My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Checks and Company Security
More and more companies and organizations are doing background checks on their job candidates, and even current employees. One of the primary reasons for doing background checks is internal security and protection from negligent hiring lawsuits. Some companies choose to outsource the screening and some choose to do the screening in house with their own staff. Which ever option your company chooses, there are some basic tips that can help you.
Verify information on resumes. Some job candidates appear to try and make their resume their “great American novel”, complete with literary license to pad, inflate or even lie on their resume. After all, they are not signing the document like they would an application; therefore they do not feel like they are practicing any type of deception. One way to mitigate any deception on the resume is to have a disclaimer on the application where the applicant signs, attesting that the information on their resume is accurate and true to the best of their knowledge.
Follow up on employment and reference verifications. If an applicant asked you not to call a particular employer or reference because it could affect the current employment, make sure to follow through after an offer has been made. Contact those people to be sure that there weren’t any discrepancies that the applicant reported on his application or resume.
Keep your background checks consistent. If you are going to screen a sales person, make sure that the screening procedure you use and the information you verify is uniform with any other sales person you have done a background check on. Many companies that perform background checks will allow you to select various “packages” that you can pick depending on the position that you are screening a candidate for.
The most important piece of advice is to screen the applicant. Don’t go by word of mouth alone, or the fact that someone who knows someone else recommend the applicant. Do the criminal check, the reference check and the rest of the history. The best defense you have against any type of negligent hiring lawsuit is the ability to show you as an organization are proactive.
Filtration & Separations Recruiter - Background Checks and Company Security
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, October 28, 2008
Tuesday, October 21, 2008
Filtration Recruiter - Resume Tips #2
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration are dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Tips & Techniques #2
In my previous post, I commented on the importance of education verification. Now let’s turn our attention to employment.
Most verification companies will stay away from contacting your current employer as not to jeopardize your employment. They will however contact past employers provided on your resume. It is important to note that with the advent of the internet along with verification services data housed through the Work Number or any other verification line will be returned and entered into the report, providing even more data to the prospective employer. Keeping this in mind, it is important that you provide all of the places where you have been employed, even for just a short time.
You may also choose to provide employment dates on your resume that have been exaggerated so as to not show a gap in employment. This will also come to light during the employment verification process. It is important not to have gaps in employment, but employers understand that from time to time this may occur. If it does, it is up to you to be honest and upfront about the reasons why, not to try and hide it. People leave employers for a number of reasons: layoffs occur, company closures, as do family/personal reasons. People also get terminated, though most hope this never happens to them. Again, when writing your resume, it is important to be upfront and honest. Employers want to know the circumstances surrounding your reasons for leaving. If it is due to termination, let them know; if it is to better yourself, let them know. For most employers they like to see a steady trend of improvement in your career. If you are no longer employed because the company closed, it’s always a good idea to supply the employer with a reference that could verify your position.
It is important not to have too many employers showing that you have jumped from job to job. This puts up a red flag to an employer who may think you are not the type of person to stay in one place for too long. Also, concerns potentially arise if you have been at your same employer in the same position for 15+ years. Employers are looking for people that are motivated to better themselves and being stuck in one place for a long time does not portray that type of person.
When providing information regarding your current or past compensation is important to provide the correct amount. More and more, employers are requesting a copy of your W-2 to verify that the compensation you have reported is correct.
Now I realize that there are many times that you have sent your resume in for a specific position, knowing full well you are capable of doing the job but never getting an interview. I understand how frustrating it is, but this should not cause you to lie on your resume or exaggerate the truth. It is better to be upfront and honest, then to get hired under false pretenses only to get terminated a short time later because you have misrepresented yourself.
Employment is the most important part of any person. Unless you are a self-made millionaire and do not need to work like the rest of us, we need a job. Your employment career is just as important as your credit report. In order to secure a better position with better income, your past employment needs to show that you are worth the risk. Even if you have had issues in the past, it’s never too late to correct them for the future. Just know that with more and more companies conducting background screens, it’s important to provide this potential new employer with an honest look of your background. If anything comes back, that you have omitted or stretched the truth, it may be a red flag to the employer as to your integrity.
