My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Do You Google Your Applicants?
The internet has become a wonderful tool in many different ways. We can find out pretty much anything we want to know from anywhere around the world. Want to know what the weather is currently like where you are going on vacation? Internet it. Want to know what type of vehicle has the best safety features? Internet the question. Want to know if your job applicant has a MySpace page? How easy can it be to check. While the checking may be very easy, what are you going to do with it once you have the information? Can it be used in a hiring decision? Can I Google someone and find out information and use that for a hiring decision?
If you ask a reputable screening agency, the first thing they should tell you is to consult your legal department. This is a decision that your company has to decide for themselves. However, there are some things that an employer needs to be aware of when doing these searches. If you Google someone and find out that they were arrested half way across the United States and you found the arrest records or even a newspaper article about it – that is not a conviction. Records are unsubstantiated. You don’t know if there was a conviction or if the case even went to court. If you find out that your candidate prefers an alternative life style, of what use is that information to you and would it affect the job that they would be doing for the company?
Recent surveys show that approximately 25% of hiring managers use internet search engines to research potential employees, according to an online survey released by CareerBuilder and 12% do searches on social networking sites such as MySpace or Face Book. Of those hiring managers, 63% have indicated they did not hire a person based on what they found. A question that should come up is – on MySpace or Face Book, who put in the information? Was it our candidate or was it someone who is considered a peer? Is it fact or fiction?
Recruiter Solutions International - Do You Google Your Applicants?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Thursday, December 18, 2008
Tuesday, December 2, 2008
Recruiter Solutions International - State: P.S.: Your M.A. or Ph.D. may be B.S.
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.
State: P.S.: Your M.A. or Ph.D. may be B.S.
By backtracker
URL: State: P.S.: Your M.A. or Ph.D. may be B.S.
A fire chief, a state representative and a top hospital administrator. All three of these positions are positions of authority and positions of trust to the general public. When headlines like this are made it provides both negative publicity to the organization and a feeling of concern and/or distrust by the general public for that organization. The negative publicity could have been avoided had the organizations done an employment screening check on the individual prior to their being placed in the position of trust.
Many organizations and companies feel that to do the background check may be too expensive or too time consuming. However, the negative publicity that is generated is far more damaging and expensive than the cost of the background check. Most of the reputable screening agencies would have been able to tell an employer or organization that the education documents presented were from questionable institutions or from institutions that are not recognized by one of the post-secondary accrediting agencies recognized in the United States.
BackTracking through a candidate's resume or application can save an organization from embarrassment and potential litigation. Compared to the couple of dollars spent for a background check, each organization has to decide their priorities.
Recruiter Solutions International - State: P.S.: Your M.A. or Ph.D. may be B.S.
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.
State: P.S.: Your M.A. or Ph.D. may be B.S.
By backtracker
URL: State: P.S.: Your M.A. or Ph.D. may be B.S.
A fire chief, a state representative and a top hospital administrator. All three of these positions are positions of authority and positions of trust to the general public. When headlines like this are made it provides both negative publicity to the organization and a feeling of concern and/or distrust by the general public for that organization. The negative publicity could have been avoided had the organizations done an employment screening check on the individual prior to their being placed in the position of trust.
Many organizations and companies feel that to do the background check may be too expensive or too time consuming. However, the negative publicity that is generated is far more damaging and expensive than the cost of the background check. Most of the reputable screening agencies would have been able to tell an employer or organization that the education documents presented were from questionable institutions or from institutions that are not recognized by one of the post-secondary accrediting agencies recognized in the United States.
BackTracking through a candidate's resume or application can save an organization from embarrassment and potential litigation. Compared to the couple of dollars spent for a background check, each organization has to decide their priorities.
Recruiter Solutions International - State: P.S.: Your M.A. or Ph.D. may be B.S.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Friday, November 21, 2008
Recruiter Solutions International - To Contact Current or Not?
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.
Recruiter Solutions International - To Contact Current or Not?
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.
Recruiter Solutions International - To Contact Current or Not?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Thursday, November 20, 2008
Recruiter Solutions International - Do you do background checks?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
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!
Recruiter Solutions International - Do you do background checks?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater 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.
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!
Recruiter Solutions International - Do you do background checks?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Tuesday, November 18, 2008
Recruiter Solutions International - Background Screens During Difficult Economic Times
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 Screens During Difficult Economic Times
A family member decided to sell his house to move to a warmer climate. When discussing this decision with other friends and family members, he was told that it may be difficult to sell his house because it just isn’t a seller’s market at this time. However, his point was that while it may be a difficult sellers market, it is an outstanding time to be in the buyers market! Quite a different outlook compared to the doom and gloom outlook we seem to be experiencing because of the current economic times. It switched my thinking about the current state of the job market.
We are hearing about the larger companies who are downsizing and the smaller companies that are going out of business. We have major retail stores that are cutting a large percentage of their sales staff and closing stores. The unemployment rates are extremely high as well. We also have companies that are doing a hiring freeze and not bringing in new talent. What does this mean for you? If you have that one position that needs to be filled, you have a surplus of talent out there looking to come to your company and fill that position.
Because there are so many candidates for that one position, you do need to be cautious in hiring. At this time, more than any other, you need to seriously consider background screening. The job candidates are going to be aware that you have several candidates for that one position, and they are going to try and make themselves more attractive to you in what ever way they can. If this means inflating their resume or application, they may do it.
Recent studies from several background screening companies that maintain this data indicates there are spikes in resume falsification and data during economic downturns and weak labor markets. In a recent survey of 161 human resource professionals, 55 percent of them said they have outright lies on resumes or applications. These lies are found through pre-employment background checks and reference checks. These numbers are astounding in themselves, but with this survey, 24 percent of those polled didn’t respond to the question. Even with that 24 percent out of the picture, over half found issues with their job candidates.
Resume padding isn’t the only area of concern. Criminal conviction rates are also on the rise for job candidates. A good quote we found states “The only way to be reasonably certain you have a qualified job candidate is to independently verify their qualifications. Another good reason to conduct background checks is to protect your business from negligent hiring. Courts may not only hold you responsible for what you do know, but also for what you should have known about your employees. Claiming you didn’t know will not give you much, if any, protection” – particularly if you don’t screen.
Recruiter Solutions International - Background Screens During Difficult Economic Times
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.
Background Screens During Difficult Economic Times
A family member decided to sell his house to move to a warmer climate. When discussing this decision with other friends and family members, he was told that it may be difficult to sell his house because it just isn’t a seller’s market at this time. However, his point was that while it may be a difficult sellers market, it is an outstanding time to be in the buyers market! Quite a different outlook compared to the doom and gloom outlook we seem to be experiencing because of the current economic times. It switched my thinking about the current state of the job market.
We are hearing about the larger companies who are downsizing and the smaller companies that are going out of business. We have major retail stores that are cutting a large percentage of their sales staff and closing stores. The unemployment rates are extremely high as well. We also have companies that are doing a hiring freeze and not bringing in new talent. What does this mean for you? If you have that one position that needs to be filled, you have a surplus of talent out there looking to come to your company and fill that position.
