’t have enough to worry about on a daily basis running your business, but email etiquette is important for the following reasons: Professionalism, efficiency, and protection from liability.
Using proper email language will convey a professional image for your company. Emails that get to the point are much more effective than poorly worded or rambling emails, and employee awareness of email risks will protect your company from costly law suites. Some etiquette guidelines may differ, depending on the nature of your business and the corporate culture you deal with, however here are some suggestions for you if you choose to form a policy.
Be concise and to the point. Do not make it longer than it needs to be. A long email can be very discouraging to read and will frequently be deleted before you even get to the point.
Use proper spelling, grammar, and punctuation. Improper spelling, grammar and punctuation can give a bad impression of your company. Email with no full stops or commas are difficult to read and can sometimes even change the meaning of the text.
Do not attach unnecessary files. Many companies will have an email filter that will not allow attachments to come through from an unrecognized user. Large attachments are also annoying and can cause the receiver’s email system to go down.
Do not overuse the high priority function. If everything you send out has a high priority, people who are used to receiving email from you are going to start skipping over it, thinking it is just a normal communication from you. Remember the fable of the boy who cried wolf.
Do not write in all CAPITALS. If you write in all capitals, it seems as if you are shouting. This is seen as aggressive and can be highly annoying for the receiver.
Do not use email to discuss confidential issues. Sending an email is like sending a postcard. If you don’t want your email displayed on a bulletin board, don’t send it. Also, never make libelous, sexist or racially discriminating comments in an email, even if you mean it as a joke. It isn’t funny if the email falls in to the hands of someone other than who it was addressed to.
The list continues and most of it is based on common sense. If in doubt, search the internet and just type “email etiquette” in to your search engine. There are lots of articles out there describing the do’s and don’ts of email and using email. Once you have an email policy in effect, train your people on that policy. The employees that use email need to understand the importance of email etiquette and how it reflects on your business every time that “send” button is used. If you wish or you feel it is necessary, the implementation of the rules can also be monitored by using email management software and email response tools. You may have the need to use this software or you may decide it is too “big brother”, but keep in mind that the email that leaves your company is a direct reflection on your company.
Filtration & Separations Recruiter - Email Etiquette
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.
Email Etiquette
For good or evil, email has become one of the predominant methods of communication in the workplace. This can be emailing internally with different departments, or conversing by email with clients, sales people or department managers outside your office. Email etiquette is very important as this may be one of the first forms of communication another company has from you, and can even help protect your company from awkward liability issues.
Why should you worry about an etiquette policy? It isn’t like you don’t have enough to worry about on a daily basis running your business, but email etiquette is important for the following reasons: Professionalism, efficiency, and protection from liability.
Using proper email language will convey a professional image for your company. Emails that get to the point are much more effective than poorly worded or rambling emails, and employee awareness of email risks will protect your company from costly law suites. Some etiquette guidelines may differ, depending on the nature of your business and the corporate culture you deal with, however here are some suggestions for you if you choose to form a policy.
Be concise and to the point. Do not make it longer than it needs to be. A long email can be very discouraging to read and will frequently be deleted before you even get to the point.
Use proper spelling, grammar, and punctuation. Improper spelling, grammar and punctuation can give a bad impression of your company. Email with no full stops or commas are difficult to read and can sometimes even change the meaning of the text.
Do not attach unnecessary files. Many companies will have an email filter that will not allow attachments to come through from an unrecognized user. Large attachments are also annoying and can cause the receiver’s email system to go down.
Do not overuse the high priority function. If everything you send out has a high priority, people who are used to receiving email from you are going to start skipping over it, thinking it is just a normal communication from you. Remember the fable of the boy who cried wolf.
Do not write in all CAPITALS. If you write in all capitals, it seems as if you are shouting. This is seen as aggressive and can be highly annoying for the receiver.
Do not use email to discuss confidential issues. Sending an email is like sending a postcard. If you don’t want your email displayed on a bulletin board, don’t send it. Also, never make libelous, sexist or racially discriminating comments in an email, even if you mean it as a joke. It isn’t funny if the email falls in to the hands of someone other than who it was addressed to.
The list continues and most of it is based on common sense. If in doubt, search the internet and just type “email etiquette” in to your search engine. There are lots of articles out there describing the do’s and don’ts of email and using email. Once you have an email policy in effect, train your people on that policy. The employees that use email need to understand the importance of email etiquette and how it reflects on your business every time that “send” button is used. If you wish or you feel it is necessary, the implementation of the rules can also be monitored by using email management software and email response tools. You may have the need to use this software or you may decide it is too “big brother”, but keep in mind that the email that leaves your company is a direct reflection on your company.