Come back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter Resume Tips
Filtration Recruiter Resume Tips
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration are dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Tips & Techniques #2
In my previous post, I commented on the importance of education verification. Now let’s turn our attention to employment.
Most verification companies will stay away from contacting your current employer as not to jeopardize your employment. They will however contact past employers provided on your resume. It is important to note that with the advent of the internet along with verification services data housed through the Work Number or any other verification line will be returned and entered into the report, providing even more data to the prospective employer. Keeping this in mind, it is important that you provide all of the places where you have been employed, even for just a short time.
You may also choose to provide employment dates on your resume that have been exaggerated so as to not show a gap in employment. This will also come to light during the employment verification process. It is important not to have gaps in employment, but employers understand that from time to time this may occur. If it does, it is up to you to be honest and upfront about the reasons why, not to try and hide it. People leave employers for a number of reasons: layoffs occur, company closures, as do family/personal reasons. People also get terminated, though most hope this never happens to them. Again, when writing your resume, it is important to be upfront and honest. Employers want to know the circumstances surrounding your reasons for leaving. If it is due to termination, let them know; if it is to better yourself, let them know. For most employers they like to see a steady trend of improvement in your career. If you are no longer employed because the company closed, it’s always a good idea to supply the employer with a reference that could verify your position.
It is important not to have too many employers showing that you have jumped from job to job. This puts up a red flag to an employer who may think you are not the type of person to stay in one place for too long. Also, concerns potentially arise if you have been at your same employer in the same position for 15+ years. Employers are looking for people that are motivated to better themselves and being stuck in one place for a long time does not portray that type of person.
When providing information regarding your current or past compensation is important to provide the correct amount. More and more, employers are requesting a copy of your W-2 to verify that the compensation you have reported is correct.
Now I realize that there are many times that you have sent your resume in for a specific position, knowing full well you are capable of doing the job but never getting an interview. I understand how frustrating it is, but this should not cause you to lie on your resume or exaggerate the truth. It is better to be upfront and honest, then to get hired under false pretenses only to get terminated a short time later because you have misrepresented yourself.
Employment is the most important part of any person. Unless you are a self-made millionaire and do not need to work like the rest of us, we need a job. Your employment career is just as important as your credit report. In order to secure a better position with better income, your past employment needs to show that you are worth the risk. Even if you have had issues in the past, it’s never too late to correct them for the future. Just know that with more and more companies conducting background screens, it’s important to provide this potential new employer with an honest look of your background. If anything comes back, that you have omitted or stretched the truth, it may be a red flag to the employer as to your integrity.
Come back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter Resume Tips
Filtration Recruiter Resume Tips
Thursday, September 4, 2008
Filtration & Separations Recruiter - Do I Need To Worry About Being FCRA Complaint?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Do I Need To Worry About Being FCRA Complaint?
As an employer researching doing background checks, you are presented with hundreds of possibilities and an equal number of organizations out there willing to sell you the services you need. Some mention FCRA Compliance, some do not. Some will allow you, for a fee, to plug information in to a website and do a search and then, for a fee, provide you with records that are found. But what about this FCRA Compliance thing. Do you really need to worry about it?
In brief, the Federal Trade Commission (or FTC) under the authority of the Fair Credit Reporting Act (or FCRA), regulates background screening companies and the background screening industry. Background screens are not just for employment. Insurance companies may run them to find out if someone is “insurance worthy” and credit issuers run them to find out of someone is “credit worthy”. The FCRA sets the standards for privacy and for consumer protection.
So, you decide that you are just going to do the employment screening inhouse. You may use one of those online services that let you plug information in and then pay with a credit card. Great. Quick, but not so cheap. Probably also not FCRA compliant. Did you get a release from the applicant? If you did an internet search were there criminal records? Did you go in to the courts to verify those records (because you could be getting outdated or old information). What about that marijuana charge in California in 2000. Can you use it? These are all things that are established by the FCRA and by individual state regulations. Know what? If you go online and do this and decide not to hire someone because of what you found, you really need to hope that you are FCRA compliant. If not, there are going to be more government agencies and lawyers coming to visit that you can even imagine. But not complying with the Fair Credit Reporting Act in your background checking, basically your candidate can claim discrimination and all that wonderful stuff that give attornies a reason to dream.