Because there are so many candidates for that one position, you do need to be cautious in hiring. At this time, more than any other, you need to seriously consider background screening. The job candidates are going to be aware that you have several candidates for that one position, and they are going to try and make themselves more attractive to you in what ever way they can. If this means inflating their resume or application, they may do it.
Recent studies from several background screening companies that maintain this data indicates there are spikes in resume falsification and data during economic downturns and weak labor markets. In a recent survey of 161 human resource professionals, 55 percent of them said they have outright lies on resumes or applications. These lies are found through pre-employment background checks and reference checks. These numbers are astounding in themselves, but with this survey, 24 percent of those polled didn’t respond to the question. Even with that 24 percent out of the picture, over half found issues with their job candidates.
Resume padding isn’t the only area of concern. Criminal conviction rates are also on the rise for job candidates. A good quote we found states “The only way to be reasonably certain you have a qualified job candidate is to independently verify their qualifications. Another good reason to conduct background checks is to protect your business from negligent hiring. Courts may not only hold you responsible for what you do know, but also for what you should have known about your employees. Claiming you didn’t know will not give you much, if any, protection” – particularly if you don’t screen.
Recruiter Solutions International - Background Screens During Difficult Economic Times
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, November 17, 2008
Recruiter Solutions International - Nevada Law Update
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.
Nevada Law Update
Effective October 1, 2008, Nevada Law NRS 597.970 went into effect requiring the encryption of electronically transmitted personal information. This Nevada Law states the following:
“A business in this State shall not transfer any personal information of a customer through an electronic transmission other than a facsimile to a person outside of the secure system of the business unless the business uses encryption to ensure the security of electronic transmission.”
Personal Information as defined under Nevada law means:
“a natural person’s first name or first initial and last name in combination with any one or more of the following data elements, when the name and data elements are not encrypted:
1. Social security number.
2. Driver’s license number or identification card number.
3. Account number, credit card number or debit card number, in combination with any required security code, access code or password that would permit access to the person’s financial account.
The term does not include the last four digits of a social security number or publicly available information that is lawfully made available to the general public.”
Encryption as defined under Nevada law means:
“the use of any protective or disruptive measure, including, without limitation, cryptography, enciphering, encoding or a computer contaminant, to:
1. Prevent, impede, delay or disrupt access to any data, information, image, program, signal or sound;
2. Cause or make any data, information, image, program, signal or sound unintelligible or unusable; or
3. Prevent, impede, delay or disrupt the normal operation or use of any component, device, equipment, system or network.”
This law in Nevada is the first of its kind in the United States, and other states may follow their lead. For a direct link to the law, click here. Or for more information, please contact BackTrack at 800-991-9694.
Link to law - http://www.leg.state.nv.us/NRS/NRS-597.html#NRS597Sec970
Recruiter Solutions International - Nevada Law Update
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.
Nevada Law Update
Effective October 1, 2008, Nevada Law NRS 597.970 went into effect requiring the encryption of electronically transmitted personal information. This Nevada Law states the following:
“A business in this State shall not transfer any personal information of a customer through an electronic transmission other than a facsimile to a person outside of the secure system of the business unless the business uses encryption to ensure the security of electronic transmission.”
Personal Information as defined under Nevada law means:
“a natural person’s first name or first initial and last name in combination with any one or more of the following data elements, when the name and data elements are not encrypted:
1. Social security number.
2. Driver’s license number or identification card number.
3. Account number, credit card number or debit card number, in combination with any required security code, access code or password that would permit access to the person’s financial account.
The term does not include the last four digits of a social security number or publicly available information that is lawfully made available to the general public.”
Encryption as defined under Nevada law means:
“the use of any protective or disruptive measure, including, without limitation, cryptography, enciphering, encoding or a computer contaminant, to:
1. Prevent, impede, delay or disrupt access to any data, information, image, program, signal or sound;
2. Cause or make any data, information, image, program, signal or sound unintelligible or unusable; or
3. Prevent, impede, delay or disrupt the normal operation or use of any component, device, equipment, system or network.”
This law in Nevada is the first of its kind in the United States, and other states may follow their lead. For a direct link to the law, click here. Or for more information, please contact BackTrack at 800-991-9694.
Link to law - http://www.leg.state.nv.us/NRS/NRS-597.html#NRS597Sec970
Recruiter Solutions International - Nevada Law Update
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Friday, November 14, 2008
Recruiter Solutions International - Competition for Available Jobs
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.
Competition for Available Jobs
The US Labor Department has announced that people signing up for jobless benefits has reached its highest point over the last 6 years because of company cutbacks and the faltering economy. The week ending July 26, 208 (the most recent period for which information is available) shows that 3.3 million people were collecting unemployment benefits. Almost every industry is cutting back or at the very least tightening their belts during these difficult times.
Companies who are thinking of hiring to fill vacant positions are probably going to be receiving more applications and resumes from job candidates than ever before. How can you be sure that the candidate you decide to hire is the right one for your company? If you have 100 people apply for 1 vacant position, your human resource department is going to have their work cut out for them!
The average company will spend between $7,000 and $15,000 in the first year to hire and train someone for the position after they hire the job candidate. That is a lot of money, particularly if you have to do it more than once for a position. If the first candidate you hire doesn’t work out, you have to go through the process again.
You can help to eliminate some of the guesswork out of this by doing background checks on candidates. You don’t have to do it on all 100 applications that come in for that 1 position, but after you narrow it down to a small pool of potential candidates that appear to meet the experience or education level you need, doing a background check on those candidates can save you time, money and hassle. Depending on the services you are looking at for your background check, the average cost is approximately $100 per candidate – more if you want extensive, less if you want general. Between interviewing, background checking and possibly assessment testing, you are being as proactive as you can be to ensure that the FIRST person you bring on board with your company is going to be a good fit.
Recruiter Solutions International - Competition for Available Jobs
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.
Competition for Available Jobs
The US Labor Department has announced that people signing up for jobless benefits has reached its highest point over the last 6 years because of company cutbacks and the faltering economy. The week ending July 26, 208 (the most recent period for which information is available) shows that 3.3 million people were collecting unemployment benefits. Almost every industry is cutting back or at the very least tightening their belts during these difficult times.
Companies who are thinking of hiring to fill vacant positions are probably going to be receiving more applications and resumes from job candidates than ever before. How can you be sure that the candidate you decide to hire is the right one for your company? If you have 100 people apply for 1 vacant position, your human resource department is going to have their work cut out for them!
The average company will spend between $7,000 and $15,000 in the first year to hire and train someone for the position after they hire the job candidate. That is a lot of money, particularly if you have to do it more than once for a position. If the first candidate you hire doesn’t work out, you have to go through the process again.
