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.
Filtration Recruiter - 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, May 4, 2012
Thursday, May 3, 2012
Filtration Recruiter - Competition for Available Jobs
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Competition for Available Jobs
The US Labor Department has announced that people signing up for jobless benefits has reached its highest point over the last 6 years because of company cutbacks and the faltering economy. The week ending July 26, 208 (the most recent period for which information is available) shows that 3.3 million people were collecting unemployment benefits. Almost every industry is cutting back or at the very least tightening their belts during these difficult times.
Companies who are thinking of hiring to fill vacant positions are probably going to be receiving more applications and resumes from job candidates than ever before. How can you be sure that the candidate you decide to hire is the right one for your company? If you have 100 people apply for 1 vacant position, your human resource department is going to have their work cut out for them!
The average company will spend between $7,000 and $15,000 in the first year to hire and train someone for the position after they hire the job candidate. That is a lot of money, particularly if you have to do it more than once for a position. If the first candidate you hire doesn’t work out, you have to go through the process again.
You can help to eliminate some of the guesswork out of this by doing background checks on candidates. You don’t have to do it on all 100 applications that come in for that 1 position, but after you narrow it down to a small pool of potential candidates that appear to meet the experience or education level you need, doing a background check on those candidates can save you time, money and hassle. Depending on the services you are looking at for your background check, the average cost is approximately $100 per candidate – more if you want extensive, less if you want general. Between interviewing, background checking and possibly assessment testing, you are being as proactive as you can be to ensure that the FIRST person you bring on board with your company is going to be a good fit.
Filtration Recruiter - Competition for Available Jobs
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Competition for Available Jobs
The US Labor Department has announced that people signing up for jobless benefits has reached its highest point over the last 6 years because of company cutbacks and the faltering economy. The week ending July 26, 208 (the most recent period for which information is available) shows that 3.3 million people were collecting unemployment benefits. Almost every industry is cutting back or at the very least tightening their belts during these difficult times.
Companies who are thinking of hiring to fill vacant positions are probably going to be receiving more applications and resumes from job candidates than ever before. How can you be sure that the candidate you decide to hire is the right one for your company? If you have 100 people apply for 1 vacant position, your human resource department is going to have their work cut out for them!
The average company will spend between $7,000 and $15,000 in the first year to hire and train someone for the position after they hire the job candidate. That is a lot of money, particularly if you have to do it more than once for a position. If the first candidate you hire doesn’t work out, you have to go through the process again.
You can help to eliminate some of the guesswork out of this by doing background checks on candidates. You don’t have to do it on all 100 applications that come in for that 1 position, but after you narrow it down to a small pool of potential candidates that appear to meet the experience or education level you need, doing a background check on those candidates can save you time, money and hassle. Depending on the services you are looking at for your background check, the average cost is approximately $100 per candidate – more if you want extensive, less if you want general. Between interviewing, background checking and possibly assessment testing, you are being as proactive as you can be to ensure that the FIRST person you bring on board with your company is going to be a good fit.
Filtration Recruiter - Competition for Available Jobs
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Wednesday, May 2, 2012
Filtration Recruiter - The Disappearing Client
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
The Disappearing Client
We hear it over and over again in our business, “I am looking for a new vendor because I am just unhappy with the (service, turn around time, customer service, etc) my current vendor provides. Chances are that that current vendor also has no idea that there is a problem with their client because they haven’t been notified.
While this type of call comes to us daily, and we certainly are more than happy to discuss with any potential client our services and how we differ, it makes me wonder how many of our clients are “disappearing” clients and potentially seeking another vendor. You know the ones I mean. These are the clients that, in 2007, did X amount of business, in 2008 they are less than half and you haven’t heard from them in 3 months. Every week these clients are probably fielding 2 or 3 calls from a company that offers the same type of product or service that they currently purchase from you. There is a lot of competition out there and many hungry companies willing to do what it takes to land that new account. The “grass is always greener” theory seems to follow along with those phone calls as well.
We have a program where we contact our current clients every 3-6 months to say hello and see how they are doing. This gives us a chance to communicate with our contacts to find out if they have any problems, concerns, or feel that their issues have not been addressed. So, do we still have clients looking for other vendors? They certainly are. However, they are going in with the bar set quite a bit higher because of the service they currently get. Many times, they either don’t change, or they come back to us after a short period of time because they realize that they don’t get the same service elsewhere.
Keeping the lines of communication open between your company and your clients is extremely important. I don’t mean that you deal with just their problems when they call in with an issue – this means picking up the phone and calling them a couple of times a year and finding out what their issues are, or if they have any. Not only does this make for excellent customer service, but it also will benefit your company in the long run. They may be in networking groups and will recommend you to their peers, or they may be willing to act as business references for your company should you need it. Give them something positive to talk about and your customers and clients will keep coming back.
Filtration Recruiter - The Disappearing Client
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
The Disappearing Client
We hear it over and over again in our business, “I am looking for a new vendor because I am just unhappy with the (service, turn around time, customer service, etc) my current vendor provides. Chances are that that current vendor also has no idea that there is a problem with their client because they haven’t been notified.
