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 Resumes
Have you ever done a Google search, using the key words “fake resume”? If you do, you will find that there are approximately 513,000 hits for “fake resume”. The very first one that comes up when I searched it is Fake Resume – Home of the Fake Resume Guide . In reviewing the information, it appears that this site is very well written and contains a lot of useful information. Some of the key points of interest that were found are on the first page – “Isn’t this Unethical”?. The response was “…You may be saying to yourself, that adding things to your resume in wrong and unethical. Now in this post-Enron, post World-Com era it sure doesn’t seem like corporate America is too concerned with ethics”. The article continues on providing examples of how “Corporate America” is taking advantage of the worker with unpaid overtime, cutting retirement benefits, and makes reference to employers squeezing more work out of the employee “like a juicer squeezes an orange…it’s not pretty”.
What should be the scariest part for any employer is that they make an argument and offer all their advice at no charge. Anyone with internet access can get the guide for free. It gives very detailed information on how to fill in the gaps in employment history, fool proof methods to add experience to your resume, the best way to get fake references, and even how to get college transcripts from any University with any GPA you want. Hiring managers can take comfort in the fact that this particular website does not recommend anyone should lie on a job application, but only because of legal ramifications.
It appears that this guide is established to assist the job candidate in "fooling" an HR person or Hiring Manager, with the idea that both individuals may not have the time and resources needed to do a thorough background check.
Recruiter Solutions International - Fake Resumes
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, December 1, 2015
Monday, July 6, 2015
The Telephone Interview
The Telephone Interview
Establishing a rapport at the beginning of the phone conversation sets a favorable tone.
During the first few minutes, mention something that shows commonality of interest or similarity in background. This helps both parties feel more comfortable as the conversation progresses. Get to know the person behind the voice. Does he show a sense of humor? Is she direct and forthright in supplying information? Does his speech sound “canned”, or does it exhibit freshness of thought and expression? Just as importantly, does she listen to you, or merely wait for the chance to ask her next question? The interviewer may be a personnel officer or a hiring manager. If the individual is someone with whom you will be working, pay all the more attention to her explanation of the job and what potential it offers.
Prepare a list of questions which indicate that you have given careful thought to the prospect of joining the firm. Even though you don’t know everything about the position at this point, convey the impression that it’s something you are interested in and competent at handling.
Only in a face-to-face interview can you totally sell yourself. The purpose of the phone interview is to identify areas of mutual interest that warrant further investigation. In other words, wet their curiosity and give them good reasons for wanting to invite you to the company location. Basically, what the interviewer needs to hear and conclude is that you can get the job done. Mentally, he is making the connection between the company’s problems and you as a problem solver. Don’t overwhelm him with facts and figures; he’s only going to remember so much.
You can best make your point by reciting memorable stories that document your ability to analyze a dilemma, weigh alternative responses and choose the appropriate action. By selectively highlighting turnaround situations you spearheaded, you are communicating a willingness to tackle similar problems for his company. As you glance over your notes and keep an eye on the clock, there may be additional important points to cover in the pre-allotted time frame. Tactfully take control and introduce the subject mater that needs to be discussed or further elaborated. As the conversation winds down, become less talkative and give more thought to what you say. Your final words will generally have greater impact and be remembered longer. Careful word choice and voice inflection will under-score the significance of your remarks. By contrast, a machine-gun volley of words will likely put the listener on the defensive or turn him off altogether. At the end of the conversation, and if you do have an interest in continuing, ask “Is there anything in my background that would prohibit me from going to the next step?” This will give an opportunity for the interviewer to ask any questions that may have not been clear during the course of the conversation. You never want them to walk away with any doubts or questions.
Lisa Sprowls
Filtration Recruiter
Wastewater Recruiter
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Telephone Interview
Establishing a rapport at the beginning of the phone conversation sets a favorable tone.
During the first few minutes, mention something that shows commonality of interest or similarity in background. This helps both parties feel more comfortable as the conversation progresses. Get to know the person behind the voice. Does he show a sense of humor? Is she direct and forthright in supplying information? Does his speech sound “canned”, or does it exhibit freshness of thought and expression? Just as importantly, does she listen to you, or merely wait for the chance to ask her next question? The interviewer may be a personnel officer or a hiring manager. If the individual is someone with whom you will be working, pay all the more attention to her explanation of the job and what potential it offers.