Filtration & Separations Recruiter - Email Etiquette
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
Sunday, October 31, 2010
Filtration & Separations Recruiter - Fake Resumes
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 Resumes
Have you ever done a Google search, using the key words “fake resume”? If you do, you will find that there are approximately 513,000 hits for “fake resume”. The very first one that comes up when I searched it is Fake Resume – Home of the Fake Resume Guide . In reviewing the information, it appears that this site is very well written and contains a lot of useful information. Some of the key points of interest that were found are on the first page – “Isn’t this Unethical”?. The response was “…You may be saying to yourself, that adding things to your resume in wrong and unethical. Now in this post-Enron, post World-Com era it sure doesn’t seem like corporate America is too concerned with ethics”. The article continues on providing examples of how “Corporate America” is taking advantage of the worker with unpaid overtime, cutting retirement benefits, and makes reference to employers squeezing more work out of the employee “like a juicer squeezes an orange…it’s not pretty”.
What should be the scariest part for any employer is that they make an argument and offer all their advice at no charge. Anyone with internet access can get the guide for free. It gives very detailed information on how to fill in the gaps in employment history, fool proof methods to add experience to your resume, the best way to get fake references, and even how to get college transcripts from any University with any GPA you want. Hiring managers can take comfort in the fact that this particular website does not recommend anyone should lie on a job application, but only because of legal ramifications.
It appears that this guide is established to assist the job candidate in "fooling" an HR person or Hiring Manager, with the idea that both individuals may not have the time and resources needed to do a thorough background check.
Filtration & Separations Recruiter - Fake Resumes
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 Resumes
Have you ever done a Google search, using the key words “fake resume”? If you do, you will find that there are approximately 513,000 hits for “fake resume”. The very first one that comes up when I searched it is Fake Resume – Home of the Fake Resume Guide . In reviewing the information, it appears that this site is very well written and contains a lot of useful information. Some of the key points of interest that were found are on the first page – “Isn’t this Unethical”?. The response was “…You may be saying to yourself, that adding things to your resume in wrong and unethical. Now in this post-Enron, post World-Com era it sure doesn’t seem like corporate America is too concerned with ethics”. The article continues on providing examples of how “Corporate America” is taking advantage of the worker with unpaid overtime, cutting retirement benefits, and makes reference to employers squeezing more work out of the employee “like a juicer squeezes an orange…it’s not pretty”.
What should be the scariest part for any employer is that they make an argument and offer all their advice at no charge. Anyone with internet access can get the guide for free. It gives very detailed information on how to fill in the gaps in employment history, fool proof methods to add experience to your resume, the best way to get fake references, and even how to get college transcripts from any University with any GPA you want. Hiring managers can take comfort in the fact that this particular website does not recommend anyone should lie on a job application, but only because of legal ramifications.
It appears that this guide is established to assist the job candidate in "fooling" an HR person or Hiring Manager, with the idea that both individuals may not have the time and resources needed to do a thorough background check.
Filtration & Separations Recruiter - Fake Resumes
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
Thursday, September 23, 2010
Filtration & Separations Recruiter - Are Background Checks Legal?
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.
Are Background Checks Legal?
Is it legal to use background search information in hiring decisions?
Yes, it is. Misrepresentation or falsifying information on a job application or resume may be grounds for firing an employee or denying an applicant. Additionally your company may be held liable for “negligent hiring” if you employ a dangerous or unqualified person in a job where they could harm others.
What laws govern the use of background checks?
The Fair Credit Reporting Act (FCRA) defines how background checks should be conducted and used when outsourced to third-party companies such as BackTrack. The FCRA must be used in conjunction with state laws when doing background checks for your location. For a full text or specifics regarding the FCRA and the related FACT Act, go to http://www.ftc.gov/os/statutes/fcrajump.htm
Filtration & Separations Recruiter - Are Background Checks Legal?
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.
Are Background Checks Legal?
Is it legal to use background search information in hiring decisions?
Yes, it is. Misrepresentation or falsifying information on a job application or resume may be grounds for firing an employee or denying an applicant. Additionally your company may be held liable for “negligent hiring” if you employ a dangerous or unqualified person in a job where they could harm others.
What laws govern the use of background checks?
