My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
How Much Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Recruiter Solutions International - How Much Experience Does Your Job Candidate Really Have?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Thursday, December 17, 2009
Wednesday, November 25, 2009
Recruiter Solutions International - Fake Resume - Part 2
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Fake Resume - Part 2
In the How to Fake a Resume Guide there are basic instructions, including a definition of what a fake resume is. The explanation is “Basically, a fake resume is one in which specific alteration of your employment history is made in order to deceive a human resources person or hiring authority in order to get hired”. The advise offered is that a person should not lie on their resume about something if they have no basic knowledge of that subject to begin with – such as with programming language or computer skills. However the advise offered is if the candidate is familiar with the subject and feels they can get up to speed rapidly once they have the job, go ahead and pad the resume. In other words, only lie about things that can be backed up.
One bit of advise that is also offered to job candidates following these guidelines is to have the candidate “smoke out” the employers that use professional screeners. The candidate is advised to ask the hiring manager “I’d like to tell my references who will be calling. Will you call or will you use a service?” Candidates are then advised that if it is a service that is going to be calling, the candidate should back off and not pursue the job. If it is not a professional screening they are advised “it’s full speed ahead”.
Recruiter Solutions International - Fake Resume - Part 2
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.
Fake Resume - Part 2
In the How to Fake a Resume Guide there are basic instructions, including a definition of what a fake resume is. The explanation is “Basically, a fake resume is one in which specific alteration of your employment history is made in order to deceive a human resources person or hiring authority in order to get hired”. The advise offered is that a person should not lie on their resume about something if they have no basic knowledge of that subject to begin with – such as with programming language or computer skills. However the advise offered is if the candidate is familiar with the subject and feels they can get up to speed rapidly once they have the job, go ahead and pad the resume. In other words, only lie about things that can be backed up.
One bit of advise that is also offered to job candidates following these guidelines is to have the candidate “smoke out” the employers that use professional screeners. The candidate is advised to ask the hiring manager “I’d like to tell my references who will be calling. Will you call or will you use a service?” Candidates are then advised that if it is a service that is going to be calling, the candidate should back off and not pursue the job. If it is not a professional screening they are advised “it’s full speed ahead”.
Recruiter Solutions International - Fake Resume - Part 2
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, October 15, 2009
Recruiter Solutions International - Criminal Records Facts
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.
Criminal Records Facts
Are you checking your candidate’s criminal background as thoroughly as possible to protect your employees and your company? Here are some startling Department of Justice Statistics:
In 2004, State and Federal courts convicted a combined total of nearly 1,145,000 adults of felonies -- State courts convicted an estimated 1,079,000 adults and Federal courts convicted 66,518 adults (accounting for 6% of the national total).
In 2004, 70% of all felons convicted in State courts were sentenced to a period of confinement - 40% to State prisons and 30% to local jails. Jail sentences are for short-term confinement (usually for a year or less) in a county or city facility, while prison sentences are for long-term confinement (usually for over a year) in a State facility.
State courts sentenced 28% of convicted felons to straight probation with no jail or prison time to serve.
Prison sentences in State courts averaged almost 5 years in 2004.
The average sentence to local jail was 6 months. The average probation sentence was about 3 years.
Females accounted for a quarter of felony property offenders.
At yearend 2005, over 4.9 million adult men and women were under Federal, State, or local probation or parole jurisdiction; approximately 4,162,500 on probation and 784,400 on parole.
The 0.6% growth in the probation and parole population during 2005 -- an increase of 31,626 during the year -- was more than a fifth of the average annual increase of 2.8% since 1995.
At the end of 2005 --
Among offenders on probation, half (50 percent) had been convicted for committing a felony, 49% for a misdemeanor, and 1% for other infractions. Seventy percent of probationers were being actively supervised at the end of 2005; 9% were inactive cases and 10% had absconded. Nearly all of the offenders on parole (94%) had been sentenced to incarceration of more than 1 year. Women made up about 23% of the nation's probationers and 12% of the parolees.
Approximately 55% of the adults on probation were white, and 30% were black, and 13% were Hispanic. Forty-one percent of parolees were white, 40% black, and 18% were Hispanic.
Inmates released from prison as a result of a parole board decision dropped from 50% of all adults entering parole in 1995 to 31% in 2005, while mandatory releases based on a statutory requirement increased from 45% to 51%.
Forty-five percent of parole discharges in 2005 successfully completed their term of supervision, unchanged since 1995. Thirty-eight percent were returned to jail or prison, and 11% absconded.