You can help to eliminate some of the guesswork out of this by doing background checks on candidates. You don’t have to do it on all 100 applications that come in for that 1 position, but after you narrow it down to a small pool of potential candidates that appear to meet the experience or education level you need, doing a background check on those candidates can save you time, money and hassle. Depending on the services you are looking at for your background check, the average cost is approximately $100 per candidate – more if you want extensive, less if you want general. Between interviewing, background checking and possibly assessment testing, you are being as proactive as you can be to ensure that the FIRST person you bring on board with your company is going to be a good fit.
Recruiter Solutions International - Competition for Available Jobs
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Thursday, November 13, 2008
Recruiter Solutions International - The Disappearing Client
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.
The Disappearing Client
We hear it over and over again in our business, “I am looking for a new vendor because I am just unhappy with the (service, turn around time, customer service, etc) my current vendor provides. Chances are that that current vendor also has no idea that there is a problem with their client because they haven’t been notified.
While this type of call comes to us daily, and we certainly are more than happy to discuss with any potential client our services and how we differ, it makes me wonder how many of our clients are “disappearing” clients and potentially seeking another vendor. You know the ones I mean. These are the clients that, in 2007, did X amount of business, in 2008 they are less than half and you haven’t heard from them in 3 months. Every week these clients are probably fielding 2 or 3 calls from a company that offers the same type of product or service that they currently purchase from you. There is a lot of competition out there and many hungry companies willing to do what it takes to land that new account. The “grass is always greener” theory seems to follow along with those phone calls as well.
We have a program where we contact our current clients every 3-6 months to say hello and see how they are doing. This gives us a chance to communicate with our contacts to find out if they have any problems, concerns, or feel that their issues have not been addressed. So, do we still have clients looking for other vendors? They certainly are. However, they are going in with the bar set quite a bit higher because of the service they currently get. Many times, they either don’t change, or they come back to us after a short period of time because they realize that they don’t get the same service elsewhere.
Keeping the lines of communication open between your company and your clients is extremely important. I don’t mean that you deal with just their problems when they call in with an issue – this means picking up the phone and calling them a couple of times a year and finding out what their issues are, or if they have any. Not only does this make for excellent customer service, but it also will benefit your company in the long run. They may be in networking groups and will recommend you to their peers, or they may be willing to act as business references for your company should you need it. Give them something positive to talk about and your customers and clients will keep coming back.
Recruiter Solutions International - The Disappearing Client
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.
The Disappearing Client
We hear it over and over again in our business, “I am looking for a new vendor because I am just unhappy with the (service, turn around time, customer service, etc) my current vendor provides. Chances are that that current vendor also has no idea that there is a problem with their client because they haven’t been notified.
While this type of call comes to us daily, and we certainly are more than happy to discuss with any potential client our services and how we differ, it makes me wonder how many of our clients are “disappearing” clients and potentially seeking another vendor. You know the ones I mean. These are the clients that, in 2007, did X amount of business, in 2008 they are less than half and you haven’t heard from them in 3 months. Every week these clients are probably fielding 2 or 3 calls from a company that offers the same type of product or service that they currently purchase from you. There is a lot of competition out there and many hungry companies willing to do what it takes to land that new account. The “grass is always greener” theory seems to follow along with those phone calls as well.
We have a program where we contact our current clients every 3-6 months to say hello and see how they are doing. This gives us a chance to communicate with our contacts to find out if they have any problems, concerns, or feel that their issues have not been addressed. So, do we still have clients looking for other vendors? They certainly are. However, they are going in with the bar set quite a bit higher because of the service they currently get. Many times, they either don’t change, or they come back to us after a short period of time because they realize that they don’t get the same service elsewhere.
Keeping the lines of communication open between your company and your clients is extremely important. I don’t mean that you deal with just their problems when they call in with an issue – this means picking up the phone and calling them a couple of times a year and finding out what their issues are, or if they have any. Not only does this make for excellent customer service, but it also will benefit your company in the long run. They may be in networking groups and will recommend you to their peers, or they may be willing to act as business references for your company should you need it. Give them something positive to talk about and your customers and clients will keep coming back.
Recruiter Solutions International - The Disappearing Client
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 12, 2008
Recruiter Solutions International - International Applicant's and International Degrees
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.
International Applicant's and International Degrees
More and more companies are beginning to screen and hire international job applicant's to work for their organization. Many times, these applicants will have degrees that were awarded by colleges outside of the United States. If the degree was issued from an accredited institution, it is every bit as valid as a degree that was issued by an accredited institution in the United States. The difficulty, however, lies in verifying the degree with that institution.
Due to cultural differences, language differences, and even time zones, getting that degree verified from an overseas college can become very difficult. As one example, if you are going to try and verify a degree from a college in China you have to deal with a 12 hour time difference to start. Then, the majority of colleges in China require the full name of the job candidate at the time they graduated spelled out in Chinese language characters. If you utilize a background screening company, they should be able to give you some information on what you are going to need in order to verify an international college degree.
Another step you may wish to take is to have the job applicant get their degree translated. There are reputable agencies that will contact the international school, become familiar with their requirements for graduation and degrees, and be able to show you on paper how that degree will be equivalent to a degree offered in the United States. This can become a time consuming option as they generally do take some time to get the degree information translated. Again, your background screening agency should be able to tell you where these organizations are and how to reach them.
Regardless of which route you choose to take to get an international degree verified, please be aware that it takes time and sometimes can be expensive. To try and plan ahead, be sure to have your job candidate prepare a copy of all documentation they have from the school (copies of the degree or certificate, grade reports or transcripts, or even a letter that the school issued indicating graduation). Frequently an international school will authenticate documentation supplied to them quicker than they will look up a job candidate to verify a degree.
Recruiter Solutions International - International Applicant's and International Degrees
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.
International Applicant's and International Degrees
More and more companies are beginning to screen and hire international job applicant's to work for their organization. Many times, these applicants will have degrees that were awarded by colleges outside of the United States. If the degree was issued from an accredited institution, it is every bit as valid as a degree that was issued by an accredited institution in the United States. The difficulty, however, lies in verifying the degree with that institution.
Due to cultural differences, language differences, and even time zones, getting that degree verified from an overseas college can become very difficult. As one example, if you are going to try and verify a degree from a college in China you have to deal with a 12 hour time difference to start. Then, the majority of colleges in China require the full name of the job candidate at the time they graduated spelled out in Chinese language characters. If you utilize a background screening company, they should be able to give you some information on what you are going to need in order to verify an international college degree.
Another step you may wish to take is to have the job applicant get their degree translated. There are reputable agencies that will contact the international school, become familiar with their requirements for graduation and degrees, and be able to show you on paper how that degree will be equivalent to a degree offered in the United States. This can become a time consuming option as they generally do take some time to get the degree information translated. Again, your background screening agency should be able to tell you where these organizations are and how to reach them.
Regardless of which route you choose to take to get an international degree verified, please be aware that it takes time and sometimes can be expensive. To try and plan ahead, be sure to have your job candidate prepare a copy of all documentation they have from the school (copies of the degree or certificate, grade reports or transcripts, or even a letter that the school issued indicating graduation). Frequently an international school will authenticate documentation supplied to them quicker than they will look up a job candidate to verify a degree.