The Fair Credit Reporting Act (FCRA) defines how background checks should be conducted and used when outsourced to third-party companies such as BackTrack. The FCRA must be used in conjunction with state laws when doing background checks for your location. For a full text or specifics regarding the FCRA and the related FACT Act, go to http://www.ftc.gov/os/statutes/fcrajump.htm
Filtration & Separations Recruiter - Are Background Checks Legal?
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, August 13, 2010
Filtration & Separations Recruiter
Lisa Sprowls is an Executive Recruiter specializing in serving the needs of the Filtration Industry. She works on a national basis on both contingency and retained searches. Positions range from General, Plant and Production Management, all areas of Manufacturing, Sales, Quality, Engineering, Human Resources, Financial and Technical, to the most Senior-Level Management positions in a company. RSI’s affiliation with BackTrack Inc. allows us to conduct full background checks on finalist candidates as a value-added service to our clients.
Lisa’s clients are primarily manufacturers, distributors and municipalities which range from the largest domestic and international companies, to small successful privately held organizations. Some areas include but are not limited to: Water, Oil, Gas, Air, Industrial, Cartridge, Chemical, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Fibers, Filtration Supplies, Wastewater, Storm Water Environmental, Dewatering Equipment, Woven, and Nonwovens.
Lisa, along with her team, appreciates the opportunity to introduce themselves to you and would look forward to working with you in the future. Please feel free to contact us at any time.
Lisa Sprowls
The Filtration Group of RSI
Phone – 800-992-3875 x313
E-mail lisa@rsipeople.com
Visit us at www.rsipeople.com/filtration
Has achieved pacesetter status
Member of The Water Environment Federation
Corporate Sponsor of American Filtration & Separations Society
Member of National Air Filtration Association
Member of INDA
Contributing Editor of Water and Wastewater.com Blog
Member of The Fluid Power Society
OAESP Member (Ohio Association of Executive Search Professionals)
Filtration & Separations Recruiter, Lisa Sprowls, Filtration Group of RSI, Recruiter Solutions International, Filter, FIltration
Lisa’s clients are primarily manufacturers, distributors and municipalities which range from the largest domestic and international companies, to small successful privately held organizations. Some areas include but are not limited to: Water, Oil, Gas, Air, Industrial, Cartridge, Chemical, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Fibers, Filtration Supplies, Wastewater, Storm Water Environmental, Dewatering Equipment, Woven, and Nonwovens.
Lisa, along with her team, appreciates the opportunity to introduce themselves to you and would look forward to working with you in the future. Please feel free to contact us at any time.
Lisa Sprowls
The Filtration Group of RSI
Phone – 800-992-3875 x313
E-mail lisa@rsipeople.com
Visit us at www.rsipeople.com/filtration
Has achieved pacesetter status
Member of The Water Environment Federation
Corporate Sponsor of American Filtration & Separations Society
Member of National Air Filtration Association
Member of INDA
Contributing Editor of Water and Wastewater.com Blog
Member of The Fluid Power Society
OAESP Member (Ohio Association of Executive Search Professionals)
Filtration & Separations Recruiter, Lisa Sprowls, Filtration Group of RSI, Recruiter Solutions International, Filter, FIltration
Wednesday, July 14, 2010
Filtration & Separations Recruiter - How Much Experience Does Your Job Candidate Really Have?
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 Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Filtration & Separations Recruiter - How Much Experience Does Your Job Candidate Really Have?
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.
How Much Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Filtration & Separations Recruiter - How Much Experience Does Your Job Candidate Really Have?
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
Thursday, June 17, 2010
Filtration & Separations Recruiter - Statewide Criminal 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.
Statewide Criminal Searches
There are states that allow access to their State Police Records Repository and this is where we can get a statewide criminal search. There are advantages to the statewide criminal search, as well as some disadvantages.
When a true statewide is done, the records repository holds records for all counties within the state. So if you go to the State of Michigan to do a statewide criminal search, you are getting a state that reports from all counties within the state. One thing to be aware of is that each state does charge an access fee. That is a fee over and above what you would normally pay for a criminal search. The state charges this fee to allow access to their records systems. The advantage to obtaining a statewide criminal search is that you get every county in that state, making it a less expensive and more thorough search than just a standard county criminal search.
Another advantage to a statewide criminal search includes multiple names. Some state will allow you to search more than one last name for a candidate, or more than 1 variation of a first name. If you are checking on a female applicant, the state may allow you to search both a married name and a maiden name for the same cost. You may also search a first name, such as Robert and Bob for the same fees for some states.
