Candidates Do Lie!!
Why is it important to do background checks on candidates? Because, believe it or not, some candidates do lie! Bob Gandee, President of BackTrack Inc., a pre-employment screening firm www.backtracker.com, states that "5% of all applicants screened revealed a criminal history." This doesn't count the number of misrepresentations on employment history, education and job duties. For example, I was working on a position in which my client pegged Candidate A as their #1 candidate. He was very personable, very knowledgeable in the industry and many employees within my client's company knew him. It all seemed to be perfect. Then as we normally do, we ran a background check on him. It stated he didn't have a college degree as he said he did. My client did not hire him and was very grateful since they didn't normally do background checks. If Candidate A was lying about something like that, what else would he lie about?
If you are currently doing background checks on all your new employees, congratulations! If you are not, I suggest you start doing so. It will save you a lot of time, money and aggravation down the road. It pays to be as thorough as possible when bringing on a new employee! Be sure to work with recruiters who are also thorough and have your best interest in mind!
Lisa Sprowls
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Wednesday, October 21, 2015
Saturday, May 2, 2015
Filtration Recruiter - Why Should I Hire a Company to do Background Checks
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Why Should I Hire a Company to do Background Checks
An employer can do their own background checks on potential new hires. There is no law anywhere that states they must use a third party service. However, before you decide to tackle the project in house, you do need to ask yourself and your HR Manager a few questions regarding legal issues, as well as other questions. Is your HR Manger familiar with the large amount of legislation that covers background screening? Are they familiar with the the guidelines that must be adhered to under the Fair Credit Reporting Act (FCRA)? As far as legal questions that can be asked, does your HR Manager know what to do with arrest records, sealed records or deferred adjudication records? Are they familiar with which states have a 7 year limit for reporting criminal records unless wage is a consideration? What states require that an applicant be given a copy of a background screening report, whether they ask for a copy of it or not? Are you a national employer? Do you or the HR Manager know the laws of each state regarding employment screening in order to be FCRA Compliant?
These questions barely scratch the surface. The time commitment necessary by your staff to learn all that needs to be learned in order to stay complaint may very well be cost prohibitive. If that is the case, you may be better off bringing in a third party employment screening service to your team. Be sure to work with one that has a solid reputation and that can answer all your questions.
Filtration Recruiter - Why Should I Hire a Company to do Background Checks
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, 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.
Why Should I Hire a Company to do Background Checks
An employer can do their own background checks on potential new hires. There is no law anywhere that states they must use a third party service. However, before you decide to tackle the project in house, you do need to ask yourself and your HR Manager a few questions regarding legal issues, as well as other questions. Is your HR Manger familiar with the large amount of legislation that covers background screening? Are they familiar with the the guidelines that must be adhered to under the Fair Credit Reporting Act (FCRA)? As far as legal questions that can be asked, does your HR Manager know what to do with arrest records, sealed records or deferred adjudication records? Are they familiar with which states have a 7 year limit for reporting criminal records unless wage is a consideration? What states require that an applicant be given a copy of a background screening report, whether they ask for a copy of it or not? Are you a national employer? Do you or the HR Manager know the laws of each state regarding employment screening in order to be FCRA Compliant?
These questions barely scratch the surface. The time commitment necessary by your staff to learn all that needs to be learned in order to stay complaint may very well be cost prohibitive. If that is the case, you may be better off bringing in a third party employment screening service to your team. Be sure to work with one that has a solid reputation and that can answer all your questions.
Filtration Recruiter - Why Should I Hire a Company to do Background Checks
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Wednesday, April 8, 2015
Filtration Recruiter - Preparing your appearance for an interview
Preparing your Appearance for an Interview
There are several items that you need to do when preparing for an interview. One of those items is your appearance. Remember, first impressions count. I have heard stories of people bringing their spouses to interviews with them, their pets and even one story I heard of a man dressing as a women. As a recruiter, there are stories that we hear all the time of how people dressed for their interviews. Here are some items to help you prepare your appearance for your interview.
Male Candidates
· Fingernails should be short and clean; manicured if possible.
· Hair should be clean, well groomed and freshly trimmed. Use a dandruff shampoo, if necessary, and always comb hair with your jacket off.
· A navy blue or dark gray suit is appropriate for most positions. Be sure it is cleaned and pressed. Men with stout builds should avoid three-piece suits.
· Shirts should be white, freshly laundered and well pressed.
· A quiet tie with a subtle design and a hint of red is suitable for a first interview. Avoid loud colors and busy designs.
· Jewelry should be kept minimal. A watch and wedding or class ring are acceptable. Don’t wear jewelry or pins that indicate membership in religious or service organizations.
· Use deodorant and avoid colognes or fragrances completely.
· Shoes that are black and freshly polished (including the heels) are a safe choice for an interview.
· Socks should be black or blue and worn over the calf.
· For good posture, cross legs at the ankles, not at the knees.
· Maintain good eye contact.
· Don’t take portable phones or beepers into an interview.
Female Candidates
· Fingernails should be clean; manicured if possible. Choose subtle low key color over bright fashion colors for nail polishes.
· Wear a suit or tailored dress in basic navy or gray. Blouses should also be tailored and color coordinated. Don’t wear big bows or ties.
· Avoid exotic hairstyles and excessive makeup. Hair should be neat, clean and brushed with your jacket off.
· Makeup should be light and natural looking.
· Use deodorant and avoid colognes or fragrances.
· Jewelry should be limited and subtle. Don’t wear jewelry or pins that indicate membership in religious or service organizations.