Recruiter Solutions International - International Applicant's and International Degrees
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
Tuesday, November 11, 2008
Recruiter Solutions International - New York State Legal Update
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.
New York State Legal Update
Effective January 2009, the State of New York has amended their state law regarding protecting personally identifiable information (PII). On July 9, 2009, Governor David Patterson signed Bill No. A11752 / S8376A regulating employers’ internal use of PII, including social security numbers, home address or telephone number, personal electronic email address, internet identification name or password, parent’s surname prior to marriage, or drivers license number.
So what does this mean for employers? Employers cannot, unless required by law:
• publicly post or display an employee’s PII;
• visibly print any PII on any employee identification badge or card, including any time card;
• place PII in any file with unrestricted access; or
• otherwise communicate an employee’s PII to the general public.
Restrictions have also been placed on using social security numbers for any occupational licensing.
Punitive measures for employers include fines of $500 per violation for any “knowing” violation of the provisions. A violation is considered “knowing” if the employer has not put in place policies or procedures to safeguard against the violation, including procedures to notify relevant employees of the procedures. The amendment presumes that an employer’s failure to safeguard its workforce’s PII is the equivalent of a knowing public disclosure, even if the information was inadvertently released or stolen.
Click here for text of this amendment and full text of the bill.
(link to http://assembly.state.ny.us/leg/?bn=A11752&sh=t )
New York joins many other states, most recently Connecticut, in trying to combat identity theft. Other states are sure to join, so it’s a good idea to review your company’s policies and procedures to make sure you are doing everything you can to protect your employees’ information.
Recruiter Solutions International - New York State Legal Update
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.
New York State Legal Update
Effective January 2009, the State of New York has amended their state law regarding protecting personally identifiable information (PII). On July 9, 2009, Governor David Patterson signed Bill No. A11752 / S8376A regulating employers’ internal use of PII, including social security numbers, home address or telephone number, personal electronic email address, internet identification name or password, parent’s surname prior to marriage, or drivers license number.
So what does this mean for employers? Employers cannot, unless required by law:
• publicly post or display an employee’s PII;
• visibly print any PII on any employee identification badge or card, including any time card;
• place PII in any file with unrestricted access; or
• otherwise communicate an employee’s PII to the general public.
Restrictions have also been placed on using social security numbers for any occupational licensing.
Punitive measures for employers include fines of $500 per violation for any “knowing” violation of the provisions. A violation is considered “knowing” if the employer has not put in place policies or procedures to safeguard against the violation, including procedures to notify relevant employees of the procedures. The amendment presumes that an employer’s failure to safeguard its workforce’s PII is the equivalent of a knowing public disclosure, even if the information was inadvertently released or stolen.
Click here for text of this amendment and full text of the bill.
(link to http://assembly.state.ny.us/leg/?bn=A11752&sh=t )
New York joins many other states, most recently Connecticut, in trying to combat identity theft. Other states are sure to join, so it’s a good idea to review your company’s policies and procedures to make sure you are doing everything you can to protect your employees’ information.
Recruiter Solutions International - New York State Legal Update
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, November 7, 2008
Recruiter Solutions International - Massachusetts Law Updates
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.
Massachusetts Law Updates
Effective January 1, 2009, all businesses with personal data on Massachusetts residents will need written information security programs, including policies, contracts and training and will need to meet computer system requirements. Any company in the state of Massachusetts or any company that collects personal data, including background screening reports, on citizens of Massachusetts must establish and meet minimum privacy and security standards. The standards apply to both paper and electronic records.
The standards need to contain a minimum of the following:
1. Designating one or more employees to maintain the comprehensive information security program;
2. Identifying and assessing reasonably foreseeable internal and external risks to the security, confidentiality, and/or integrity of any electronic, paper or other records containing personal information, and evaluating and improving, where necessary, the effectiveness of the current safeguards for limiting such risks, including but not limited to: (i) ongoing employee (including temporary and contract employee) training; (ii) employee compliance with policies and procedures; and (iii) means for detecting and preventing security system failures.
3. Developing security policies for employees that take into account whether and how employees should be allowed to keep, access and transport records containing personal information outside of business premises.
4. Imposing disciplinary measures for violations of the comprehensive information security program rules.
5. Preventing terminated employees from accessing records containing personal information by immediately terminating their physical and electronic access to such records, including deactivating their passwords and user names.
6. Taking reasonable steps to verify that third-party service providers with access to personal information have the capacity to protect such personal information, including (i) selecting and retaining service providers that are capable of maintaining safeguards for personal information; and (ii) contractually requiring service providers to maintain such safeguards. Prior to permitting third-party service providers access to personal information, the person permitting such access shall obtain from the third-party service provider a written certification that such service provider has a written, comprehensive information security program that is in compliance with the provisions of these regulations.
7. Limiting the amount of personal information collected to that reasonably necessary to accomplish the legitimate purpose for which it is collected; limiting the time such information is retained to that reasonably necessary to accomplish such purpose; and limiting access to those persons who are reasonably required to know such information in order to accomplish such purpose or to comply with state or federal record retention requirements.
8. Identifying paper, electronic and other records, computing systems, and storage media, including laptops and portable devices used to store personal information, to determine which records contain personal information, except where the comprehensive information security program provides for the handling of all records as if they all contained personal information.
9. Reasonable restrictions upon physical access to records containing personal information, including a written procedure that sets forth the manner in which physical access to such records is restricted; and storage of such records and data in locked facilities, storage areas or containers.
10. Regular monitoring to ensure that the comprehensive information security program is operating in a manner reasonably calculated to prevent unauthorized access to or unauthorized use of personal information; and upgrading information safeguards as necessary to limit risks.
11. Reviewing the scope of the security measures at least annually or whenever there is a material change in business practices that may reasonably implicate the security or integrity of records containing personal information.
12. Documenting responsive actions taken in connection with any incident involving a breach of security, and mandatory post-incident review of events and actions taken, if any, to make changes in business practices relating to protection of personal information.
There are also minimum standards for computer systems that store or transmit personal information on Massachusetts residents and include the following:
1. Secure user authentication protocols including:
• control of user IDs and other identifiers;
• a reasonably secure method of assigning and selecting passwords, or use of unique identifier technologies, such as biometrics or token devices;
control of data security passwords to ensure that such passwords are kept in a location and/or format that does not compromise the security of the data they protect;
• restricting access to active users and active user accounts only; and
blocking access to user identification after multiple unsuccessful attempts to gain access or the limitation placed on access for the particular system;
2. Secure access control measures that:
• restrict access to records and files containing personal information to those who need such information to perform their job duties; and
• assign unique identifications plus passwords, which are not vendor supplied default passwords, to each person with computer access, that are reasonably designed to maintain the integrity of the security of the access controls;
3. To the extent technically feasible, encryption of all transmitted records and files containing personal information that will travel across public networks, and encryption of all data to be transmitted wirelessly.