Some states offer a statewide search but there may be issues with those records. A state may not have a disposition on the case, or the information is incomplete in their records. Under the FCRA (Fair Credit Reporting Act), in order for a screening company to report those records to you, they must research the case and obtain all the missing data. This generally requires that the investigator goes to the county courthouse where the charges originated in order to verify the criminal records.
Other states may offer a statewide criminal search and yet all counties do not report to the state records repository. This is not a true statewide criminal search, and background companies who operate under the FCRA will tell you that these are not true statewide records and recommend that you defer to the county criminal searches instead.
To add to all this, you also have states that have special circumstances. Maybe they have to have a special request form that is signed or notarized, maybe they have an extremely long turnaround time, or maybe they do not accept request except through a digital fingerprint system.
Regardless of the way the search is requested, if you work with a reputable background screening company they can let you know if the states you are looking at doing criminal background checks in offer a reliable statewide search. If they do, you may find this form of criminal records search more cost effective.
Filtration & Separations Recruiter - Statewide Criminal 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 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.
Statewide Criminal Searches
There are states that allow access to their State Police Records Repository and this is where we can get a statewide criminal search. There are advantages to the statewide criminal search, as well as some disadvantages.
When a true statewide is done, the records repository holds records for all counties within the state. So if you go to the State of Michigan to do a statewide criminal search, you are getting a state that reports from all counties within the state. One thing to be aware of is that each state does charge an access fee. That is a fee over and above what you would normally pay for a criminal search. The state charges this fee to allow access to their records systems. The advantage to obtaining a statewide criminal search is that you get every county in that state, making it a less expensive and more thorough search than just a standard county criminal search.
Another advantage to a statewide criminal search includes multiple names. Some state will allow you to search more than one last name for a candidate, or more than 1 variation of a first name. If you are checking on a female applicant, the state may allow you to search both a married name and a maiden name for the same cost. You may also search a first name, such as Robert and Bob for the same fees for some states.
Some states offer a statewide search but there may be issues with those records. A state may not have a disposition on the case, or the information is incomplete in their records. Under the FCRA (Fair Credit Reporting Act), in order for a screening company to report those records to you, they must research the case and obtain all the missing data. This generally requires that the investigator goes to the county courthouse where the charges originated in order to verify the criminal records.
Other states may offer a statewide criminal search and yet all counties do not report to the state records repository. This is not a true statewide criminal search, and background companies who operate under the FCRA will tell you that these are not true statewide records and recommend that you defer to the county criminal searches instead.
To add to all this, you also have states that have special circumstances. Maybe they have to have a special request form that is signed or notarized, maybe they have an extremely long turnaround time, or maybe they do not accept request except through a digital fingerprint system.
Regardless of the way the search is requested, if you work with a reputable background screening company they can let you know if the states you are looking at doing criminal background checks in offer a reliable statewide search. If they do, you may find this form of criminal records search more cost effective.
Filtration & Separations Recruiter - Statewide Criminal 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 Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Friday, May 21, 2010
Filtration & Separations - Another Reason 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.
Another Reason to do Background Checks
Recently, an article was published in Smart Business Magazine that makes a lot of sense. The interviewer quoted Ted Moss (the founder and CEO of a pre-employment screening agency) on his views on doing background checks. Basically, Mr. Moss stated that there are 2 types of screening – the instant checks and the comprehensive checks – as far as criminal searches. Instant checks are checks available online that come back instantly, and the comprehensive checks take 24-48 hours, which indicate that someone is taking a little more time to do a little more work.
Statistically, if your company does pre-employment background checks you will have fewer turnovers. Doing the background check will allow you to see if the employee will fit in to your work environment or if that potential employee has some serious issues that will cause serious issues within your organization.
You also have to decide if you are going to do the screening yourself, or if you are going to hire a company to do it. He provides the analogy of the plumber. If you need a pipe fixed, you can do it yourself or hire a professional. If you do it yourself, you will need to educate yourself on what to do or not do and will need some expertise to do the job right. Hiring a company is also hiring their expertise.
You have to justify for yourself the cost of pre-employment screening. If you hire a company and their expertise, you may spend $100 depending on how in depth you want to go. However, if you look at your costs, it can cost you between $7,000 and $15,000 to hire and train a new employee. Your $100 investment may well be worth it to get the right employee.
And last, but certainly not least, are the reasons to do the background checks. You do pre-employment screening to be proactive in protecting your self, your company, your employees and your customers. The US Chamber of Commerce says that, according to their statistics, 33 percent of US business bankruptcies are due to employee theft and embezzlement. The Society for Human Resource Management states that 45 percent of all resumes obtained contain at least one major fabrication. The numbers speak for themselves.