· A closed toe pump that is color coordinated with your outfit is appropriate for an interview. Avoid open-toed shoes or sling-backs.
· For good posture, cross legs at the ankles, not at the knees.
· Maintain good eye contact.
· Do not take portable phones or beepers into an interview.
Lisa Sprowls
Wastewater Recruiter
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Preparing your appearance
There are several items that you need to do when preparing for an interview. One of those items is your appearance. Remember, first impressions count. I have heard stories of people bringing their spouses to interviews with them, their pets and even one story I heard of a man dressing as a women. As a recruiter, there are stories that we hear all the time of how people dressed for their interviews. Here are some items to help you prepare your appearance for your interview.
Male Candidates
· Fingernails should be short and clean; manicured if possible.
· Hair should be clean, well groomed and freshly trimmed. Use a dandruff shampoo, if necessary, and always comb hair with your jacket off.
· A navy blue or dark gray suit is appropriate for most positions. Be sure it is cleaned and pressed. Men with stout builds should avoid three-piece suits.
· Shirts should be white, freshly laundered and well pressed.
· A quiet tie with a subtle design and a hint of red is suitable for a first interview. Avoid loud colors and busy designs.
· Jewelry should be kept minimal. A watch and wedding or class ring are acceptable. Don’t wear jewelry or pins that indicate membership in religious or service organizations.
· Use deodorant and avoid colognes or fragrances completely.
· Shoes that are black and freshly polished (including the heels) are a safe choice for an interview.
· Socks should be black or blue and worn over the calf.
· For good posture, cross legs at the ankles, not at the knees.
· Maintain good eye contact.
· Don’t take portable phones or beepers into an interview.
Female Candidates
· Fingernails should be clean; manicured if possible. Choose subtle low key color over bright fashion colors for nail polishes.
· Wear a suit or tailored dress in basic navy or gray. Blouses should also be tailored and color coordinated. Don’t wear big bows or ties.
· Avoid exotic hairstyles and excessive makeup. Hair should be neat, clean and brushed with your jacket off.
· Makeup should be light and natural looking.
· Use deodorant and avoid colognes or fragrances.
· Jewelry should be limited and subtle. Don’t wear jewelry or pins that indicate membership in religious or service organizations.
· A closed toe pump that is color coordinated with your outfit is appropriate for an interview. Avoid open-toed shoes or sling-backs.
· For good posture, cross legs at the ankles, not at the knees.
· Maintain good eye contact.
· Do not take portable phones or beepers into an interview.
Lisa Sprowls
Wastewater Recruiter
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Preparing your appearance
Saturday, March 7, 2015
Filtration Recruiter
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Thursday, February 12, 2015
Filtration Recruiter - Why employees leave your company
Most people think that the major reason employees change jobs is to make more money. That is not the case! We have found the main reason for someone making a job change is to improve his or her quality of life. This could mean several things such as: working too many hours, poor working conditions and bad management.
The Bad News:
It is estimated that the U.S. will be in a moderate and at times, a severe employee shortage for approximately the next 20 years. This is due to all the baby boomers that will be retiring and not enough employees entering the job market to take their place.
The Good News:
The good news is that the reasons mentioned in the first paragraph for employees making a job change are controllable. Companies need to do everything possible to hold onto their good employees over the next couple of decades. It is easier and more profitable for a company to keep their current employees happy than to go through the expense of re-hiring. Start planning now on how to reduce your turnover and making smart hires!!
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
The Bad News:
It is estimated that the U.S. will be in a moderate and at times, a severe employee shortage for approximately the next 20 years. This is due to all the baby boomers that will be retiring and not enough employees entering the job market to take their place.
The Good News:
The good news is that the reasons mentioned in the first paragraph for employees making a job change are controllable. Companies need to do everything possible to hold onto their good employees over the next couple of decades. It is easier and more profitable for a company to keep their current employees happy than to go through the expense of re-hiring. Start planning now on how to reduce your turnover and making smart hires!!
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
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
Monday, January 26, 2015
The Art of Hiring and Interviewing
Lisa is pleased to bring INDA's members a series of articles in their "Career Corner" which will focus on recruiting new employees, interviewing, resume writing and background.
Lisa Sprowls – Vice President – The Filtration Group of Recruiter Solutions International – 8850 Tyler Blvd, Mentor, Ohio 44060 – 800-992-3875 ext. 313 – lisa@rsipeople.com – www.rsipeople.com
The Filtration Group headed by Lisa Sprowls specializes in search and placement of Senior-level executives, (i.e. Presidents, Vice Presidents), General, Plant and Production Management, Supervisory positions, Technical & Engineering positions as well as Sales and Sales Management positions, within Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Environmental, Storm Water, Dewatering Equipment, Woven, and Non Woven industries. Our ability to place targeted, pre-qualified candidates into your organization starts with our search process, extensive knowledge of the industry, member associations, recruitment and pre-employment experience.
Lisa Sprowls – Vice President – The Filtration Group of Recruiter Solutions International – 8850 Tyler Blvd, Mentor, Ohio 44060 – 800-992-3875 ext. 313 – lisa@rsipeople.com – www.rsipeople.com
The Filtration Group headed by Lisa Sprowls specializes in search and placement of Senior-level executives, (i.e. Presidents, Vice Presidents), General, Plant and Production Management, Supervisory positions, Technical & Engineering positions as well as Sales and Sales Management positions, within Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Environmental, Storm Water, Dewatering Equipment, Woven, and Non Woven industries. Our ability to place targeted, pre-qualified candidates into your organization starts with our search process, extensive knowledge of the industry, member associations, recruitment and pre-employment experience.
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