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 Resume - Part 2
In the How to Fake a Resume Guide there are basic instructions, including a definition of what a fake resume is. The explanation is “Basically, a fake resume is one in which specific alteration of your employment history is made in order to deceive a human resources person or hiring authority in order to get hired”. The advise offered is that a person should not lie on their resume about something if they have no basic knowledge of that subject to begin with – such as with programming language or computer skills. However the advise offered is if the candidate is familiar with the subject and feels they can get up to speed rapidly once they have the job, go ahead and pad the resume. In other words, only lie about things that can be backed up.
One bit of advise that is also offered to job candidates following these guidelines is to have the candidate “smoke out” the employers that use professional screeners. The candidate is advised to ask the hiring manager “I’d like to tell my references who will be calling. Will you call or will you use a service?” Candidates are then advised that if it is a service that is going to be calling, the candidate should back off and not pursue the job. If it is not a professional screening they are advised “it’s full speed ahead”.
Filtration, Water Treatment, Waste Water Industry Recruiter
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, November 11, 2015
Thursday, January 29, 2015
Succession Planning
At about the time the baby boomers begin retiring from the work force, the flow of additional workers will just about grind to a halt. For every young person entering the workforce from high school or college, an older person will be leaving the workforce and heading for retirement. Time Magazine has predicted an unprecedented employment gap when that happens. Reports show that the rebound in the industry is bringing up concerns for future expansions and succession planning. Where does this leave your company?
Here at RSI, our staff has been diligent in locating those hard to find candidates so our clients can continue to grow as their employees leave to enjoy their golden years. With each search assignment, we uncover dozens of other highly qualified candidates that did not meet the skills needed for that particular search. That leaves us with numerous excellent candidates who are currently employed, reasonably happy and doing a good job but are keeping their eyes open for the next step in their career.
Since the Filtration Group of RSI does not just scour the internet for candidates, we find those candidates that cannot be found through traditional employment ads and job posting boards. We specialize in all areas of the industry; our knowledgeable staff stands ready to talk to you about your distinct need and is ready to customize a search to go directly after what you need and minimize the learning curve in your open position. Feel free to contact me at our toll-free number if we can be of assistance in any of your recruitment needs.
Lisa Sprowls
The Filtration Group
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Succession Planning
Here at RSI, our staff has been diligent in locating those hard to find candidates so our clients can continue to grow as their employees leave to enjoy their golden years. With each search assignment, we uncover dozens of other highly qualified candidates that did not meet the skills needed for that particular search. That leaves us with numerous excellent candidates who are currently employed, reasonably happy and doing a good job but are keeping their eyes open for the next step in their career.
Since the Filtration Group of RSI does not just scour the internet for candidates, we find those candidates that cannot be found through traditional employment ads and job posting boards. We specialize in all areas of the industry; our knowledgeable staff stands ready to talk to you about your distinct need and is ready to customize a search to go directly after what you need and minimize the learning curve in your open position. Feel free to contact me at our toll-free number if we can be of assistance in any of your recruitment needs.
Lisa Sprowls
The Filtration Group
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Succession Planning
Friday, January 3, 2014
Regional Sales Manager - Air Filtration
Our client is a manufacturer that focuses in complete air filtration system design in the dust, fume and mist collection industry. They have been in business for over 50 years and are a well established successful organization on a worldwide basis. They have retained our services to help them fill a Central Regional Sales Manager position. This position will report directly to the National Sales Manager and have responsibility for a territory working with an industrial distribution network. It will work with product specialists and manufacturing to identify which products and industries will receive focus, then develop and implement strategies to reach those markets through distribution and manage reps directly while driving sales domestically.
What we are looking for is someone who has experience establishing and managing distribution relationships. This individual will look to grow within the domestic market and achieve the company vision of being the best in the industry. The position will be home based and preferably located within the territory which consists of ND, SD, MN, WI, IL, IN, OH, MI, KY, TN, LA, AR and eastern MO. The ideal individual would have industrial experience and not necessarily in filtration.