4. Reasonable monitoring of systems, for unauthorized use of or access to personal information;
5. Encryption of all personal information stored on laptops or other portable devices;
6. For files containing personal information on a system that is connected to the Internet, there must be reasonably up-to-date firewall protection and operating system security patches, reasonably designed to maintain the integrity of the personal information.
7. Reasonably up-to-date versions of system security agent software which must include malware protection and reasonably up-to-date patches and virus definitions, or a version of such software that can still be supported with up-to-date patches and virus definitions, and is set to receive the most current security updates on a regular basis.
8. Education and training of employees on the proper use of the computer security system and the importance of personal information security.
BackTrack does perform background checks on citizens of Massachusetts and does have a security and privacy policy that meets and/or exceeds the Commonwealth Statute. For a direct link to the statute – 201 CMR 17.00: Standards for the Protection of Personal Information of Residents of the Commonwealth, click here, or for more information contact BackTrack at 800-991-9694.
Link to Statute – 201 CMR 17.00:
http://www.mass.gov/?pageID=ocaterminal&L=3&L0=Home&L1=Consumer&L2=Identity+Theft&sid=Eoca&b=terminalcontent&f=idtheft_201cmr17&csid=Eoca
Recruiter Solutions International - Massachusetts Law Updates
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.
Massachusetts Law Updates
Effective January 1, 2009, all businesses with personal data on Massachusetts residents will need written information security programs, including policies, contracts and training and will need to meet computer system requirements. Any company in the state of Massachusetts or any company that collects personal data, including background screening reports, on citizens of Massachusetts must establish and meet minimum privacy and security standards. The standards apply to both paper and electronic records.
The standards need to contain a minimum of the following:
1. Designating one or more employees to maintain the comprehensive information security program;
2. Identifying and assessing reasonably foreseeable internal and external risks to the security, confidentiality, and/or integrity of any electronic, paper or other records containing personal information, and evaluating and improving, where necessary, the effectiveness of the current safeguards for limiting such risks, including but not limited to: (i) ongoing employee (including temporary and contract employee) training; (ii) employee compliance with policies and procedures; and (iii) means for detecting and preventing security system failures.
3. Developing security policies for employees that take into account whether and how employees should be allowed to keep, access and transport records containing personal information outside of business premises.
4. Imposing disciplinary measures for violations of the comprehensive information security program rules.
5. Preventing terminated employees from accessing records containing personal information by immediately terminating their physical and electronic access to such records, including deactivating their passwords and user names.
6. Taking reasonable steps to verify that third-party service providers with access to personal information have the capacity to protect such personal information, including (i) selecting and retaining service providers that are capable of maintaining safeguards for personal information; and (ii) contractually requiring service providers to maintain such safeguards. Prior to permitting third-party service providers access to personal information, the person permitting such access shall obtain from the third-party service provider a written certification that such service provider has a written, comprehensive information security program that is in compliance with the provisions of these regulations.
7. Limiting the amount of personal information collected to that reasonably necessary to accomplish the legitimate purpose for which it is collected; limiting the time such information is retained to that reasonably necessary to accomplish such purpose; and limiting access to those persons who are reasonably required to know such information in order to accomplish such purpose or to comply with state or federal record retention requirements.
8. Identifying paper, electronic and other records, computing systems, and storage media, including laptops and portable devices used to store personal information, to determine which records contain personal information, except where the comprehensive information security program provides for the handling of all records as if they all contained personal information.
9. Reasonable restrictions upon physical access to records containing personal information, including a written procedure that sets forth the manner in which physical access to such records is restricted; and storage of such records and data in locked facilities, storage areas or containers.
10. Regular monitoring to ensure that the comprehensive information security program is operating in a manner reasonably calculated to prevent unauthorized access to or unauthorized use of personal information; and upgrading information safeguards as necessary to limit risks.
11. Reviewing the scope of the security measures at least annually or whenever there is a material change in business practices that may reasonably implicate the security or integrity of records containing personal information.
12. Documenting responsive actions taken in connection with any incident involving a breach of security, and mandatory post-incident review of events and actions taken, if any, to make changes in business practices relating to protection of personal information.
There are also minimum standards for computer systems that store or transmit personal information on Massachusetts residents and include the following:
1. Secure user authentication protocols including:
• control of user IDs and other identifiers;
• a reasonably secure method of assigning and selecting passwords, or use of unique identifier technologies, such as biometrics or token devices;
control of data security passwords to ensure that such passwords are kept in a location and/or format that does not compromise the security of the data they protect;
• restricting access to active users and active user accounts only; and
blocking access to user identification after multiple unsuccessful attempts to gain access or the limitation placed on access for the particular system;
2. Secure access control measures that:
• restrict access to records and files containing personal information to those who need such information to perform their job duties; and
• assign unique identifications plus passwords, which are not vendor supplied default passwords, to each person with computer access, that are reasonably designed to maintain the integrity of the security of the access controls;
3. To the extent technically feasible, encryption of all transmitted records and files containing personal information that will travel across public networks, and encryption of all data to be transmitted wirelessly.
4. Reasonable monitoring of systems, for unauthorized use of or access to personal information;
5. Encryption of all personal information stored on laptops or other portable devices;
6. For files containing personal information on a system that is connected to the Internet, there must be reasonably up-to-date firewall protection and operating system security patches, reasonably designed to maintain the integrity of the personal information.
7. Reasonably up-to-date versions of system security agent software which must include malware protection and reasonably up-to-date patches and virus definitions, or a version of such software that can still be supported with up-to-date patches and virus definitions, and is set to receive the most current security updates on a regular basis.
8. Education and training of employees on the proper use of the computer security system and the importance of personal information security.
BackTrack does perform background checks on citizens of Massachusetts and does have a security and privacy policy that meets and/or exceeds the Commonwealth Statute. For a direct link to the statute – 201 CMR 17.00: Standards for the Protection of Personal Information of Residents of the Commonwealth, click here, or for more information contact BackTrack at 800-991-9694.
Link to Statute – 201 CMR 17.00:
http://www.mass.gov/?pageID=ocaterminal&L=3&L0=Home&L1=Consumer&L2=Identity+Theft&sid=Eoca&b=terminalcontent&f=idtheft_201cmr17&csid=Eoca
Recruiter Solutions International - Massachusetts Law Updates
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 5, 2008
Recruiter Solutions International - State: P.S.: Your M.A. or Ph.D. may be B.S.
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.
State: P.S.: Your M.A. or Ph.D. may be B.S.
A fire chief, a state representative and a top hospital administrator. All three of these positions are positions of authority and positions of trust to the general public. When headlines like this are made it provides both negative publicity to the organization and a feeling of concern and/or distrust by the general public for that organization. The negative publicity could have been avoided had the organizations done an employment screening check on the individual prior to their being placed in the position of trust.
Many organizations and companies feel that to do the background check may be too expensive or too time consuming. However, the negative publicity that is generated is far more damaging and expensive than the cost of the background check. Most of the reputable screening agencies would have been able to tell an employer or organization that the education documents presented were from questionable institutions or from institutions that are not recognized by one of the post-secondary accrediting agencies recognized in the United States.