So, why chance it? Are you FCRA compliant in your hiring? Can you afford not to be?
(http://www.ftc.gov/os/statutes/031224fcra.pdf - you can use this link to view the FCRA).
Filtration & Separations Recruiter - Do I Need To Worry About Being FCRA Complaint?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Do I Need To Worry About Being FCRA Complaint?
As an employer researching doing background checks, you are presented with hundreds of possibilities and an equal number of organizations out there willing to sell you the services you need. Some mention FCRA Compliance, some do not. Some will allow you, for a fee, to plug information in to a website and do a search and then, for a fee, provide you with records that are found. But what about this FCRA Compliance thing. Do you really need to worry about it?
In brief, the Federal Trade Commission (or FTC) under the authority of the Fair Credit Reporting Act (or FCRA), regulates background screening companies and the background screening industry. Background screens are not just for employment. Insurance companies may run them to find out if someone is “insurance worthy” and credit issuers run them to find out of someone is “credit worthy”. The FCRA sets the standards for privacy and for consumer protection.
So, you decide that you are just going to do the employment screening inhouse. You may use one of those online services that let you plug information in and then pay with a credit card. Great. Quick, but not so cheap. Probably also not FCRA compliant. Did you get a release from the applicant? If you did an internet search were there criminal records? Did you go in to the courts to verify those records (because you could be getting outdated or old information). What about that marijuana charge in California in 2000. Can you use it? These are all things that are established by the FCRA and by individual state regulations. Know what? If you go online and do this and decide not to hire someone because of what you found, you really need to hope that you are FCRA compliant. If not, there are going to be more government agencies and lawyers coming to visit that you can even imagine. But not complying with the Fair Credit Reporting Act in your background checking, basically your candidate can claim discrimination and all that wonderful stuff that give attornies a reason to dream.
So, why chance it? Are you FCRA compliant in your hiring? Can you afford not to be?
(http://www.ftc.gov/os/statutes/031224fcra.pdf - you can use this link to view the FCRA).
Filtration & Separations Recruiter - Do I Need To Worry About Being FCRA Complaint?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Friday, August 29, 2008
Filtration & Separations Recruiter - BackTrack Partners with myStaffingPro Applicant Tracking System
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
BackTrack Partners with myStaffingPro Applicant Tracking System
BackTrack has become the only certified integration partner with myStaffingPro, and we are excited to announce this partnership. MyStaffingPro is a web based applicant tracking system with a proven record of client and applicant satisfaction. This simple to use system will work seamlessly with our background screening to provide our clients with one-stop shopping from the interview process through the background screening of candidates. Clients will only have to click a button to send their information to us for the background checks.
Interested in adding this user friendly system to your Human Resource department? Contact BackTrack at 800-991-9694 to learn more.
Filtration & Separations Recruiter - BackTrack Partners with myStaffingPro Applicant Tracking System
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
BackTrack Partners with myStaffingPro Applicant Tracking System
BackTrack has become the only certified integration partner with myStaffingPro, and we are excited to announce this partnership. MyStaffingPro is a web based applicant tracking system with a proven record of client and applicant satisfaction. This simple to use system will work seamlessly with our background screening to provide our clients with one-stop shopping from the interview process through the background screening of candidates. Clients will only have to click a button to send their information to us for the background checks.
Interested in adding this user friendly system to your Human Resource department? Contact BackTrack at 800-991-9694 to learn more.
Filtration & Separations Recruiter - BackTrack Partners with myStaffingPro Applicant Tracking System
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, July 22, 2008
Filtration & Separations Recruiter - I-9 Compliance and What It Means
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
I-9 Compliance and What It Means
I once had an employer call in and ask about the services offered. When I mentioned the I-9 Compliance, his response was “I know the majority of my work force isn’t legal, why do I need to prove it”. While the answer was unexpected, it wasn’t unusual. Many employers either knowingly hire illegal aliens, or go with the policy of “don’t ask, don’t tell”. However, with the government reforms that are going on, that is going to be a choice that an employer no longer has.