Please contact Lisa via email at: lisa@rsipeople to learn more
Deputy Director of Water
Our client is a municipality located in southwestern Ohio. They have retained our services to fill a Deputy Director of Water position. This position will be responsible for administrative duties relating to 7 divisions within the municipality. It will have 9 direct reports which include 2 civil engineers. The position will deal with business development of engineering services in the areas of municipal water, wastewater, storm water and other environmental services, as well as overseeing all functions within the departments including those shared with other city departments, consultants and outside agencies.
What we are looking for is someone who as a good business development/finance background in the area of water or wastewater. Someone that has the ability to sell the municipal water services to surrounding areas.
Please contact Lisa via email at: lisa@rsipeople to learn more
Midwest Account Manager - HEPA/ULPA Filtration
Our client is a very well known, financially strong manufacturer of separation, purification, and filtration products. We are working with one of their divisions which is growing rapidly as they expand their product offerings and establish new markets. They offer a small company atmosphere with an opportunity for growth and the company has been investing financially to grow the business. They are in need of an Account Manager for their Industrial Filtration business which will be responsible to call on the high efficiency markets (such as HEPA and ULPA filtration), Petro Chemical, Military, and other varied industrial markets and distributors. Additional responsibilities include managing existing accounts as well as growing new business defined by the company as it continues to innovate and position itself as a developer of value proposition products. This position will be home based and will require the candidate to be located in the Midwest (Ohio, Michigan, Indiana, Kentucky or Illinois). The position will require 50% - 70% travel.
What we are looking for is someone that has experience in HEPA/ULPA filtration as well as industrial filtration applications; someone that has had account management experience; and someone who is open to travel and has a solid track record of maintaining and establishing accounts in selling to OEMs and distributors.
Please contact Lisa via email at: lisa@rsipeople.com
Materials Account Manager - Microfiltration
Our client is a financially strong, global provider of filtration systems and products. They are over 100 years old and are a very well known branded organization. Their growth is due to their innovative research and development to provide superior quality products to their customers. They have retained our services to fill a Technical Materials Account Manager to be located in Pennsylvania. This position will be responsible for managing and growing existing accounts as well as developing new accounts in biopharm, food & beverage and other industrial accounts. It will work closely with engineering to assist in improving current products as well as development of new products.
What we are looking for is someone that has experience in microfiltration. Someone that has managed accounts and has a good technical background that will be a solutions provider to their customers. This position will be located in Pennsylvania with relocation assistance being provided.
Please contact Lisa via email at lisa@rsipeople.com
Director of Business Development - Water Treatment
Our client is a very successful privately held supplier to the filtration industry on a global basis. They are a very solid organization with a highly dedicated strong management team. They have seen tremendous growth and success with pre coat filters and because of that, have retained our services to fill a Director of Business Development for Water Treatment position which will be responsible for the commercialization of a mineral based adsorbent for the removal of arsenic from aqueous solutions. It will be responsible for working with 3rd party manufacturers that require filter aids for their products or systems. In turn they will work with individuals on proprietary media and trademarked packages. They will be responsible for working with companies that will then sell the aid or media to a specialized distributor that works with engineering firms to secure business at local municipalities, mining or brew companies or anyone needing purified water. Travel will be necessary.
What we are looking for is someone that has experience in the water treatment industry with granular actuated carbons being a plus. Someone that has a technical background, experience in business development in the water treatment industry and experience in selling through distribution. Experience running technical trials in a pilot plant environment is a plus. A degree is required for this position. This is a top-notch organization with an excellent reputation as a leader in their industry. They are offering a very lucrative compensation package including a Base Salary, Bonus Potential, Relocation, and Full Benefits. This is an opportunity with a tremendous amount of future growth potential
Please contact Lisa via email at lisa@rsipeople.com
Global Business Development Specialist - Filter aids
Our client is an established, financially strong, privately held one of a kind all producer and manufacturer of filter aids, insulation materials and other products. All of their offerings are based on a natural by-product, produced from another process. Their applications range from industrial to manufacturing; municipal to oil & gas. Due to their continued growth, the company has retained us to help them fill a Global Business Development Specialist. This will be a home based opportunity with travel involved. The individual will be responsible for sales & marketing of their product through the world.