BackTracking through a candidate's resume or application can save an organization from embarrassment and potential litigation. Compared to the couple of dollars spent for a background check, each organization has to decide their priorities.
Recruiter Solutions International - State: P.S.: Your M.A. or Ph.D. may be B.S.
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.
State: P.S.: Your M.A. or Ph.D. may be B.S.
A fire chief, a state representative and a top hospital administrator. All three of these positions are positions of authority and positions of trust to the general public. When headlines like this are made it provides both negative publicity to the organization and a feeling of concern and/or distrust by the general public for that organization. The negative publicity could have been avoided had the organizations done an employment screening check on the individual prior to their being placed in the position of trust.
Many organizations and companies feel that to do the background check may be too expensive or too time consuming. However, the negative publicity that is generated is far more damaging and expensive than the cost of the background check. Most of the reputable screening agencies would have been able to tell an employer or organization that the education documents presented were from questionable institutions or from institutions that are not recognized by one of the post-secondary accrediting agencies recognized in the United States.
BackTracking through a candidate's resume or application can save an organization from embarrassment and potential litigation. Compared to the couple of dollars spent for a background check, each organization has to decide their priorities.
Recruiter Solutions International - State: P.S.: Your M.A. or Ph.D. may be B.S.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Friday, October 24, 2008
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, October 22, 2008
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/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.
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/lisa
Friday, October 17, 2008
Recruiter Solutions International - Newsletter
American Filtration & Separations Society 2008 Annual Conference
The American Filtration and Separations Society (AFS) invites you to participate in the 21st Annual Technical Conference and Tabletop Exposition on May 19-22, 2008 at the Radisson Hotel in Valley Forge, PA. This is a blockbuster venue where diverse fields will build on common principles, and attendees will have an opportunity to learn operations involving fluid/particle processing and separation.
The Conference will include 27 sessions divided into three tracks:
Emerging Technologies - (Dr. Wenping Li, Co-Chair)
Fundamentals and Applications - (Prof. Hooman Tafreshi, Co-Chair)
Biotechnology and Pharmaceutical Manufacturing - (Dr. Benjamin Fuchs, Co-Chair)
The Chairman, Dr. Norman Lifshutz, assures attendees that end-users and commercial interests will find a common ground in education and exciting technologies. The symposium offers many opportunities for one to explore melding cross-disciplinary skills, learning and networking. In addition to the technical presentations, the AFS will offer both basic and advanced Short Courses in Filtration and Separation.
COME VISIT US AT OUR BOOTH
Below you will find a sample of candidates available in the Filtration/Separations Industry. Please take a moment to review them and if you have an interest in speaking with one of them please contact us.
If you know of anyone that would have an interest in them, please feel free to forward this information on to them.
If you are currently looking at filling a position within your company and don't see the type of person below, please contact us so that we may review your needs and locate the right individual.
Sales/Service Manager
NA-3953567054
18+ years experience within the filtration industry consisting of air, liquid and dust collection. Built staff of sales, service, warehouse and office personnel. Direct and distribution sales experience. BA degree – Base $65K with commission
Sales Manager
NA-3953567253
Highly motivated, results-oriented Sales Management Professional with extensive experience in the environmental and industrial waste management services industry. Expertise in streamlining operations for sales, warehouse, distribution and logistics. MBA. Open to travel Base $95K with commission/bonus
Engineering/Plant Manager
NA-3903070091
Proven experience and effectiveness in fast-paced quality driven environments. Manufacturing experience in hydraulic, air, and water separating filtration products. Developed and implemented operations related cost reduction projects using 6-Sigma (Certified Greenbelt), and Lean Manufacturing methodologies (value stream mapping, Kanban, etc.). MBA – Open to relocation - Base $85K with bonus
West Coast Regional Sales Manager
NA-3953851939
Experienced in municipal dewatering systems on the west coast. Involved in numerous plant trials. Experienced selling carbon filtration, odor control systems, wastewater treatment processes, and advanced oxidation systems. Increased sales over 170% from previous year, as well as 200% by adding national accounts. Holds B.A. Chemistry. Open to travel – Base $95K with commission
VP Operations
NA-1160322648
15 + years experienced senior engineering/operations manager with general management experience. Strong performance record in global operations management within the filtration industry. Has successfully worked in both union and non-union facilities within large manufacturing facilities. Black Belt certified, Six Sigma experience and holds MBA. Open to relocation $140K plus bonus.
Sales Manager
NA-3766948783217
Strong background in the non-wovens industry serving air filtration companies. Oversees new business development and launches new products into the market. Increased margins by 10% through price increases and reducing waste on the manufacturing side. MBA $99K plus commission and company car.
International Sales & Marketing
NA-3903672178
Extensive new business development in Asia and other parts of the world. U.S. citizen that speaks Japanese fluently. Has had double digit growth for several years straight. Coordinated the construction of new plants around the world. MBA $132K plus bonus.
Director of Purchasing
NA-3857943628
Responsible for a $75 million spend in resin and packaging materials. Has saved over $6.5 million over the last 2.5 years. MBA $135K plus bonus.
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
NEWSLETTER
The American Filtration and Separations Society (AFS) invites you to participate in the 21st Annual Technical Conference and Tabletop Exposition on May 19-22, 2008 at the Radisson Hotel in Valley Forge, PA. This is a blockbuster venue where diverse fields will build on common principles, and attendees will have an opportunity to learn operations involving fluid/particle processing and separation.
The Conference will include 27 sessions divided into three tracks:
Emerging Technologies - (Dr. Wenping Li, Co-Chair)
Fundamentals and Applications - (Prof. Hooman Tafreshi, Co-Chair)
Biotechnology and Pharmaceutical Manufacturing - (Dr. Benjamin Fuchs, Co-Chair)
The Chairman, Dr. Norman Lifshutz, assures attendees that end-users and commercial interests will find a common ground in education and exciting technologies. The symposium offers many opportunities for one to explore melding cross-disciplinary skills, learning and networking. In addition to the technical presentations, the AFS will offer both basic and advanced Short Courses in Filtration and Separation.
COME VISIT US AT OUR BOOTH
Below you will find a sample of candidates available in the Filtration/Separations Industry. Please take a moment to review them and if you have an interest in speaking with one of them please contact us.
If you know of anyone that would have an interest in them, please feel free to forward this information on to them.
If you are currently looking at filling a position within your company and don't see the type of person below, please contact us so that we may review your needs and locate the right individual.