By the end of 2000, 16 States had abolished parole board authority for releasing all offenders, and another 4 States had abolished parole board authority for releasing certain violent offenders.
Recruiter Solutions International - Criminal Records Facts
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.
Criminal Records Facts
Are you checking your candidate’s criminal background as thoroughly as possible to protect your employees and your company? Here are some startling Department of Justice Statistics:
In 2004, State and Federal courts convicted a combined total of nearly 1,145,000 adults of felonies -- State courts convicted an estimated 1,079,000 adults and Federal courts convicted 66,518 adults (accounting for 6% of the national total).
In 2004, 70% of all felons convicted in State courts were sentenced to a period of confinement - 40% to State prisons and 30% to local jails. Jail sentences are for short-term confinement (usually for a year or less) in a county or city facility, while prison sentences are for long-term confinement (usually for over a year) in a State facility.
State courts sentenced 28% of convicted felons to straight probation with no jail or prison time to serve.
Prison sentences in State courts averaged almost 5 years in 2004.
The average sentence to local jail was 6 months. The average probation sentence was about 3 years.
Females accounted for a quarter of felony property offenders.
At yearend 2005, over 4.9 million adult men and women were under Federal, State, or local probation or parole jurisdiction; approximately 4,162,500 on probation and 784,400 on parole.
The 0.6% growth in the probation and parole population during 2005 -- an increase of 31,626 during the year -- was more than a fifth of the average annual increase of 2.8% since 1995.
At the end of 2005 --
Among offenders on probation, half (50 percent) had been convicted for committing a felony, 49% for a misdemeanor, and 1% for other infractions. Seventy percent of probationers were being actively supervised at the end of 2005; 9% were inactive cases and 10% had absconded. Nearly all of the offenders on parole (94%) had been sentenced to incarceration of more than 1 year. Women made up about 23% of the nation's probationers and 12% of the parolees.
Approximately 55% of the adults on probation were white, and 30% were black, and 13% were Hispanic. Forty-one percent of parolees were white, 40% black, and 18% were Hispanic.
Inmates released from prison as a result of a parole board decision dropped from 50% of all adults entering parole in 1995 to 31% in 2005, while mandatory releases based on a statutory requirement increased from 45% to 51%.
Forty-five percent of parole discharges in 2005 successfully completed their term of supervision, unchanged since 1995. Thirty-eight percent were returned to jail or prison, and 11% absconded.
By the end of 2000, 16 States had abolished parole board authority for releasing all offenders, and another 4 States had abolished parole board authority for releasing certain violent offenders.
Recruiter Solutions International - Criminal Records Facts
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, September 23, 2009
Recruiter Solutions International - Workplace Violence
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.
Workplace Violence
U.S. residents suffered an annual average of 1.7 million violent workplace victimizations over the past ten years. In addition to those non-fatal workplace crimes against people 12 years old and older, there were about 900 workplace-related homicides annually during those years, according to the BJS study. Workplace violence accounted for 18 percent of all violent crime during the seven-year period.
Almost one in eight victimized workers were injured during the act of violence, about one in nine faced multiple offenders and about four in 10 had a prior relationship with the offender. In about 11 percent of the workplace homicides the offender was a coworker, former coworker or a customer. About three-quarters of all workplace violence was committed by unarmed offenders, but more than 80 percent of the workplace homicides were committed with firearms.
Of selected occupations examined over the past ten years, police officers were the most vulnerable to be victims of workplace violence, as well as correctional officers, taxicab drivers, private security workers, and bartenders. Police officers were victims of a nonfatal violent crime while they were working or on duty at a rate of 261 per 1,000 officers.
While working or on duty, U.S. residents experienced 1.7 million violent victimizations annually during the past ten years including 1.3 million simple assaults, 325,000 aggravated assaults, 36,500 rapes and sexual assaults, 70,000 robberies, and 900 homicides. Workplace violence accounted for 18% of all violent crime.
For more information on these and other crime statistics, go to the U.S. Department of Justice Bureau of Justice Statistics website.
Recruiter Solutions International - Workplace Violence
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.
Workplace Violence
U.S. residents suffered an annual average of 1.7 million violent workplace victimizations over the past ten years. In addition to those non-fatal workplace crimes against people 12 years old and older, there were about 900 workplace-related homicides annually during those years, according to the BJS study. Workplace violence accounted for 18 percent of all violent crime during the seven-year period.