We are looking for someone who has technical knowledge of filtration and filter aids with a chemical background. Markets will include chemical, industrial process, water and wastewater treatment industries. This position will be responsible for presentations, customer support and field testing. It will have responsibility to deal with new and existing customer relationships and to grow the territory through direct and distributor relationships. The ideal candidate will be located in the Texas or Louisiana area.
Please contact Lisa via email at lisa@rsipeople.com
Oil & Gas Market Manager
Our client is a financially strong, privately held, manufacturer of a full line of quality engineered filtration products for the liquid and dust collection industry. They have seen tremendous growth over the years and pride themselves in becoming the main provider of filtration products to the industry. They invest in opportunities to produce custom filtration products for their customers.
They have retained our services fill a Market Manager position that will focus on the Oil & Gas industry. This position will be responsible for developing and selling of their filtration products through distribution. It will work with establishing and maintaining distribution relationships that will help grow their brand throughout the oil and gas industry and become the number one supplier of filtration products.
What we are looking for is someone that has experience in selling filtration products into the oil and gas industry. Someone that has experience in establishing and maintaining distribution relationships and has a technical/engineering knowledge of products. Importantly, someone that can work with distribution that can penetrate the oil and gas market. This position can be office or home based and the territory will be structured around the right individual. The opportunity provides a base salary and commission.
Please contact Lisa via email at lisa@rsipeople.com
Business Development/Marketing Manager - Membrane Filtration
Business Development/Marketing Manager – Membrane Filtration
Our client is a very well known financially strong manufacturer of separation, purification, and process filtration products. We are working with one of their divisions which is growing rapidly as they expand their product offerings and establish new markets. They offer a small company atmosphere with an opportunity for growth and the company has been investing financially to grow the business. They have gotten to a point where they are in need of a Business Development/ Marketing Manager for their industrial filtration business. It will be responsible for growing their filtration business by identifying new markets, OEM’s and end users on a global basis. The position will have 2 direct reports and will be involved with a very niche specialty product. They currently have about $5m in business and are looking to double in the next 3-5 years. Our client has already put together the sales and marketing plan and now is looking for someone to come in and with their experience be able to take that plan and expand on it. The position will be working closely with the product manage to meet with customers as well as working closely with production.
What we are looking for is someone with a technical background that is comfortable being in front of customers. Someone that has a background with crossflow or membrane technology that has developed business. This position will be based out of their corporate office in the northeast with relocation assistance being provided.
Please contact Lisa via email at lisa@rsipeople.com
Thursday, April 11, 2013
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
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
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
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
Monday, March 11, 2013
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
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
Monday, February 11, 2013
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
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
Monday, January 7, 2013
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
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
Monday, December 17, 2012
Filtration Recruiter - Preparing for the Telephone Interview
The Telephone Interview
Establishing a rapport at the beginning of the phone conversation sets a favorable tone.
During the first few minutes, mention something that shows commonality of interest or similarity in background. This helps both parties feel more comfortable as the conversation progresses. Get to know the person behind the voice. Does he show a sense of humor? Is she direct and forthright in supplying information? Does his speech sound “canned”, or does it exhibit freshness of thought and expression? Just as importantly, does she listen to you, or merely wait for the chance to ask her next question? The interviewer may be a personnel officer or a hiring manager. If the individual is someone with whom you will be working, pay all the more attention to her explanation of the job and what potential it offers.
Prepare a list of questions which indicate that you have given careful thought to the prospect of joining the firm. Even though you don’t know everything about the position at this point, convey the impression that it’s something you are interested in and competent at handling.
Only in a face-to-face interview can you totally sell yourself. The purpose of the phone interview is to identify areas of mutual interest that warrant further investigation. In other words, wet their curiosity and give them good reasons for wanting to invite you to the company location. Basically, what the interviewer needs to hear and conclude is that you can get the job done. Mentally, he is making the connection between the company’s problems and you as a problem solver. Don’t overwhelm him with facts and figures; he’s only going to remember so much.