Sales/Service Manager
NA-3953567054
18+ years experience within the filtration industry consisting of air, liquid and dust collection. Built staff of sales, service, warehouse and office personnel. Direct and distribution sales experience. BA degree – Base $65K with commission
Sales Manager
NA-3953567253
Highly motivated, results-oriented Sales Management Professional with extensive experience in the environmental and industrial waste management services industry. Expertise in streamlining operations for sales, warehouse, distribution and logistics. MBA. Open to travel Base $95K with commission/bonus
Engineering/Plant Manager
NA-3903070091
Proven experience and effectiveness in fast-paced quality driven environments. Manufacturing experience in hydraulic, air, and water separating filtration products. Developed and implemented operations related cost reduction projects using 6-Sigma (Certified Greenbelt), and Lean Manufacturing methodologies (value stream mapping, Kanban, etc.). MBA – Open to relocation - Base $85K with bonus
West Coast Regional Sales Manager
NA-3953851939
Experienced in municipal dewatering systems on the west coast. Involved in numerous plant trials. Experienced selling carbon filtration, odor control systems, wastewater treatment processes, and advanced oxidation systems. Increased sales over 170% from previous year, as well as 200% by adding national accounts. Holds B.A. Chemistry. Open to travel – Base $95K with commission
VP Operations
NA-1160322648
15 + years experienced senior engineering/operations manager with general management experience. Strong performance record in global operations management within the filtration industry. Has successfully worked in both union and non-union facilities within large manufacturing facilities. Black Belt certified, Six Sigma experience and holds MBA. Open to relocation $140K plus bonus.
Sales Manager
NA-3766948783217
Strong background in the non-wovens industry serving air filtration companies. Oversees new business development and launches new products into the market. Increased margins by 10% through price increases and reducing waste on the manufacturing side. MBA $99K plus commission and company car.
International Sales & Marketing
NA-3903672178
Extensive new business development in Asia and other parts of the world. U.S. citizen that speaks Japanese fluently. Has had double digit growth for several years straight. Coordinated the construction of new plants around the world. MBA $132K plus bonus.
Director of Purchasing
NA-3857943628
Responsible for a $75 million spend in resin and packaging materials. Has saved over $6.5 million over the last 2.5 years. MBA $135K plus bonus.
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
NEWSLETTER
Monday, October 6, 2008
Filtration Recruiter - BackTrack named to NorthCoast 99
BackTrack named to the NorthCoast 99!
BackTrack and Recruiter Solutions International Recognized by Employers Council with NorthCoast 99 Award. NorthCoast 99 is an annual program which collaborates with the Employers Resource Council and Enterprise Development, Inc. to identify ninety-nine of the best Northeast Ohio employers.
www.backtracker.com
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Northcoast
BackTrack and Recruiter Solutions International Recognized by Employers Council with NorthCoast 99 Award. NorthCoast 99 is an annual program which collaborates with the Employers Resource Council and Enterprise Development, Inc. to identify ninety-nine of the best Northeast Ohio employers.
www.backtracker.com
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Northcoast
Monday, September 15, 2008
Recruiter Solutions International - Lisa Sprowls Linked In
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
Linked In
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
Linked In
Wednesday, August 13, 2008
Recruiter Solutions International - Filtration News Online
Filtration News is now available on line at www.filtnews.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
Filtration News Online
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Filtration News Online
Wednesday, July 23, 2008
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
Saturday, June 28, 2008
Filtration Recruiter News
Water Filtration System in a Straw
By Larry Greenemeier
Sometimes, it's the simplest technologies that have the greatest potential impact on people's lives. Take the Vestergaard Frandsen Group's mobile personal filtration system, otherwise known as LifeStraw. It is a powder-blue plastic tube—much thicker than an ordinary straw—containing filters that make water teeming with typhoid-, cholera- and diarrhea-causing microorganisms drinkable.
The filters, made up of a halogenated resin, kill nearly 100 percent of bacteria and nearly 99 percent of the viruses that pass through LifeStraw. A University of North Carolina at Chapel Hill evaluation tested the device's performance in water containing Escherichia coli B and Enterococcus faecalis bacteria and the MS2 coliphage virus as well as iodine and silver. The results indicated that LifeStraw filtered out all contaminants to levels where they don't pose a health risk to someone drinking the water. To view complete article:
www.sciam.com/article.cfm?id=water-filtration-system&sc=rss
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Filtration in a Straw
By Larry Greenemeier
Sometimes, it's the simplest technologies that have the greatest potential impact on people's lives. Take the Vestergaard Frandsen Group's mobile personal filtration system, otherwise known as LifeStraw. It is a powder-blue plastic tube—much thicker than an ordinary straw—containing filters that make water teeming with typhoid-, cholera- and diarrhea-causing microorganisms drinkable.
The filters, made up of a halogenated resin, kill nearly 100 percent of bacteria and nearly 99 percent of the viruses that pass through LifeStraw. A University of North Carolina at Chapel Hill evaluation tested the device's performance in water containing Escherichia coli B and Enterococcus faecalis bacteria and the MS2 coliphage virus as well as iodine and silver. The results indicated that LifeStraw filtered out all contaminants to levels where they don't pose a health risk to someone drinking the water. To view complete article:
www.sciam.com/article.cfm?id=water-filtration-system&sc=rss
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Filtration in a Straw
Friday, June 27, 2008
Introducing Julie Freeman - Packaging Recruiter
INTRODUCING
Julie Freeman
A history of successful permanent placement within the packaging industry.
Julie's dedication and commitment to excellence have earned her many of the search and recruiting industry’s top awards and she has long been regarded as the premier search and recruiting specialist in the Packaging Industry.
Clients range from very large national and international firms to small, privately held companies.
Supported by the uniquely effective and efficient RSI team approach to search and recruiting functions.
Recruiter Solutions International
800-992-3875
Filtration Recruiter
Wastewater Recruiter
Plastics Recruiter
Packaging Recruiter
Industrial Recruiter
Credit & Collections Recruiter
www.rsipeople.com
Julie Freeman - Packaging Recruiter
Julie Freeman
A history of successful permanent placement within the packaging industry.
Julie's dedication and commitment to excellence have earned her many of the search and recruiting industry’s top awards and she has long been regarded as the premier search and recruiting specialist in the Packaging Industry.
Clients range from very large national and international firms to small, privately held companies.
Supported by the uniquely effective and efficient RSI team approach to search and recruiting functions.
Recruiter Solutions International
800-992-3875
Filtration Recruiter
Wastewater Recruiter
Plastics Recruiter
Packaging Recruiter
Industrial Recruiter
Credit & Collections Recruiter
www.rsipeople.com
Julie Freeman - Packaging Recruiter
Tuesday, June 3, 2008
Filtration Recruiter attendance at AFS Conference
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
Wednesday, May 14, 2008
Recruiter Solutions International
Here at Recruiter Solutions International, we have several recruiters focusing in different areas of the industry to better assist our clients and candidates.
Feel free to view their information at www.rsipeople.com
Each day we will focus on a different recruiter and their specialty, along with the parent company BackTrack Inc. backtracker.com
Lisa Sprowls
Filtration Recruiter
Wastewater Recruiter
800-992-3875 ext. 313
lisa@rsipeople.com
Recruiter Solutions International
Feel free to view their information at www.rsipeople.com
Each day we will focus on a different recruiter and their specialty, along with the parent company BackTrack Inc. backtracker.com
Lisa Sprowls
Filtration Recruiter
Wastewater Recruiter
800-992-3875 ext. 313
lisa@rsipeople.com
Recruiter Solutions International
Tuesday, April 8, 2008
AFS One-Minute Filtration Article
April 2008 - This information is being provided to you on behalf of AFS because we believe that you are interested in filtration, its related processes or AFS matters.
