Friday, January 3, 2014
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
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