You can best make your point by reciting memorable stories that document your ability to analyze a dilemma, weigh alternative responses and choose the appropriate action. By selectively highlighting turnaround situations you spearheaded, you are communicating a willingness to tackle similar problems for his company. As you glance over your notes and keep an eye on the clock, there may be additional important points to cover in the pre-allotted time frame. Tactfully take control and introduce the subject mater that needs to be discussed or further elaborated. As the conversation winds down, become less talkative and give more thought to what you say. Your final words will generally have greater impact and be remembered longer. Careful word choice and voice inflection will under-score the significance of your remarks. By contrast, a machine-gun volley of words will likely put the listener on the defensive or turn him off altogether. At the end of the conversation, and if you do have an interest in continuing, ask “Is there anything in my background that would prohibit me from going to the next step?” This will give an opportunity for the interviewer to ask any questions that may have not been clear during the course of the conversation. You never want them to walk away with any doubts or questions.
Lisa Sprowls
Filtration Recruiter
Wastewater Recruiter
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Telephone Interview
Establishing a rapport at the beginning of the phone conversation sets a favorable tone.
During the first few minutes, mention something that shows commonality of interest or similarity in background. This helps both parties feel more comfortable as the conversation progresses. Get to know the person behind the voice. Does he show a sense of humor? Is she direct and forthright in supplying information? Does his speech sound “canned”, or does it exhibit freshness of thought and expression? Just as importantly, does she listen to you, or merely wait for the chance to ask her next question? The interviewer may be a personnel officer or a hiring manager. If the individual is someone with whom you will be working, pay all the more attention to her explanation of the job and what potential it offers.
Prepare a list of questions which indicate that you have given careful thought to the prospect of joining the firm. Even though you don’t know everything about the position at this point, convey the impression that it’s something you are interested in and competent at handling.
Only in a face-to-face interview can you totally sell yourself. The purpose of the phone interview is to identify areas of mutual interest that warrant further investigation. In other words, wet their curiosity and give them good reasons for wanting to invite you to the company location. Basically, what the interviewer needs to hear and conclude is that you can get the job done. Mentally, he is making the connection between the company’s problems and you as a problem solver. Don’t overwhelm him with facts and figures; he’s only going to remember so much.
You can best make your point by reciting memorable stories that document your ability to analyze a dilemma, weigh alternative responses and choose the appropriate action. By selectively highlighting turnaround situations you spearheaded, you are communicating a willingness to tackle similar problems for his company. As you glance over your notes and keep an eye on the clock, there may be additional important points to cover in the pre-allotted time frame. Tactfully take control and introduce the subject mater that needs to be discussed or further elaborated. As the conversation winds down, become less talkative and give more thought to what you say. Your final words will generally have greater impact and be remembered longer. Careful word choice and voice inflection will under-score the significance of your remarks. By contrast, a machine-gun volley of words will likely put the listener on the defensive or turn him off altogether. At the end of the conversation, and if you do have an interest in continuing, ask “Is there anything in my background that would prohibit me from going to the next step?” This will give an opportunity for the interviewer to ask any questions that may have not been clear during the course of the conversation. You never want them to walk away with any doubts or questions.
Lisa Sprowls
Filtration Recruiter
Wastewater Recruiter
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Telephone Interview
Monday, November 19, 2012
Filtration, Water Treatment, Waste Water Industry Recruiter
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.
To Contact Current or Not?
If a candidate is “reaching”, “tuning” or “shading” their resume, they will frequently tell you not to contact a current employer. Candidates are advised that this makes them appear more valuable within an organization. They are advised to check a “no” box even if they are not currently employed. The theory behind this is that a candidate who is currently employed is a more desirable prospect than one who is unemployed. A candidate may also say “no” to contacting a current employer especially if they list that they are currently working for a major competitor. The hiring companies love to “steal” current employees from another firm or competitor. Because they checked no to calling that current employer, you as a hiring manager or HR service person may never check to see if that person ever did work with that company. A hiring company rarely will follow up on a job candidates’ application or resume once that person has been hired with their company. It is recommended that if you hire someone who indicated “no” on a job application to contacting current, that this employer be called once an offer has been made to the candidate or the candidate starts working with your company. If you had your candidate fill out a job application, and later you find that the candidate never did work for that current employer that was listed, you will be able to take action based on the falsification of the application that was submitted to you. It is always a good idea to follow up on current employment verification once an offer has been made or a candidate starts with your company.