One-Minute Filtration Article
Filtration and System Design
The author of this month's One-Minute Filtration Article is Don Krause, Flow Ezy Filters, Inc. Don Krause is one of the instructors for the Basic Liquid Filtration short courses at the AFS Annual Conference in Valley Forge, PA.
When a circuit design is in the planning stages it is much more than determining what the real purpose of the system is. Look at the application and think, how are we going to achieve our goal? What do we want this system to do?
You start selecting components, valves, hoses, piping, pump, motor, actuators, tanks, and other equipment. Include your initial cost of building the system, step back and look, and you may feel like you've really achieved something and reached the mountain top. There are a few other factors involved to consider, weight, ease of maintenance, operating cost, and machine duty cycle.
To read the rest of the One-Minute Filtration Article,
http://www.afssociety.org/education/0408oneminute.htm
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
One-Minute Filtration Article
Filtration and System Design
The author of this month's One-Minute Filtration Article is Don Krause, Flow Ezy Filters, Inc. Don Krause is one of the instructors for the Basic Liquid Filtration short courses at the AFS Annual Conference in Valley Forge, PA.
When a circuit design is in the planning stages it is much more than determining what the real purpose of the system is. Look at the application and think, how are we going to achieve our goal? What do we want this system to do?
You start selecting components, valves, hoses, piping, pump, motor, actuators, tanks, and other equipment. Include your initial cost of building the system, step back and look, and you may feel like you've really achieved something and reached the mountain top. There are a few other factors involved to consider, weight, ease of maintenance, operating cost, and machine duty cycle.
To read the rest of the One-Minute Filtration Article,
http://www.afssociety.org/education/0408oneminute.htm
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
Thursday, March 20, 2008
Filtration Recruiter - Plant Manager position
Our client is a large manufacturing company. They have been in business for over 75 years, employ over 10,000 employees worldwide and carry a very well known brand name.
Due to a promotion they have retained our services to help them fill a Plant Manager's position. This will be the #1 position in that manufacturing facility, which happens to be the top facility within their organization. This is a well-respected operation; it is ISO certified and a 5-day per week/3 shift union operation. The company enjoys a very good relationship with the union. The building is over 200,000 square feet and it employs approximately 50 salaried and 400 hourly employees.
The position will have full P&L responsibility; will oversee production control, engineering, operations, quality and the human resources department. It will have responsibility over the whole plant while initiating Lean programs.
We are looking for someone that has experience in a high volume manufacturing facility. We are also in search of someone that has experience instituting Lean and Six Sigma. The ideal person will have had past responsibilities in a multi faceted environment. This position pays full relocation and is located in Wisconsin.
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
Due to a promotion they have retained our services to help them fill a Plant Manager's position. This will be the #1 position in that manufacturing facility, which happens to be the top facility within their organization. This is a well-respected operation; it is ISO certified and a 5-day per week/3 shift union operation. The company enjoys a very good relationship with the union. The building is over 200,000 square feet and it employs approximately 50 salaried and 400 hourly employees.
The position will have full P&L responsibility; will oversee production control, engineering, operations, quality and the human resources department. It will have responsibility over the whole plant while initiating Lean programs.
We are looking for someone that has experience in a high volume manufacturing facility. We are also in search of someone that has experience instituting Lean and Six Sigma. The ideal person will have had past responsibilities in a multi faceted environment. This position pays full relocation and is located in Wisconsin.
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
Tuesday, March 4, 2008
RSI - ABS signs with Veolia
As found at http://ww.pennnet.com/Articles/Article_Display.cfm?Section=ONART&PUBLICATION_ID=41&ARTICLE_ID=320127&C=PROJE&dcmp=rss
ABS Group signs a three-year agreement with Veolia
MALMÖ, Sweden, Feb. 14th, 2008 -- ABS Group has signed a three-year global framework agreement with Veolia Water Solutions & Technologies. As a result, ABS Group will be a prioritized supplier of pumps, mixers and service offerings to the Veolia Water Solutions & Technologies Group worldwide.
"During the year in which we have worked together, ABS has shown itself well able to meet our need for quality products and efficient service. ABS has proven its ability and competence, and it is therefore now natural to enter into a deeper and worldwide agreement," says Ronald Sol, Strategic Purchasing Director at Veolia Water Solutions & Technologies.
Veolia Water Solutions & Technologies (VWS) is a leading international water treatment company that designs & builds water treatment plants and customized solutions for both municipalities and corporations. VWS has more than 7,100 employees and operates in over 50 countries. The company is part of Veolia Environment, a world-leading company in environment-related services. Veolia Environment enjoyed sales of EUR 28.62 billion in 2006 and has approximately 270,000 employees.
ABS Group is a global supplier of equipment and service solutions for waste water collection and treatment applications. Traditionally, water treatment is carried out by municipalities and other public bodies, but the responsibility is being increasingly assigned to private and sometimes international contractors.
"We are proud to have been given the continued trust as a preferred supplier to Veolia. It is a confirmation that our product portfolio, application knowledge and service offering meet the expectation of one of the most advanced customers in the world. This has also given us confidence to further pursue our Global Key Account Strategy," says Tomas Wängberg, President and CEO of the ABS Group.
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsirecruiters.com
www.rsipeople.com
ABS Group Signs
ABS Group signs a three-year agreement with Veolia
MALMÖ, Sweden, Feb. 14th, 2008 -- ABS Group has signed a three-year global framework agreement with Veolia Water Solutions & Technologies. As a result, ABS Group will be a prioritized supplier of pumps, mixers and service offerings to the Veolia Water Solutions & Technologies Group worldwide.
"During the year in which we have worked together, ABS has shown itself well able to meet our need for quality products and efficient service. ABS has proven its ability and competence, and it is therefore now natural to enter into a deeper and worldwide agreement," says Ronald Sol, Strategic Purchasing Director at Veolia Water Solutions & Technologies.
Veolia Water Solutions & Technologies (VWS) is a leading international water treatment company that designs & builds water treatment plants and customized solutions for both municipalities and corporations. VWS has more than 7,100 employees and operates in over 50 countries. The company is part of Veolia Environment, a world-leading company in environment-related services. Veolia Environment enjoyed sales of EUR 28.62 billion in 2006 and has approximately 270,000 employees.
ABS Group is a global supplier of equipment and service solutions for waste water collection and treatment applications. Traditionally, water treatment is carried out by municipalities and other public bodies, but the responsibility is being increasingly assigned to private and sometimes international contractors.
"We are proud to have been given the continued trust as a preferred supplier to Veolia. It is a confirmation that our product portfolio, application knowledge and service offering meet the expectation of one of the most advanced customers in the world. This has also given us confidence to further pursue our Global Key Account Strategy," says Tomas Wängberg, President and CEO of the ABS Group.
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsirecruiters.com
www.rsipeople.com
ABS Group Signs
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