Almost one in eight victimized workers were injured during the act of violence, about one in nine faced multiple offenders and about four in 10 had a prior relationship with the offender. In about 11 percent of the workplace homicides the offender was a coworker, former coworker or a customer. About three-quarters of all workplace violence was committed by unarmed offenders, but more than 80 percent of the workplace homicides were committed with firearms.
Of selected occupations examined over the past ten years, police officers were the most vulnerable to be victims of workplace violence, as well as correctional officers, taxicab drivers, private security workers, and bartenders. Police officers were victims of a nonfatal violent crime while they were working or on duty at a rate of 261 per 1,000 officers.
While working or on duty, U.S. residents experienced 1.7 million violent victimizations annually during the past ten years including 1.3 million simple assaults, 325,000 aggravated assaults, 36,500 rapes and sexual assaults, 70,000 robberies, and 900 homicides. Workplace violence accounted for 18% of all violent crime.
For more information on these and other crime statistics, go to the U.S. Department of Justice Bureau of Justice Statistics website.
Recruiter Solutions International - Workplace Violence
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, August 25, 2009
Recruiter Solutions International - Are Background Checks Legal?
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.
Are Background Checks Legal?
Is it legal to use background search information in hiring decisions?
Yes, it is. Misrepresentation or falsifying information on a job application or resume may be grounds for firing an employee or denying an applicant. Additionally your company may be held liable for “negligent hiring” if you employ a dangerous or unqualified person in a job where they could harm others.
What laws govern the use of background checks?
The Fair Credit Reporting Act (FCRA) defines how background checks should be conducted and used when outsourced to third-party companies such as BackTrack. The FCRA must be used in conjunction with state laws when doing background checks for your location. For a full text or specifics regarding the FCRA and the related FACT Act, go to http://www.ftc.gov/os/statutes/fcrajump.htm
Recruiter Solutions International - Are Background Checks Legal?
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.
Are Background Checks Legal?
Is it legal to use background search information in hiring decisions?
Yes, it is. Misrepresentation or falsifying information on a job application or resume may be grounds for firing an employee or denying an applicant. Additionally your company may be held liable for “negligent hiring” if you employ a dangerous or unqualified person in a job where they could harm others.
What laws govern the use of background checks?
The Fair Credit Reporting Act (FCRA) defines how background checks should be conducted and used when outsourced to third-party companies such as BackTrack. The FCRA must be used in conjunction with state laws when doing background checks for your location. For a full text or specifics regarding the FCRA and the related FACT Act, go to http://www.ftc.gov/os/statutes/fcrajump.htm
Recruiter Solutions International - Are Background Checks Legal?
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, July 23, 2009
Recruiter Solutions International - Assessment Testing for Employees
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.
Assessment Testing for Employees
Recruiting, hiring and training of new employees is expensive. You have to recruite or advertise a position, then you start the interview process. During the interview you are trying to determine if this is a candidate that would be a good fit for your company and if the candidate seems to have the skill set that the position requires. Then, when you do bring a new hire in to fill the position you also have to train that person for your company specific standards to the position. All of this is costly in terms of time and money. If you have made a good hire, it is well worth the investment. However, if you hire that person and find out within the few months that the position just isnt a good fit, you are out that money. Worse yet, you need to start all over to fill the position.
While interviews and background checks are a great tool, another tool that may be useful to your organization is assessment testing. There are hundreds of different types of tests out there – skills testing, personality testing, behavior testing, even IQ testing if you are interested. Generally, a company will have agreed to start using these “forecasters” for new employees. Before you start to test potential new hires, you may want to have your top performers that are already working with your company take the tests. This will provide you with a set of “benchmarks” that you can use to gauge new hire testing on. There are traits and characteristics that your top performers have that you may like to see in your new hire candidates as well. Once benchmarks are set, use these to determine if your new hire will be a fit with your organization.
There are some studies out there that indicate as many as 25% of new hires don’t make it the first 3 months within an organization. That is an expensive number. Assessment testing can be a very low cost alternative to be utilitized as another tool to “be sure before you hire”.
Recruiter Solutions International - Assessment Testing for Employees
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.
Assessment Testing for Employees
Recruiting, hiring and training of new employees is expensive. You have to recruite or advertise a position, then you start the interview process. During the interview you are trying to determine if this is a candidate that would be a good fit for your company and if the candidate seems to have the skill set that the position requires. Then, when you do bring a new hire in to fill the position you also have to train that person for your company specific standards to the position. All of this is costly in terms of time and money. If you have made a good hire, it is well worth the investment. However, if you hire that person and find out within the few months that the position just isnt a good fit, you are out that money. Worse yet, you need to start all over to fill the position.