Filtration, Water Treatment, Waste Water Industry Recruiter
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.
To Contact Current or Not?
If a candidate is “reaching”, “tuning” or “shading” their resume, they will frequently tell you not to contact a current employer. Candidates are advised that this makes them appear more valuable within an organization. They are advised to check a “no” box even if they are not currently employed. The theory behind this is that a candidate who is currently employed is a more desirable prospect than one who is unemployed. A candidate may also say “no” to contacting a current employer especially if they list that they are currently working for a major competitor. The hiring companies love to “steal” current employees from another firm or competitor. Because they checked no to calling that current employer, you as a hiring manager or HR service person may never check to see if that person ever did work with that company. A hiring company rarely will follow up on a job candidates’ application or resume once that person has been hired with their company. It is recommended that if you hire someone who indicated “no” on a job application to contacting current, that this employer be called once an offer has been made to the candidate or the candidate starts working with your company. If you had your candidate fill out a job application, and later you find that the candidate never did work for that current employer that was listed, you will be able to take action based on the falsification of the application that was submitted to you. It is always a good idea to follow up on current employment verification once an offer has been made or a candidate starts with your company.
Filtration, Water Treatment, Waste Water Industry Recruiter
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
Monday, October 22, 2012
Filtration, Water Treatment, Waste Water Industry Recruiter
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration are dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Do you do background checks?
A lot of corporations indicate that they perform mandatory employment reference checks on every single applicant. But do they? Are background checks being skipped or only partially completed? In today’s environment you as the hiring manager or human resource person in charge of hiring are rushed and hurried. There simply isn't enough time in the day to do everything you need to do, as well as to make repeated calls to past employers/supervisors or get reference questions in the mail to references. Do you have a work environment where if there is a mistake made on a check you will be held responsible? Or, are you a hiring manager or HR contact who goes by “gut feel” and knows that you are a great judge of character and can pick the best candidate out of a crowd of potential employees? Job candidates who have a tendency to pad or fluff their resumes love to find out that a thorough background check isn’t being done. You may hire this candidate, he works out for the first couple of months and then starts recommending some of his buddies and friends when he hears of additional job openings in your organization. This could certainly be a recipe for disaster!
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration, Water Treatment, Waste Water Industry Recruiter
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/dan
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration are dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Do you do background checks?
A lot of corporations indicate that they perform mandatory employment reference checks on every single applicant. But do they? Are background checks being skipped or only partially completed? In today’s environment you as the hiring manager or human resource person in charge of hiring are rushed and hurried. There simply isn't enough time in the day to do everything you need to do, as well as to make repeated calls to past employers/supervisors or get reference questions in the mail to references. Do you have a work environment where if there is a mistake made on a check you will be held responsible? Or, are you a hiring manager or HR contact who goes by “gut feel” and knows that you are a great judge of character and can pick the best candidate out of a crowd of potential employees? Job candidates who have a tendency to pad or fluff their resumes love to find out that a thorough background check isn’t being done. You may hire this candidate, he works out for the first couple of months and then starts recommending some of his buddies and friends when he hears of additional job openings in your organization. This could certainly be a recipe for disaster!
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration, Water Treatment, Waste Water Industry Recruiter
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/dan
Sunday, September 23, 2012
Filtration, Water Treatment, Waste Water Industry Recruiter
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.
To Contact Current or Not?