Filtration & Separations - Another Reason 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.
Another Reason to do Background Checks
Recently, an article was published in Smart Business Magazine that makes a lot of sense. The interviewer quoted Ted Moss (the founder and CEO of a pre-employment screening agency) on his views on doing background checks. Basically, Mr. Moss stated that there are 2 types of screening – the instant checks and the comprehensive checks – as far as criminal searches. Instant checks are checks available online that come back instantly, and the comprehensive checks take 24-48 hours, which indicate that someone is taking a little more time to do a little more work.
Statistically, if your company does pre-employment background checks you will have fewer turnovers. Doing the background check will allow you to see if the employee will fit in to your work environment or if that potential employee has some serious issues that will cause serious issues within your organization.
You also have to decide if you are going to do the screening yourself, or if you are going to hire a company to do it. He provides the analogy of the plumber. If you need a pipe fixed, you can do it yourself or hire a professional. If you do it yourself, you will need to educate yourself on what to do or not do and will need some expertise to do the job right. Hiring a company is also hiring their expertise.
You have to justify for yourself the cost of pre-employment screening. If you hire a company and their expertise, you may spend $100 depending on how in depth you want to go. However, if you look at your costs, it can cost you between $7,000 and $15,000 to hire and train a new employee. Your $100 investment may well be worth it to get the right employee.
And last, but certainly not least, are the reasons to do the background checks. You do pre-employment screening to be proactive in protecting your self, your company, your employees and your customers. The US Chamber of Commerce says that, according to their statistics, 33 percent of US business bankruptcies are due to employee theft and embezzlement. The Society for Human Resource Management states that 45 percent of all resumes obtained contain at least one major fabrication. The numbers speak for themselves.
Filtration & Separations - Another Reason 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
Thursday, April 15, 2010
The Secrets to Job Hunting Success
The Secrets to Job Hunting Success
Sunday, February 21, 2010
By Tracey Read
Bob Gandee estimates that half the resumes he sees in his Mentor recruitment operation are poorly done.
"There is no excuse for that," said Gandee, president of Recruiting Solutions International.
Gandee is also president of Mentor-based BackTrack employment background check company, which was named one of the nation's fastest-growing companies by Inc. magazine.
Gandee spoke recently with The News-Herald about what techniques offer the best chances of landing a job in today's challenging market.
The News-Herald: What types of mistakes do you see job seekers make most often?
Gandee: I think most people have little experience in interviewing and writing resumes. I think many job seekers are laboring with a lot of misconceptions about how to interview and market themselves.
For example, on resumes we'll see misspellings, typos and extraneous information, like, 'I love to play golf.'
That's the kiss of death. I've heard sales managers say, 'Well, are they gonna be out on the golf course during the day or out pounding the pavement?'
Or they might indicate some allegiance to one political party or the other. If you're a Democrat interviewing with a conservative Republican, you've already got a strike against you. Or many times, they'll put a career goal on their resume and their career goal might be in conflict with the job they're interviewing for.
Everything starts with going back and putting together an effective resume.
People should look at a resume like a car manufacturer looks at their brochures — it's an advertising piece that is going to be the document in many cases that will determine whether or not you're even interviewed. Have people you respect critique your resume.
N-H: After the resume is fixed, what next?
Gandee: We encourage people to explore all avenues for job listings. On the Internet, post your resume on monster and careerbuilder. People should certainly be on LinkedIn. That has gotten to be a tremendous networking site that employers and recruiters utilize.
Also, take note of what skills you have to offer and put together a list of companies that might be interested in your skills. And then put together a mini-marketing program about how you might sell your services to those companies. For example, e-mail your resume to the person who would most likely be the person who would hire you. Then follow up with a phone call a few days later.
Contact recruitment companies and send your resume to them. Recruiters try to find people that have the skills that companies are looking for. Oftentimes, we'll find the person's resume on the Internet or recruit someone who isn't actively looking for work.
The people who are aggressively promoting themselves by posting their resumes on various job boards and marketing themselves directly to companies are more likely to find some openings that aren't being advertised.
N-H: Besides careless errors and too much personal information, what are some other examples of things you should never do on a resume?
Gandee: Don't lie. A lot of people are eliminated unnecessarily because they took liberties on their resumes. Employers don't look kindly on this. Probably 60 to 70 percent of employers now contract with screening companies like ours to do background checks before you're even offered the job. The No. 1 thing people lie about are their education credentials. The second biggest thing are exaggerations of their previous employment — their responsibilities and achievements.