The Form I-9 is a form all employers are required to use to verify employment eligibility of all employees they hire – both US workers as well as aliens. It is required by the INS (Immigration and Naturalization Services) to verify the identity and eligibility to work for all employees. At the time the form is completed, the employee must also provide valid, original identification. There are different forms of identity that the employee can provide.
There are a lot of different ways to do I-9 compliance, either through the Department of Homeland Security or through a background screening agency that may give you a little more guidance in getting through the system. The point is that there is no longer a choice on whether you comply with the I-9 verification. If you don’t there are going to be some very hefty fines and penalties coming your way. Effective 03/27/2008, the Federal government raised the fines approximately 25% on violations. Those penalties can include fines from $375 to $3,200 for each unauthorized alien on a first time violation, to up to $16,000 penalty for each unauthorized alien with multiple violations. These penalties are assessed on a per-alien basis. Therefore, if an employer knowingly employed, or continued to employ, five unauthorized aliens, that could result in five fines.
Filtration & Separations Recruiter - I-9 Compliance and What It Means
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
I-9 Compliance and What It Means
I once had an employer call in and ask about the services offered. When I mentioned the I-9 Compliance, his response was “I know the majority of my work force isn’t legal, why do I need to prove it”. While the answer was unexpected, it wasn’t unusual. Many employers either knowingly hire illegal aliens, or go with the policy of “don’t ask, don’t tell”. However, with the government reforms that are going on, that is going to be a choice that an employer no longer has.
The Form I-9 is a form all employers are required to use to verify employment eligibility of all employees they hire – both US workers as well as aliens. It is required by the INS (Immigration and Naturalization Services) to verify the identity and eligibility to work for all employees. At the time the form is completed, the employee must also provide valid, original identification. There are different forms of identity that the employee can provide.
There are a lot of different ways to do I-9 compliance, either through the Department of Homeland Security or through a background screening agency that may give you a little more guidance in getting through the system. The point is that there is no longer a choice on whether you comply with the I-9 verification. If you don’t there are going to be some very hefty fines and penalties coming your way. Effective 03/27/2008, the Federal government raised the fines approximately 25% on violations. Those penalties can include fines from $375 to $3,200 for each unauthorized alien on a first time violation, to up to $16,000 penalty for each unauthorized alien with multiple violations. These penalties are assessed on a per-alien basis. Therefore, if an employer knowingly employed, or continued to employ, five unauthorized aliens, that could result in five fines.
Filtration & Separations Recruiter - I-9 Compliance and What It Means
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, June 24, 2008
Filtration & Separations Recruiter - What Criminal Searches should I run? - County Searches
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
What Criminal Searches should I run? - County Searches
There used to be a time when you could do a criminal background check on someone in the county that they lived in and that was considered very modern and thorough. However, that may not be the case today. So, what criminal searches should you run to be as thorough as possible when doing background checks? There are several different types out there.
A county criminal search where you candidate lived over the last 7 years is a good start. A county search will have a court researcher going in to that county courthouse and providing a candidate’s name and date of birth to check for records. You as a hiring manager must be made aware that felony searches are reported at a county level, but misdemeanor crimes are not always held at a county level. Each jurisdiction that has a police department has the authority to charge someone with a crime. If that crime is considered a misdemeanor, it may never be recorded at the county court house. It may only be recorded at the local mayor’s court or court of jurisdiction for that city. You can request a misdemeanor search, but need to be aware that one county may have up to 20 different misdemeanor courts and the correct court would need to be searched to find a misdemeanor record. However, if you use a background screening company with a strong reputation, you will find that if they are doing a search at a county level and misdemeanor crimes were reported to the county level, you will also get those records.
Filtration & Separations Recruiter - What Criminal Searches should I run? - County Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
What Criminal Searches should I run? - County Searches
There used to be a time when you could do a criminal background check on someone in the county that they lived in and that was considered very modern and thorough. However, that may not be the case today. So, what criminal searches should you run to be as thorough as possible when doing background checks? There are several different types out there.