While interviews and background checks are a great tool, another tool that may be useful to your organization is assessment testing. There are hundreds of different types of tests out there – skills testing, personality testing, behavior testing, even IQ testing if you are interested. Generally, a company will have agreed to start using these “forecasters” for new employees. Before you start to test potential new hires, you may want to have your top performers that are already working with your company take the tests. This will provide you with a set of “benchmarks” that you can use to gauge new hire testing on. There are traits and characteristics that your top performers have that you may like to see in your new hire candidates as well. Once benchmarks are set, use these to determine if your new hire will be a fit with your organization.
There are some studies out there that indicate as many as 25% of new hires don’t make it the first 3 months within an organization. That is an expensive number. Assessment testing can be a very low cost alternative to be utilitized as another tool to “be sure before you hire”.
Recruiter Solutions International - Assessment Testing for Employees
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, June 24, 2009
Recruiter Solutions International - Statewide Criminal Searches
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Statewide Criminal Searches
There are states that allow access to their State Police Records Repository and this is where we can get a statewide criminal search. There are advantages to the statewide criminal search, as well as some disadvantages.
When a true statewide is done, the records repository holds records for all counties within the state. So if you go to the State of Michigan to do a statewide criminal search, you are getting a state that reports from all counties within the state. One thing to be aware of is that each state does charge an access fee. That is a fee over and above what you would normally pay for a criminal search. The state charges this fee to allow access to their records systems. The advantage to obtaining a statewide criminal search is that you get every county in that state, making it a less expensive and more thorough search than just a standard county criminal search.
Another advantage to a statewide criminal search includes multiple names. Some state will allow you to search more than one last name for a candidate, or more than 1 variation of a first name. If you are checking on a female applicant, the state may allow you to search both a married name and a maiden name for the same cost. You may also search a first name, such as Robert and Bob for the same fees for some states.
Some states offer a statewide search but there may be issues with those records. A state may not have a disposition on the case, or the information is incomplete in their records. Under the FCRA (Fair Credit Reporting Act), in order for a screening company to report those records to you, they must research the case and obtain all the missing data. This generally requires that the investigator goes to the county courthouse where the charges originated in order to verify the criminal records.
Other states may offer a statewide criminal search and yet all counties do not report to the state records repository. This is not a true statewide criminal search, and background companies who operate under the FCRA will tell you that these are not true statewide records and recommend that you defer to the county criminal searches instead.
To add to all this, you also have states that have special circumstances. Maybe they have to have a special request form that is signed or notarized, maybe they have an extremely long turnaround time, or maybe they do not accept request except through a digital fingerprint system.
Regardless of the way the search is requested, if you work with a reputable background screening company they can let you know if the states you are looking at doing criminal background checks in offer a reliable statewide search. If they do, you may find this form of criminal records search more cost effective.
Recruiter Solutions International - Statewide Criminal Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater 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.
Statewide Criminal Searches
There are states that allow access to their State Police Records Repository and this is where we can get a statewide criminal search. There are advantages to the statewide criminal search, as well as some disadvantages.
When a true statewide is done, the records repository holds records for all counties within the state. So if you go to the State of Michigan to do a statewide criminal search, you are getting a state that reports from all counties within the state. One thing to be aware of is that each state does charge an access fee. That is a fee over and above what you would normally pay for a criminal search. The state charges this fee to allow access to their records systems. The advantage to obtaining a statewide criminal search is that you get every county in that state, making it a less expensive and more thorough search than just a standard county criminal search.
Another advantage to a statewide criminal search includes multiple names. Some state will allow you to search more than one last name for a candidate, or more than 1 variation of a first name. If you are checking on a female applicant, the state may allow you to search both a married name and a maiden name for the same cost. You may also search a first name, such as Robert and Bob for the same fees for some states.
Some states offer a statewide search but there may be issues with those records. A state may not have a disposition on the case, or the information is incomplete in their records. Under the FCRA (Fair Credit Reporting Act), in order for a screening company to report those records to you, they must research the case and obtain all the missing data. This generally requires that the investigator goes to the county courthouse where the charges originated in order to verify the criminal records.
