Background Check Information

As a Filtration & Separations Recruiter, all finalist candidates for our clients are provided a complete background check. Our parent company BackTrack, Inc. provided the following information to better answer questions regarding the use of these background checks in your hiring decisions.

Common Questions Regarding the Use of a Background Check

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
www.ftc.gov/os/statutes/fcrajump.htm

To learn more about recruiting in the Industry visit us on the web at
www.rsipeople.com

To learn more about background checks visit our parent company BackTrack, Inc. at www.backtracker.com

Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com

www.rsipeople.com/filtration






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Filtration and Separations Recruiter

As a filtration recruiter and corporate sponsor of the American Filtration & Separations Society I had an opportunity to exhibit at their conference in May, 2008. I had an opportunity to meet current clients and introduce myself to whom I believe will be future clients. It was a pleasure to have this opportunity and to learn more of the filtration industry. I am always open to discussing how our executive search services can further enhance our clients organizations. Should you have a need please feel free to contact me.

Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com

www.rsipeople.com/filtration






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 and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment

Filtration Recruiter - Sales Growth

As a Filtration Recruiter focusing in different areas of the industry, it's always great to see the type of growth expected.

According to the EnvironmentalExpert.Com website and siting sources from The McIlvaine Company, growth in several areas of the industry are expected.
www.environmental-expert.com

Sales of Liquid Macrofiltration Filters and Media to reach $5.5 Billion by 2011.

Sales of the large dewatering and process filter equipment and media will continue to prosper and grow by $2 billion to more than $5.5 billion in 2011. This is the latest prediction by the McIlvaine Company in its online continually updated Liquid Filtration and Media World Markets.


Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
www.rsipeople.com


Filtration Recruiter Industry News

Filtration Recruiter

Resume Tip #1

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 Fluid Power Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.

Let’s begin with education, one of the most commonly misrepresented areas of a resume.

With the advent of the Internet, there has been an explosion in the number of unaccredited or diploma mills schools. With the proliferation of sites on the internet promising “degrees for life experience”, “degrees without setting foot inside of a classroom,” “earn the degree you deserve in six weeks,” and others, it has become easier for people to simply buy a college degree without having the skills or qualifications necessary.

Emails containing these promises arrive daily in your in box. As these “schools” become more prevalent, you may be tempted to sign up, pay the money and receive such a degree as to make your resume appear more creditable. Be leery of these types of schools. In order for a background screening company to verify your degree, it must come from an accredited school not what is called a “diploma mill”.

For more details regarding diploma mills, visit: http://www.ed.gov/admins/finaid/accred/index.html or http://www.ope.ed.gov/accreditation.

You may also choose to provide on your resume that you did receive a degree, when in fact you are actually just a few credits short or may still owe funds to the school. When a background check is conducted, the company will contact the school and provide to the employer that you do not have a degree. You may think this is minor, but to an employer, this becomes a red flag as to the type of person you are.

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
Fluid Power Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com