A county criminal search where you candidate lived over the last 7 years is a good start. A county search will have a court researcher going in to that county courthouse and providing a candidate’s name and date of birth to check for records. You as a hiring manager must be made aware that felony searches are reported at a county level, but misdemeanor crimes are not always held at a county level. Each jurisdiction that has a police department has the authority to charge someone with a crime. If that crime is considered a misdemeanor, it may never be recorded at the county court house. It may only be recorded at the local mayor’s court or court of jurisdiction for that city. You can request a misdemeanor search, but need to be aware that one county may have up to 20 different misdemeanor courts and the correct court would need to be searched to find a misdemeanor record. However, if you use a background screening company with a strong reputation, you will find that if they are doing a search at a county level and misdemeanor crimes were reported to the county level, you will also get those records.
Filtration & Separations Recruiter - What Criminal Searches should I run? - County Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, June 17, 2008
Filtration & Separations Recruiter - Background Checks and the Temporary Employee
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Screening and the Temporary Employee
In an article posted on the SHRM website, they discuss screening temporary employees and share the advice that screening should not be ignored when you bring a temporary employee in to your organization. The article goes on to mention that, with the tightening labor market, temporary and contract employees are making up 10-30 percent of the average work force in US Companies.
Some employers choose not to screen their temporary or contract employees, assuming that the agency that places them are doing the screening. Some agencies do screen those employees. However, if you don’t have guidelines set up with the agency on what you will accept for screening, the agency may only be doing minimal checking – such as criminal checks in the county of residence only.
The article does continue by stating “Ultimately, it’s the responsibility of HR to ensure that those workers don’t inflict damage on the organization and its people, buildings and reputation…These people have the keys to the kingdom. Once they’re inside your building, they have access to your files and have the potential to do great harm.”
A Benchmarking survey that was conducted by a screening company found that fewer than half of companies screen their temporary labor. Industry statistics show that temporary workers are more than 50 percent more likely than full-time workers to have a felony or drug related record.
Basically you have two options. You can screen those contracted and temporary employees through your screening system, or you can communicate with the agencies and have them follow your screening protocol. If you supply them with guidelines on the level of screening you expect to be performed, they will need to comply in order to keep your business. If a staffing vendor tells you they already do background checks, this may not be much of a defense for an employer if the check is considered inadequate or ineffective. For this reason, you need to have adequate due diligence in order to head off any potential problem down the road.
Filtration & Separations Recruiter - Background Checks and the Temporary Employee
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Background Screening and the Temporary Employee
In an article posted on the SHRM website, they discuss screening temporary employees and share the advice that screening should not be ignored when you bring a temporary employee in to your organization. The article goes on to mention that, with the tightening labor market, temporary and contract employees are making up 10-30 percent of the average work force in US Companies.
Some employers choose not to screen their temporary or contract employees, assuming that the agency that places them are doing the screening. Some agencies do screen those employees. However, if you don’t have guidelines set up with the agency on what you will accept for screening, the agency may only be doing minimal checking – such as criminal checks in the county of residence only.
The article does continue by stating “Ultimately, it’s the responsibility of HR to ensure that those workers don’t inflict damage on the organization and its people, buildings and reputation…These people have the keys to the kingdom. Once they’re inside your building, they have access to your files and have the potential to do great harm.”
A Benchmarking survey that was conducted by a screening company found that fewer than half of companies screen their temporary labor. Industry statistics show that temporary workers are more than 50 percent more likely than full-time workers to have a felony or drug related record.
Basically you have two options. You can screen those contracted and temporary employees through your screening system, or you can communicate with the agencies and have them follow your screening protocol. If you supply them with guidelines on the level of screening you expect to be performed, they will need to comply in order to keep your business. If a staffing vendor tells you they already do background checks, this may not be much of a defense for an employer if the check is considered inadequate or ineffective. For this reason, you need to have adequate due diligence in order to head off any potential problem down the road.
Filtration & Separations Recruiter - Background Checks and the Temporary Employee
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
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