Prepare a list of questions which indicate that you have given careful thought to the prospect of joining the firm. Even though you don’t know everything about the position at this point, convey the impression that it’s something you are interested in and competent at handling.
Only in a face-to-face interview can you totally sell yourself. The purpose of the phone interview is to identify areas of mutual interest that warrant further investigation. In other words, wet their curiosity and give them good reasons for wanting to invite you to the company location. Basically, what the interviewer needs to hear and conclude is that you can get the job done. Mentally, he is making the connection between the company’s problems and you as a problem solver. Don’t overwhelm him with facts and figures; he’s only going to remember so much.
You can best make your point by reciting memorable stories that document your ability to analyze a dilemma, weigh alternative responses and choose the appropriate action. By selectively highlighting turnaround situations you spearheaded, you are communicating a willingness to tackle similar problems for his company. As you glance over your notes and keep an eye on the clock, there may be additional important points to cover in the pre-allotted time frame. Tactfully take control and introduce the subject mater that needs to be discussed or further elaborated. As the conversation winds down, become less talkative and give more thought to what you say. Your final words will generally have greater impact and be remembered longer. Careful word choice and voice inflection will under-score the significance of your remarks. By contrast, a machine-gun volley of words will likely put the listener on the defensive or turn him off altogether. At the end of the conversation, and if you do have an interest in continuing, ask “Is there anything in my background that would prohibit me from going to the next step?” This will give an opportunity for the interviewer to ask any questions that may have not been clear during the course of the conversation. You never want them to walk away with any doubts or questions.
Lisa Sprowls
Filtration Recruiter
Wastewater Recruiter
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Telephone Interview
Tuesday, April 7, 2015
RSI Background Checks
As a Filtration & Separations Recruiter with Recruiter Solutions International, all finalist candidates for our clients are provided a complete background check. Our parent company BackTrack, Inc. provided the following information to better answer questions regarding the use of these background checks in your hiring decisions.
Common Questions Regarding the Use of a Background Check
Is it legal to use background search information in hiring decisions?
Yes, it is. Misrepresentation or falsifying information on a job application or resume may be grounds for firing an employee or denying an applicant. Additionally your company may be held liable for “negligent hiring” if you employ a dangerous or unqualified person in a job where they could harm others.
What laws govern the use of background checks?
The Fair Credit Reporting Act (FCRA) defines how background checks should be conducted and used when outsourced to third-party companies such as BackTrack. The FCRA must be used in conjunction with state laws when doing background checks for your location. For a full text or specifics regarding the FCRA and the related FACT Act, go to
www.ftc.gov/os/statutes/fcrajump.htm
To learn more about recruiting in the Industry visit us on the web at
www.rsipeople.com
To learn more about background checks visit our parent company BackTrack, Inc. at www.backtracker.com
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Common Questions Regarding the Use of a Background Check
Is it legal to use background search information in hiring decisions?
Yes, it is. Misrepresentation or falsifying information on a job application or resume may be grounds for firing an employee or denying an applicant. Additionally your company may be held liable for “negligent hiring” if you employ a dangerous or unqualified person in a job where they could harm others.
What laws govern the use of background checks?
The Fair Credit Reporting Act (FCRA) defines how background checks should be conducted and used when outsourced to third-party companies such as BackTrack. The FCRA must be used in conjunction with state laws when doing background checks for your location. For a full text or specifics regarding the FCRA and the related FACT Act, go to
www.ftc.gov/os/statutes/fcrajump.htm
To learn more about recruiting in the Industry visit us on the web at
www.rsipeople.com
To learn more about background checks visit our parent company BackTrack, Inc. at www.backtracker.com
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Friday, March 20, 2015
Filtration Recruiter - Resume Tips
Filtration Recruiter
Resume Tip #1
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc.,www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration of 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.
Let’s begin with education, one of the most commonly misrepresented areas of a resume.
With the advent of the Internet, there has been an explosion in the number of unaccredited or diploma mills schools. With the proliferation of sites on the internet promising “degrees for life experience”, “degrees without setting foot inside of a classroom,” “earn the degree you deserve in six weeks,” and others, it has become easier for people to simply buy a college degree without having the skills or qualifications necessary.