Other states may offer a statewide criminal search and yet all counties do not report to the state records repository. This is not a true statewide criminal search, and background companies who operate under the FCRA will tell you that these are not true statewide records and recommend that you defer to the county criminal searches instead.
To add to all this, you also have states that have special circumstances. Maybe they have to have a special request form that is signed or notarized, maybe they have an extremely long turnaround time, or maybe they do not accept request except through a digital fingerprint system.
Regardless of the way the search is requested, if you work with a reputable background screening company they can let you know if the states you are looking at doing criminal background checks in offer a reliable statewide search. If they do, you may find this form of criminal records search more cost effective.
Recruiter Solutions International - Statewide Criminal Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Friday, May 22, 2009
Recruiter Solutions International - Fake Degrees in the News
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Fake Degrees in the News
One of the latest news stories now is about a Spokane, Washington couple who have been indicted by a federal grand jury for creating fake diplomas. Their little twist on this saga is that they are creating fake degrees for accredited universities. It is unfortunate, but the investigation is showing that the University of Tennessee is not the only college that has been affected. Counterfeit diplomas have also been found for the University of Maryland, Texas A&M and George Washington University. All of these colleges are accredited colleges.
There are hundreds of fake universities on the internet, and counterfeit degrees being produced from accredited universities. Diploma mills and counterfeit degrees can be very sophisticated operations that undermine the credibility of legitimate institutions of higher education and graduates from those colleges and universities.
There is current legislation within the House and Senate addressing Diploma and Degree Mills. The Bill is attached to the College Opportunity and Affodability Act (HR 4137) and is expected to be presented to the full house hopefully in January, 2008. For now, experts agree that the best line of defense against these diploma mills and counterfeit diplomas is a responsible employer.
Recruiter Solutions International - Fake Degrees in the News
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.
Fake Degrees in the News
One of the latest news stories now is about a Spokane, Washington couple who have been indicted by a federal grand jury for creating fake diplomas. Their little twist on this saga is that they are creating fake degrees for accredited universities. It is unfortunate, but the investigation is showing that the University of Tennessee is not the only college that has been affected. Counterfeit diplomas have also been found for the University of Maryland, Texas A&M and George Washington University. All of these colleges are accredited colleges.
There are hundreds of fake universities on the internet, and counterfeit degrees being produced from accredited universities. Diploma mills and counterfeit degrees can be very sophisticated operations that undermine the credibility of legitimate institutions of higher education and graduates from those colleges and universities.
There is current legislation within the House and Senate addressing Diploma and Degree Mills. The Bill is attached to the College Opportunity and Affodability Act (HR 4137) and is expected to be presented to the full house hopefully in January, 2008. For now, experts agree that the best line of defense against these diploma mills and counterfeit diplomas is a responsible employer.
Recruiter Solutions International - Fake Degrees in the News
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, April 15, 2009
Recruiter Solutions International - Infinity Screening
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.
Infinity Screening
Your organization or company is doing everything right. You do a high level background check on a candidate. You have checked references, education and all past employers. You even have it set up with your screening company to go back in and call a listed current employer after the candidate has been hired for your company. You are on a roll and it is all done. Right? There is nothing else you need to worry about with that candidate. Right? Maybe you want to rethink that position just a tad.
Infinity screening is continuous post-hire employee screening. You may not realize it but you may already do this. Do you run annual driving reports through your insurance company on company drivers? That is infinity screening. But what about other positions? Do your accountants still have their credentials or license? Do your nurses still hold an active license without any disciplinary action on them (that you know of)? How about criminal records? Do you know if that floor manager in production is doing weekends in jail or is on a jail work release program?
Infinity screening can be done if your release authorization indicates that you can continue to do background checks on a candidate throughout their employment with your company. Sometimes it doesn’t hurt to do a yearly criminal check along with your yearly driving checks on your drivers. Maybe criminal records were clear when you screened the candidate before hiring them, and maybe there was never any issue after that candidate was hired. Maybe they never received any tickets or DUI arrests. Can you take a chance with it? Maybe. Would you be better off protecting your company with annual reviews on current employees, double checking licensing, driving, criminal records, credentials, etc? Absolutely.
Recruiter Solutions International - Infinity Screening
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.
Infinity Screening
Your organization or company is doing everything right. You do a high level background check on a candidate. You have checked references, education and all past employers. You even have it set up with your screening company to go back in and call a listed current employer after the candidate has been hired for your company. You are on a roll and it is all done. Right? There is nothing else you need to worry about with that candidate. Right? Maybe you want to rethink that position just a tad.