N-H: Are there old job hunting techniques that just don't hold up in today's market?
Gandee: I've been in the industry for 35 years, and the same dynamics that worked 35 years ago still work today. It's just the technology that's different. People hire who they like. So when you're interviewing, you need to be likable.
N-H: What one simple thing should job seekers do right now?
Gandee: Go out and get this book (by Martin Yate) titled, "Knock 'em Dead." It was on the New York Times Bestseller lists a number of years ago. It's probably the best book I've ever seen regarding how to write a resume, how to interview and how to market yourself. We have been known to send the book out to some of our candidates, but it got to be kind of expensive.
Top 10 interview bloopers
-Poor handshake. The "dead fish" gives the impression of disinterest or - weakness.
-Talking too much. The impression: The candidate is covering something up or is outright lying.
-Talking negatively about current or past employers/managers: Even if your last boss was Attila the Hun, never state your ill feelings about him or her.
-Showing up late or too early. Always arrive on time, but never more than 10 minutes early.
-Treating the receptionist rudely: Don't mistake low rank for low input.
-Asking about benefits, vacation time or salary: What if a car salesman asked to see your credit report before allowing you to test drive the cars?
-Not preparing for the interview.
-Verbal tics: "Ummm," "like," "you know."
-Not enough/too much eye contact.
-Failure to match communication styles: Mirror the way the interviewer treats you.
Source: quintcareers.com.
URL: http://www.news-herald.com/articles/2010/02/21/life/nh1979351.prt
© 2010 news-herald.com, a Journal Register Property
Sunday, February 21, 2010
By Tracey Read
Bob Gandee estimates that half the resumes he sees in his Mentor recruitment operation are poorly done.
"There is no excuse for that," said Gandee, president of Recruiting Solutions International.
Gandee is also president of Mentor-based BackTrack employment background check company, which was named one of the nation's fastest-growing companies by Inc. magazine.
Gandee spoke recently with The News-Herald about what techniques offer the best chances of landing a job in today's challenging market.
The News-Herald: What types of mistakes do you see job seekers make most often?
Gandee: I think most people have little experience in interviewing and writing resumes. I think many job seekers are laboring with a lot of misconceptions about how to interview and market themselves.
For example, on resumes we'll see misspellings, typos and extraneous information, like, 'I love to play golf.'
That's the kiss of death. I've heard sales managers say, 'Well, are they gonna be out on the golf course during the day or out pounding the pavement?'
Or they might indicate some allegiance to one political party or the other. If you're a Democrat interviewing with a conservative Republican, you've already got a strike against you. Or many times, they'll put a career goal on their resume and their career goal might be in conflict with the job they're interviewing for.
Everything starts with going back and putting together an effective resume.
People should look at a resume like a car manufacturer looks at their brochures — it's an advertising piece that is going to be the document in many cases that will determine whether or not you're even interviewed. Have people you respect critique your resume.
N-H: After the resume is fixed, what next?
Gandee: We encourage people to explore all avenues for job listings. On the Internet, post your resume on monster and careerbuilder. People should certainly be on LinkedIn. That has gotten to be a tremendous networking site that employers and recruiters utilize.
Also, take note of what skills you have to offer and put together a list of companies that might be interested in your skills. And then put together a mini-marketing program about how you might sell your services to those companies. For example, e-mail your resume to the person who would most likely be the person who would hire you. Then follow up with a phone call a few days later.
Contact recruitment companies and send your resume to them. Recruiters try to find people that have the skills that companies are looking for. Oftentimes, we'll find the person's resume on the Internet or recruit someone who isn't actively looking for work.
The people who are aggressively promoting themselves by posting their resumes on various job boards and marketing themselves directly to companies are more likely to find some openings that aren't being advertised.
N-H: Besides careless errors and too much personal information, what are some other examples of things you should never do on a resume?
Gandee: Don't lie. A lot of people are eliminated unnecessarily because they took liberties on their resumes. Employers don't look kindly on this. Probably 60 to 70 percent of employers now contract with screening companies like ours to do background checks before you're even offered the job. The No. 1 thing people lie about are their education credentials. The second biggest thing are exaggerations of their previous employment — their responsibilities and achievements.
N-H: Are there old job hunting techniques that just don't hold up in today's market?
Gandee: I've been in the industry for 35 years, and the same dynamics that worked 35 years ago still work today. It's just the technology that's different. People hire who they like. So when you're interviewing, you need to be likable.
N-H: What one simple thing should job seekers do right now?