Emails containing these promises arrive daily in your in box. As these “schools” become more prevalent, you may be tempted to sign up, pay the money and receive such a degree as to make your resume appear more creditable. Be leery of these types of schools. In order for a background screening company to verify your degree, it must come from an accredited school not what is called a “diploma mill”.
For more details regarding diploma mills, click here: http://www.ed.gov/admins/finaid/accred/index.html or http://www.ope.ed.gov/accreditation.
You may also choose to provide on your resume that you did receive a degree, when in fact you are actually just a few credits short or may still owe funds to the school. When a background check is conducted, the company will contact the school and provide to the employer that you do not have a degree. You may think this is minor, but to an employer, this becomes a red flag as to the type of person you are.
Check back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Resume Tips
Resume Tip #1
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc.,www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration of 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.
Let’s begin with education, one of the most commonly misrepresented areas of a resume.
With the advent of the Internet, there has been an explosion in the number of unaccredited or diploma mills schools. With the proliferation of sites on the internet promising “degrees for life experience”, “degrees without setting foot inside of a classroom,” “earn the degree you deserve in six weeks,” and others, it has become easier for people to simply buy a college degree without having the skills or qualifications necessary.
Emails containing these promises arrive daily in your in box. As these “schools” become more prevalent, you may be tempted to sign up, pay the money and receive such a degree as to make your resume appear more creditable. Be leery of these types of schools. In order for a background screening company to verify your degree, it must come from an accredited school not what is called a “diploma mill”.
For more details regarding diploma mills, click here: http://www.ed.gov/admins/finaid/accred/index.html or http://www.ope.ed.gov/accreditation.
You may also choose to provide on your resume that you did receive a degree, when in fact you are actually just a few credits short or may still owe funds to the school. When a background check is conducted, the company will contact the school and provide to the employer that you do not have a degree. You may think this is minor, but to an employer, this becomes a red flag as to the type of person you are.
Check back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Resume Tips
Thursday, February 19, 2015
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
Thursday, January 29, 2015
Succession Planning
At about the time the baby boomers begin retiring from the work force, the flow of additional workers will just about grind to a halt. For every young person entering the workforce from high school or college, an older person will be leaving the workforce and heading for retirement. Time Magazine has predicted an unprecedented employment gap when that happens. Reports show that the rebound in the industry is bringing up concerns for future expansions and succession planning. Where does this leave your company?
Here at RSI, our staff has been diligent in locating those hard to find candidates so our clients can continue to grow as their employees leave to enjoy their golden years. With each search assignment, we uncover dozens of other highly qualified candidates that did not meet the skills needed for that particular search. That leaves us with numerous excellent candidates who are currently employed, reasonably happy and doing a good job but are keeping their eyes open for the next step in their career.
Since the Filtration Group of RSI does not just scour the internet for candidates, we find those candidates that cannot be found through traditional employment ads and job posting boards. We specialize in all areas of the industry; our knowledgeable staff stands ready to talk to you about your distinct need and is ready to customize a search to go directly after what you need and minimize the learning curve in your open position. Feel free to contact me at our toll-free number if we can be of assistance in any of your recruitment needs.
Lisa Sprowls
The Filtration Group
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Succession Planning
Here at RSI, our staff has been diligent in locating those hard to find candidates so our clients can continue to grow as their employees leave to enjoy their golden years. With each search assignment, we uncover dozens of other highly qualified candidates that did not meet the skills needed for that particular search. That leaves us with numerous excellent candidates who are currently employed, reasonably happy and doing a good job but are keeping their eyes open for the next step in their career.
Since the Filtration Group of RSI does not just scour the internet for candidates, we find those candidates that cannot be found through traditional employment ads and job posting boards. We specialize in all areas of the industry; our knowledgeable staff stands ready to talk to you about your distinct need and is ready to customize a search to go directly after what you need and minimize the learning curve in your open position. Feel free to contact me at our toll-free number if we can be of assistance in any of your recruitment needs.
Lisa Sprowls
The Filtration Group
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Succession Planning
Tuesday, January 20, 2015
Recruiter Solutions International - Words of Advise for Job Seekers
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.