Infinity screening is continuous post-hire employee screening. You may not realize it but you may already do this. Do you run annual driving reports through your insurance company on company drivers? That is infinity screening. But what about other positions? Do your accountants still have their credentials or license? Do your nurses still hold an active license without any disciplinary action on them (that you know of)? How about criminal records? Do you know if that floor manager in production is doing weekends in jail or is on a jail work release program?
Infinity screening can be done if your release authorization indicates that you can continue to do background checks on a candidate throughout their employment with your company. Sometimes it doesn’t hurt to do a yearly criminal check along with your yearly driving checks on your drivers. Maybe criminal records were clear when you screened the candidate before hiring them, and maybe there was never any issue after that candidate was hired. Maybe they never received any tickets or DUI arrests. Can you take a chance with it? Maybe. Would you be better off protecting your company with annual reviews on current employees, double checking licensing, driving, criminal records, credentials, etc? Absolutely.
Recruiter Solutions International - Infinity Screening
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
Wednesday, March 11, 2009
Recruiter Solutions International - Email Etiquette
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.
Email Etiquette
For good or evil, email has become one of the predominant methods of communication in the workplace. This can be emailing internally with different departments, or conversing by email with clients, sales people or department managers outside your office. Email etiquette is very important as this may be one of the first forms of communication another company has from you, and can even help protect your company from awkward liability issues.
Why should you worry about an etiquette policy? It isn’t like you don’t have enough to worry about on a daily basis running your business, but email etiquette is important for the following reasons: Professionalism, efficiency, and protection from liability.
Using proper email language will convey a professional image for your company. Emails that get to the point are much more effective than poorly worded or rambling emails, and employee awareness of email risks will protect your company from costly law suites. Some etiquette guidelines may differ, depending on the nature of your business and the corporate culture you deal with, however here are some suggestions for you if you choose to form a policy.
Be concise and to the point. Do not make it longer than it needs to be. A long email can be very discouraging to read and will frequently be deleted before you even get to the point.
Use proper spelling, grammar, and punctuation. Improper spelling, grammar and punctuation can give a bad impression of your company. Email with no full stops or commas are difficult to read and can sometimes even change the meaning of the text.
Do not attach unnecessary files. Many companies will have an email filter that will not allow attachments to come through from an unrecognized user. Large attachments are also annoying and can cause the receiver’s email system to go down.
Do not overuse the high priority function. If everything you send out has a high priority, people who are used to receiving email from you are going to start skipping over it, thinking it is just a normal communication from you. Remember the fable of the boy who cried wolf.
Do not write in all CAPITALS. If you write in all capitals, it seems as if you are shouting. This is seen as aggressive and can be highly annoying for the receiver.
Do not use email to discuss confidential issues. Sending an email is like sending a postcard. If you don’t want your email displayed on a bulletin board, don’t send it. Also, never make libelous, sexist or racially discriminating comments in an email, even if you mean it as a joke. It isn’t funny if the email falls in to the hands of someone other than who it was addressed to.
The list continues and most of it is based on common sense. If in doubt, search the internet and just type “email etiquette” in to your search engine. There are lots of articles out there describing the do’s and don’ts of email and using email. Once you have an email policy in effect, train your people on that policy. The employees that use email need to understand the importance of email etiquette and how it reflects on your business every time that “send” button is used. If you wish or you feel it is necessary, the implementation of the rules can also be monitored by using email management software and email response tools. You may have the need to use this software or you may decide it is too “big brother”, but keep in mind that the email that leaves your company is a direct reflection on your company.
Recruiter Solutions International - Email Etiquette
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.
Email Etiquette
For good or evil, email has become one of the predominant methods of communication in the workplace. This can be emailing internally with different departments, or conversing by email with clients, sales people or department managers outside your office. Email etiquette is very important as this may be one of the first forms of communication another company has from you, and can even help protect your company from awkward liability issues.
Why should you worry about an etiquette policy? It isn’t like you don’t have enough to worry about on a daily basis running your business, but email etiquette is important for the following reasons: Professionalism, efficiency, and protection from liability.
Using proper email language will convey a professional image for your company. Emails that get to the point are much more effective than poorly worded or rambling emails, and employee awareness of email risks will protect your company from costly law suites. Some etiquette guidelines may differ, depending on the nature of your business and the corporate culture you deal with, however here are some suggestions for you if you choose to form a policy.