Gandee: Go out and get this book (by Martin Yate) titled, "Knock 'em Dead." It was on the New York Times Bestseller lists a number of years ago. It's probably the best book I've ever seen regarding how to write a resume, how to interview and how to market yourself. We have been known to send the book out to some of our candidates, but it got to be kind of expensive.
Top 10 interview bloopers
-Poor handshake. The "dead fish" gives the impression of disinterest or - weakness.
-Talking too much. The impression: The candidate is covering something up or is outright lying.
-Talking negatively about current or past employers/managers: Even if your last boss was Attila the Hun, never state your ill feelings about him or her.
-Showing up late or too early. Always arrive on time, but never more than 10 minutes early.
-Treating the receptionist rudely: Don't mistake low rank for low input.
-Asking about benefits, vacation time or salary: What if a car salesman asked to see your credit report before allowing you to test drive the cars?
-Not preparing for the interview.
-Verbal tics: "Ummm," "like," "you know."
-Not enough/too much eye contact.
-Failure to match communication styles: Mirror the way the interviewer treats you.
Source: quintcareers.com.
URL: http://www.news-herald.com/articles/2010/02/21/life/nh1979351.prt
© 2010 news-herald.com, a Journal Register Property
Saturday, March 20, 2010
Filtration & Separations Recruiter - Do You Google Your Applicants?
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 You Google Your Applicants?
The internet has become a wonderful tool in many different ways. We can find out pretty much anything we want to know from anywhere around the world. Want to know what the weather is currently like where you are going on vacation? Internet it. Want to know what type of vehicle has the best safety features? Internet the question. Want to know if your job applicant has a MySpace page? How easy can it be to check. While the checking may be very easy, what are you going to do with it once you have the information? Can it be used in a hiring decision? Can I Google someone and find out information and use that for a hiring decision?
If you ask a reputable screening agency, the first thing they should tell you is to consult your legal department. This is a decision that your company has to decide for themselves. However, there are some things that an employer needs to be aware of when doing these searches. If you Google someone and find out that they were arrested half way across the United States and you found the arrest records or even a newspaper article about it – that is not a conviction. Records are unsubstantiated. You don’t know if there was a conviction or if the case even went to court. If you find out that your candidate prefers an alternative life style, of what use is that information to you and would it affect the job that they would be doing for the company?
Recent surveys show that approximately 25% of hiring managers use internet search engines to research potential employees, according to an online survey released by CareerBuilder and 12% do searches on social networking sites such as MySpace or Face Book. Of those hiring managers, 63% have indicated they did not hire a person based on what they found. A question that should come up is – on MySpace or Face Book, who put in the information? Was it our candidate or was it someone who is considered a peer? Is it fact or fiction?
Filtration & Separations Recruiter - Do You Google Your Applicants?
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 You Google Your Applicants?
The internet has become a wonderful tool in many different ways. We can find out pretty much anything we want to know from anywhere around the world. Want to know what the weather is currently like where you are going on vacation? Internet it. Want to know what type of vehicle has the best safety features? Internet the question. Want to know if your job applicant has a MySpace page? How easy can it be to check. While the checking may be very easy, what are you going to do with it once you have the information? Can it be used in a hiring decision? Can I Google someone and find out information and use that for a hiring decision?
If you ask a reputable screening agency, the first thing they should tell you is to consult your legal department. This is a decision that your company has to decide for themselves. However, there are some things that an employer needs to be aware of when doing these searches. If you Google someone and find out that they were arrested half way across the United States and you found the arrest records or even a newspaper article about it – that is not a conviction. Records are unsubstantiated. You don’t know if there was a conviction or if the case even went to court. If you find out that your candidate prefers an alternative life style, of what use is that information to you and would it affect the job that they would be doing for the company?
Recent surveys show that approximately 25% of hiring managers use internet search engines to research potential employees, according to an online survey released by CareerBuilder and 12% do searches on social networking sites such as MySpace or Face Book. Of those hiring managers, 63% have indicated they did not hire a person based on what they found. A question that should come up is – on MySpace or Face Book, who put in the information? Was it our candidate or was it someone who is considered a peer? Is it fact or fiction?
Filtration & Separations Recruiter - Do You Google Your Applicants?
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, February 26, 2010
Filtration & Separations Recruiter - Assessment Testing for Employees
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.