If a candidate is “reaching”, “tuning” or “shading” their resume, they will frequently tell you not to contact a current employer. Candidates are advised that this makes them appear more valuable within an organization. They are advised to check a “no” box even if they are not currently employed. The theory behind this is that a candidate who is currently employed is a more desirable prospect than one who is unemployed. A candidate may also say “no” to contacting a current employer especially if they list that they are currently working for a major competitor. The hiring companies love to “steal” current employees from another firm or competitor. Because they checked no to calling that current employer, you as a hiring manager or HR service person may never check to see if that person ever did work with that company. A hiring company rarely will follow up on a job candidates’ application or resume once that person has been hired with their company. It is recommended that if you hire someone who indicated “no” on a job application to contacting current, that this employer be called once an offer has been made to the candidate or the candidate starts working with your company. If you had your candidate fill out a job application, and later you find that the candidate never did work for that current employer that was listed, you will be able to take action based on the falsification of the application that was submitted to you. It is always a good idea to follow up on current employment verification once an offer has been made or a candidate starts with your company.
Filtration, Water Treatment, Waste Water Industry Recruiter
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.
To Contact Current or Not?
If a candidate is “reaching”, “tuning” or “shading” their resume, they will frequently tell you not to contact a current employer. Candidates are advised that this makes them appear more valuable within an organization. They are advised to check a “no” box even if they are not currently employed. The theory behind this is that a candidate who is currently employed is a more desirable prospect than one who is unemployed. A candidate may also say “no” to contacting a current employer especially if they list that they are currently working for a major competitor. The hiring companies love to “steal” current employees from another firm or competitor. Because they checked no to calling that current employer, you as a hiring manager or HR service person may never check to see if that person ever did work with that company. A hiring company rarely will follow up on a job candidates’ application or resume once that person has been hired with their company. It is recommended that if you hire someone who indicated “no” on a job application to contacting current, that this employer be called once an offer has been made to the candidate or the candidate starts working with your company. If you had your candidate fill out a job application, and later you find that the candidate never did work for that current employer that was listed, you will be able to take action based on the falsification of the application that was submitted to you. It is always a good idea to follow up on current employment verification once an offer has been made or a candidate starts with your company.
Filtration, Water Treatment, Waste Water Industry Recruiter
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, August 15, 2012
Filtration, Water Treatment, Waste Water Industry Recruiter
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.
Resume Padding - Filling in the Gaps
On How to Fake a Resume, a wonderful little tip that is provided to prospective job candidates is how to fill in the holes or gaps in work history. A great tip that was provided was to have the candidate look through business and trade magazines for obituaries of executives, one of whom may be claimed as a boss. You will be unable to contact that former supervisor for comments on the candidate. A candidate can also tell you that they took time off “for family reasons”. If a candidate tells you “I took 6 months off for family reasons. My grandfather, bless his soul…” are you really going to question it?
By doing a thorough background check and contacting everyone that can be contacted, you may find some inconsistencies that will tell you this candidate has a few potential problems. You find that during that 6 months they said they were taking care of their grandfather there may have been a “brief sabbatical” in the local county jail. While as a hiring manager or human resource person you do need to have care in which lines you cross, you should also be as thorough as possible in your screening of candidates.
Filtration, Water Treatment, Waste Water Industry Recruiter
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.
Resume Padding - Filling in the Gaps
On How to Fake a Resume, a wonderful little tip that is provided to prospective job candidates is how to fill in the holes or gaps in work history. A great tip that was provided was to have the candidate look through business and trade magazines for obituaries of executives, one of whom may be claimed as a boss. You will be unable to contact that former supervisor for comments on the candidate. A candidate can also tell you that they took time off “for family reasons”. If a candidate tells you “I took 6 months off for family reasons. My grandfather, bless his soul…” are you really going to question it?
By doing a thorough background check and contacting everyone that can be contacted, you may find some inconsistencies that will tell you this candidate has a few potential problems. You find that during that 6 months they said they were taking care of their grandfather there may have been a “brief sabbatical” in the local county jail. While as a hiring manager or human resource person you do need to have care in which lines you cross, you should also be as thorough as possible in your screening of candidates.
Filtration, Water Treatment, Waste Water Industry Recruiter
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, July 11, 2012
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
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