Be concise and to the point. Do not make it longer than it needs to be. A long email can be very discouraging to read and will frequently be deleted before you even get to the point.
Use proper spelling, grammar, and punctuation. Improper spelling, grammar and punctuation can give a bad impression of your company. Email with no full stops or commas are difficult to read and can sometimes even change the meaning of the text.
Do not attach unnecessary files. Many companies will have an email filter that will not allow attachments to come through from an unrecognized user. Large attachments are also annoying and can cause the receiver’s email system to go down.
Do not overuse the high priority function. If everything you send out has a high priority, people who are used to receiving email from you are going to start skipping over it, thinking it is just a normal communication from you. Remember the fable of the boy who cried wolf.
Do not write in all CAPITALS. If you write in all capitals, it seems as if you are shouting. This is seen as aggressive and can be highly annoying for the receiver.
Do not use email to discuss confidential issues. Sending an email is like sending a postcard. If you don’t want your email displayed on a bulletin board, don’t send it. Also, never make libelous, sexist or racially discriminating comments in an email, even if you mean it as a joke. It isn’t funny if the email falls in to the hands of someone other than who it was addressed to.
The list continues and most of it is based on common sense. If in doubt, search the internet and just type “email etiquette” in to your search engine. There are lots of articles out there describing the do’s and don’ts of email and using email. Once you have an email policy in effect, train your people on that policy. The employees that use email need to understand the importance of email etiquette and how it reflects on your business every time that “send” button is used. If you wish or you feel it is necessary, the implementation of the rules can also be monitored by using email management software and email response tools. You may have the need to use this software or you may decide it is too “big brother”, but keep in mind that the email that leaves your company is a direct reflection on your company.
Recruiter Solutions International - Email Etiquette
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, February 16, 2009
Recruiter Solutions International - New York Bill For Employee Identification Protection
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 Bill For Employee Identification Protection
On July 9, 2008 New York Governor David Paterson signed Bill Number A11751/S83761. The purpose of the bill is to protect consumers and employees against identity theft. This bill will become effective in January, 2009. This bill regulates the internal use of personal identifying information, including social security numbers.
Basically this provision restricts employers from communicating personal identifying information. Personal identifying information has a very broad definition in this bill to include a social security number, home address, telephone number, personal electronic mail address, internet user ID's and passwords, parent's surname prior to marriage, or a drivers license number. The information can not be publicly posted or displayed, visibly printed on an ID badge or card (or time card), placed in a file with unrestricted access, or communicated to the general public. In addition to this, social security numbers may not be used as identification numbers for purposes of occupational licensing.
The bill also lists punitive measures and penalties for any employer who knowingly violates these provisions. This new amendment presumes that an employer's failure to safeguard the personal identifying information of its workforce is equivalent of a knowing public disclosure, even if the information is inadvertently released or stolen.
What does this mean to an employer? Basically, it is reiterating safe practices that hopefully most of you are doing already. Do not print the above identification information on a name badge and do not use a social security number (either all or in part) as a payroll number, especially if it prints on a paycheck or check stub. Be very careful where personal information is stored and who has access to it. If it is stored in an applicant tracking system or in a file cabinet, be sure that there are security measures in place to protect the information. Having a laptop stolen with the information stored in the laptop without any type of password protection or encryption could land your company in a lot of hot water.
This does NOT mean that, if you work with a background screening company, you can not provide this information to that agency in order to conduct a background check on someone prior to making a job offer. The majority of the reputable companies out there have restricted access and strong security to protect the information. Their staff is trained in the sensative nature of these pieces of information. Also, this information is still required when calling in to companies, schools, or licensing boards in order to verify the information listed by your applicant.
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 Bill For Employee Identification Protection
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 Bill For Employee Identification Protection
On July 9, 2008 New York Governor David Paterson signed Bill Number A11751/S83761. The purpose of the bill is to protect consumers and employees against identity theft. This bill will become effective in January, 2009. This bill regulates the internal use of personal identifying information, including social security numbers.
Basically this provision restricts employers from communicating personal identifying information. Personal identifying information has a very broad definition in this bill to include a social security number, home address, telephone number, personal electronic mail address, internet user ID's and passwords, parent's surname prior to marriage, or a drivers license number. The information can not be publicly posted or displayed, visibly printed on an ID badge or card (or time card), placed in a file with unrestricted access, or communicated to the general public. In addition to this, social security numbers may not be used as identification numbers for purposes of occupational licensing.