Assessment Testing for Employees
Recruiting, hiring and training of new employees is expensive. You have to recruite or advertise a position, then you start the interview process. During the interview you are trying to determine if this is a candidate that would be a good fit for your company and if the candidate seems to have the skill set that the position requires. Then, when you do bring a new hire in to fill the position you also have to train that person for your company specific standards to the position. All of this is costly in terms of time and money. If you have made a good hire, it is well worth the investment. However, if you hire that person and find out within the few months that the position just isnt a good fit, you are out that money. Worse yet, you need to start all over to fill the position.
While interviews and background checks are a great tool, another tool that may be useful to your organization is assessment testing. There are hundreds of different types of tests out there – skills testing, personality testing, behavior testing, even IQ testing if you are interested. Generally, a company will have agreed to start using these “forecasters” for new employees. Before you start to test potential new hires, you may want to have your top performers that are already working with your company take the tests. This will provide you with a set of “benchmarks” that you can use to gauge new hire testing on. There are traits and characteristics that your top performers have that you may like to see in your new hire candidates as well. Once benchmarks are set, use these to determine if your new hire will be a fit with your organization.
There are some studies out there that indicate as many as 25% of new hires don’t make it the first 3 months within an organization. That is an expensive number. Assessment testing can be a very low cost alternative to be utilitized as another tool to “be sure before you hire”.
Filtration & Separations Recruiter - Assessment Testing for Employees
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.
Assessment Testing for Employees
Recruiting, hiring and training of new employees is expensive. You have to recruite or advertise a position, then you start the interview process. During the interview you are trying to determine if this is a candidate that would be a good fit for your company and if the candidate seems to have the skill set that the position requires. Then, when you do bring a new hire in to fill the position you also have to train that person for your company specific standards to the position. All of this is costly in terms of time and money. If you have made a good hire, it is well worth the investment. However, if you hire that person and find out within the few months that the position just isnt a good fit, you are out that money. Worse yet, you need to start all over to fill the position.
While interviews and background checks are a great tool, another tool that may be useful to your organization is assessment testing. There are hundreds of different types of tests out there – skills testing, personality testing, behavior testing, even IQ testing if you are interested. Generally, a company will have agreed to start using these “forecasters” for new employees. Before you start to test potential new hires, you may want to have your top performers that are already working with your company take the tests. This will provide you with a set of “benchmarks” that you can use to gauge new hire testing on. There are traits and characteristics that your top performers have that you may like to see in your new hire candidates as well. Once benchmarks are set, use these to determine if your new hire will be a fit with your organization.
There are some studies out there that indicate as many as 25% of new hires don’t make it the first 3 months within an organization. That is an expensive number. Assessment testing can be a very low cost alternative to be utilitized as another tool to “be sure before you hire”.
Filtration & Separations Recruiter - Assessment Testing for Employees
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
Thursday, January 7, 2010
Filtration & Separations Recruiter - How Did You Do That?
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 Did You Do That?
A common question we get is “where did you find that information?”. There is a large misconception “out there” about secret databases and information stockpiles. In part, this is caused by the internet. In the last 10 years or so, any time we had a question we could go to the internet for the answer. “Just Google it” is a common phrase heard ‘round the world.
However, when background screening is added to this equation, you have to be very careful “just Googleing it”. If you do an internet search for criminal records the records you find may not be accurate. You may be getting records of arrest where a case has been dismissed or someone was found not guilty. You may even find inaccurate information or information that isn’t really related to whomever you are searching for.
A reputable background screening company is going to get the information for you the old fashioned way. They are going to call the employers, they are going to call the schools and they will send court runners in to the courts. The information that they provide to you will be in a report that you can view, print, or keep in a file. That report is also going to be FCRA compliant and can be used as a tool when you make a hiring decision
Filtration & Separations Recruiter - How Did You Do That?
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.
How Did You Do That?
A common question we get is “where did you find that information?”. There is a large misconception “out there” about secret databases and information stockpiles. In part, this is caused by the internet. In the last 10 years or so, any time we had a question we could go to the internet for the answer. “Just Google it” is a common phrase heard ‘round the world.
However, when background screening is added to this equation, you have to be very careful “just Googleing it”. If you do an internet search for criminal records the records you find may not be accurate. You may be getting records of arrest where a case has been dismissed or someone was found not guilty. You may even find inaccurate information or information that isn’t really related to whomever you are searching for.
A reputable background screening company is going to get the information for you the old fashioned way. They are going to call the employers, they are going to call the schools and they will send court runners in to the courts. The information that they provide to you will be in a report that you can view, print, or keep in a file. That report is also going to be FCRA compliant and can be used as a tool when you make a hiring decision
Filtration & Separations Recruiter - How Did You Do That?
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
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