Words of Advise for Job Seekers
A very interesting article has been published by Dear Abby. In it, a business owner who does the company hiring offered some words of wisdom for job seekers. For those of us who have been in the work force for some time, a lot of these seem like common sense. However, for people who are just getting in to the work force, you may want to take these words of wisdom to heart.
Every contact with a prospective employer is a mini-interview. Present yourself appropriately. An example of inappropriate behavior would be sending an email to the interviewer/human resource contact/recruiter, etc that says “Hey, when would this gig start?”. Correct writing styles are very important. Letters and emails should use a salutation and communicate politely and clearly.
Many companies post a great deal of information about job openings on their web sites. Read that site carefully before calling. A human resource contact can find it very frustrating answering questions hat the job applicant could have answered themselves with a little time and research.
When you email the company, remember that you are not sending a text message. While we have all learned wonderful shortcuts in text messaging, sending an email to a potential employer that says “Thnks 4 ur help. Talk 2 u later” just isn’t appropriate, and certainly not professional.
If you are submitting a resume, be sure to proof read it before submitting it. This may be your first “appearance” before a hiring authority. If your resume is full of typographical errors and misspellings, it does not present a great first impression.
One of my favorite “pet peeves” is the email address for an applicant. There are a lot of internet sites out there that offer free email service. Do you really want an employer at a school to have to email you at “hotchick99” when they want to arrange a meeting with you to be a teacher?
If you are going to have a phone interview with a prospective employer – and a lot of companies do start with the initial interview by phone – be sure to take the call in a quite place where you don’t have distractions. Do you really want to be talking to a prospective employer while your child/roommate/etc is cursing over a video game?
And while this is last on the list, I am sure there are hundreds of other tips out there to keep in mind, never tell a prospective employer that you are waiting to hear about another job you applied for that “pays more, offers more free time, and that you want more than this one”. If you just say that you are “exploring further options” that is sufficient. Don’t turn this prospective employer off, especially if you don’t have another job lined up.
There are some great tips here. Again, I am sure this is just scratching the surface, but these are things to keep in mind while you are looking to enter the work for as either a new employee or looking at changing careers.
Recruiter Solutions International - Words of Advise for Job Seekers
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
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.
Words of Advise for Job Seekers
A very interesting article has been published by Dear Abby. In it, a business owner who does the company hiring offered some words of wisdom for job seekers. For those of us who have been in the work force for some time, a lot of these seem like common sense. However, for people who are just getting in to the work force, you may want to take these words of wisdom to heart.
Every contact with a prospective employer is a mini-interview. Present yourself appropriately. An example of inappropriate behavior would be sending an email to the interviewer/human resource contact/recruiter, etc that says “Hey, when would this gig start?”. Correct writing styles are very important. Letters and emails should use a salutation and communicate politely and clearly.
Many companies post a great deal of information about job openings on their web sites. Read that site carefully before calling. A human resource contact can find it very frustrating answering questions hat the job applicant could have answered themselves with a little time and research.
When you email the company, remember that you are not sending a text message. While we have all learned wonderful shortcuts in text messaging, sending an email to a potential employer that says “Thnks 4 ur help. Talk 2 u later” just isn’t appropriate, and certainly not professional.
If you are submitting a resume, be sure to proof read it before submitting it. This may be your first “appearance” before a hiring authority. If your resume is full of typographical errors and misspellings, it does not present a great first impression.
One of my favorite “pet peeves” is the email address for an applicant. There are a lot of internet sites out there that offer free email service. Do you really want an employer at a school to have to email you at “hotchick99” when they want to arrange a meeting with you to be a teacher?
If you are going to have a phone interview with a prospective employer – and a lot of companies do start with the initial interview by phone – be sure to take the call in a quite place where you don’t have distractions. Do you really want to be talking to a prospective employer while your child/roommate/etc is cursing over a video game?
And while this is last on the list, I am sure there are hundreds of other tips out there to keep in mind, never tell a prospective employer that you are waiting to hear about another job you applied for that “pays more, offers more free time, and that you want more than this one”. If you just say that you are “exploring further options” that is sufficient. Don’t turn this prospective employer off, especially if you don’t have another job lined up.
There are some great tips here. Again, I am sure this is just scratching the surface, but these are things to keep in mind while you are looking to enter the work for as either a new employee or looking at changing careers.
Recruiter Solutions International - Words of Advise for Job Seekers
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
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