The bill also lists punitive measures and penalties for any employer who knowingly violates these provisions. This new amendment presumes that an employer's failure to safeguard the personal identifying information of its workforce is equivalent of a knowing public disclosure, even if the information is inadvertently released or stolen.
What does this mean to an employer? Basically, it is reiterating safe practices that hopefully most of you are doing already. Do not print the above identification information on a name badge and do not use a social security number (either all or in part) as a payroll number, especially if it prints on a paycheck or check stub. Be very careful where personal information is stored and who has access to it. If it is stored in an applicant tracking system or in a file cabinet, be sure that there are security measures in place to protect the information. Having a laptop stolen with the information stored in the laptop without any type of password protection or encryption could land your company in a lot of hot water.
This does NOT mean that, if you work with a background screening company, you can not provide this information to that agency in order to conduct a background check on someone prior to making a job offer. The majority of the reputable companies out there have restricted access and strong security to protect the information. Their staff is trained in the sensative nature of these pieces of information. Also, this information is still required when calling in to companies, schools, or licensing boards in order to verify the information listed by your applicant.
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 Bill For Employee Identification Protection
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, January 2, 2009
Recruiter Solutions International - What Criminal Search should I run? - Database Searches
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
What Criminal Search should I run? - Database Searches
Today when an employer decides to start doing background checks on their job candidates, the most common search that is requested is the criminal background check. The employer may go on line and type in “criminal background checks” in the search engine of their choice. Then sit back and try and weed out one particular company or option from the 240,000+ matches to their search request.
Before choosing someone to do the background check for you, an employer needs to be aware of few things. If you are offered an “instant, nationwide criminal background check” for only “$19.95” you should be a little hesitant. Remember the old adage “if it sounds to good to be true, it probably is”. A lot of the “instant, nationwide” criminal searches are database searches. Database searches have their place and can be useful, but if a background screening company does an “instant database” search for you, they should also be letting you know that that database search needs to be backed up. Databases are just that – a database. You will find a large number of users putting information in to that database. However, it is not always updated on a regular basis. Someone may have been charged with a crime in “Whoville” and that crime will be listed, however what it does not tell you is the case was either dismissed or dropped to a misdemeanor. In order to get that information someone needs to go to the “Whoville” court and look up the court dockets. If you base a hiring decision on what you found in “Whoville” and choose not to hire someone based on that crime, you may find yourself facing a few problems. Also “nationwide” database searches aren’t really nationwide. Sure, you will probably get something from every state, however you will NOT get everything from every state. You may find that one county in a particular state is on the search, or one state run prison from another state is on the list. In that way, it can be listed as nationwide because you are getting something from every state. However, the search is not as thorough as you think. Be very careful with this type of search and be sure to read the fine print on what exactly the information is that you will be getting.
Recruiter Solutions International - What Criminal Search should I run? - Database Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
What Criminal Search should I run? - Database Searches
Today when an employer decides to start doing background checks on their job candidates, the most common search that is requested is the criminal background check. The employer may go on line and type in “criminal background checks” in the search engine of their choice. Then sit back and try and weed out one particular company or option from the 240,000+ matches to their search request.
Before choosing someone to do the background check for you, an employer needs to be aware of few things. If you are offered an “instant, nationwide criminal background check” for only “$19.95” you should be a little hesitant. Remember the old adage “if it sounds to good to be true, it probably is”. A lot of the “instant, nationwide” criminal searches are database searches. Database searches have their place and can be useful, but if a background screening company does an “instant database” search for you, they should also be letting you know that that database search needs to be backed up. Databases are just that – a database. You will find a large number of users putting information in to that database. However, it is not always updated on a regular basis. Someone may have been charged with a crime in “Whoville” and that crime will be listed, however what it does not tell you is the case was either dismissed or dropped to a misdemeanor. In order to get that information someone needs to go to the “Whoville” court and look up the court dockets. If you base a hiring decision on what you found in “Whoville” and choose not to hire someone based on that crime, you may find yourself facing a few problems. Also “nationwide” database searches aren’t really nationwide. Sure, you will probably get something from every state, however you will NOT get everything from every state. You may find that one county in a particular state is on the search, or one state run prison from another state is on the list. In that way, it can be listed as nationwide because you are getting something from every state. However, the search is not as thorough as you think. Be very careful with this type of search and be sure to read the fine print on what exactly the information is that you will be getting.
Recruiter Solutions International - What Criminal Search should I run? - Database Searches
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
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