While this type of call comes to us daily, and we certainly are more than happy to discuss with any potential client our services and how we differ, it makes me wonder how many of our clients are “disappearing” clients and potentially seeking another vendor. You know the ones I mean. These are the clients that, in 2007, did X amount of business, in 2008 they are less than half and you haven’t heard from them in 3 months. Every week these clients are probably fielding 2 or 3 calls from a company that offers the same type of product or service that they currently purchase from you. There is a lot of competition out there and many hungry companies willing to do what it takes to land that new account. The “grass is always greener” theory seems to follow along with those phone calls as well.
We have a program where we contact our current clients every 3-6 months to say hello and see how they are doing. This gives us a chance to communicate with our contacts to find out if they have any problems, concerns, or feel that their issues have not been addressed. So, do we still have clients looking for other vendors? They certainly are. However, they are going in with the bar set quite a bit higher because of the service they currently get. Many times, they either don’t change, or they come back to us after a short period of time because they realize that they don’t get the same service elsewhere.
Keeping the lines of communication open between your company and your clients is extremely important. I don’t mean that you deal with just their problems when they call in with an issue – this means picking up the phone and calling them a couple of times a year and finding out what their issues are, or if they have any. Not only does this make for excellent customer service, but it also will benefit your company in the long run. They may be in networking groups and will recommend you to their peers, or they may be willing to act as business references for your company should you need it. Give them something positive to talk about and your customers and clients will keep coming back.
Filtration Recruiter - The Disappearing Client
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Tuesday, May 1, 2012
Filtration Recruiter - 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.
Filtration Recruiter - 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. 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.
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.
Filtration Recruiter - 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. 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
Monday, April 30, 2012
Filtration Recruiter - International Applicant's and International Degrees
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
International Applicant's and International Degrees
More and more companies are beginning to screen and hire international job applicant's to work for their organization. Many times, these applicants will have degrees that were awarded by colleges outside of the United States. If the degree was issued from an accredited institution, it is every bit as valid as a degree that was issued by an accredited institution in the United States. The difficulty, however, lies in verifying the degree with that institution.
Due to cultural differences, language differences, and even time zones, getting that degree verified from an overseas college can become very difficult. As one example, if you are going to try and verify a degree from a college in China you have to deal with a 12 hour time difference to start. Then, the majority of colleges in China require the full name of the job candidate at the time they graduated spelled out in Chinese language characters. If you utilize a background screening company, they should be able to give you some information on what you are going to need in order to verify an international college degree.
Another step you may wish to take is to have the job applicant get their degree translated. There are reputable agencies that will contact the international school, become familiar with their requirements for graduation and degrees, and be able to show you on paper how that degree will be equivalent to a degree offered in the United States. This can become a time consuming option as they generally do take some time to get the degree information translated. Again, your background screening agency should be able to tell you where these organizations are and how to reach them.
Regardless of which route you choose to take to get an international degree verified, please be aware that it takes time and sometimes can be expensive. To try and plan ahead, be sure to have your job candidate prepare a copy of all documentation they have from the school (copies of the degree or certificate, grade reports or transcripts, or even a letter that the school issued indicating graduation). Frequently an international school will authenticate documentation supplied to them quicker than they will look up a job candidate to verify a degree.
Filtration Recruiter - International Applicant's and International Degrees
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
International Applicant's and International Degrees
More and more companies are beginning to screen and hire international job applicant's to work for their organization. Many times, these applicants will have degrees that were awarded by colleges outside of the United States. If the degree was issued from an accredited institution, it is every bit as valid as a degree that was issued by an accredited institution in the United States. The difficulty, however, lies in verifying the degree with that institution.
Due to cultural differences, language differences, and even time zones, getting that degree verified from an overseas college can become very difficult. As one example, if you are going to try and verify a degree from a college in China you have to deal with a 12 hour time difference to start. Then, the majority of colleges in China require the full name of the job candidate at the time they graduated spelled out in Chinese language characters. If you utilize a background screening company, they should be able to give you some information on what you are going to need in order to verify an international college degree.
Another step you may wish to take is to have the job applicant get their degree translated. There are reputable agencies that will contact the international school, become familiar with their requirements for graduation and degrees, and be able to show you on paper how that degree will be equivalent to a degree offered in the United States. This can become a time consuming option as they generally do take some time to get the degree information translated. Again, your background screening agency should be able to tell you where these organizations are and how to reach them.
Regardless of which route you choose to take to get an international degree verified, please be aware that it takes time and sometimes can be expensive. To try and plan ahead, be sure to have your job candidate prepare a copy of all documentation they have from the school (copies of the degree or certificate, grade reports or transcripts, or even a letter that the school issued indicating graduation). Frequently an international school will authenticate documentation supplied to them quicker than they will look up a job candidate to verify a degree.
Filtration Recruiter - International Applicant's and International Degrees
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Friday, April 27, 2012
Filtration Recruiter - Passwords and Security
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.
Passwords and Security
Employee data breaches are becoming more and more common for companies. Lately there are more and more news stories about data breaches, averaging up to 4 or 5 per week in the media. Sometimes it is the missing laptop that was stolen from someone’s car/home/apartment ; sometimes it is the data tape that was being transported for storage and was “misplaced” ; and sometimes it was a disgruntled former employer who still had access to company information. How does this happen? Actually, it can be very simple.
You have an employee within your organization that, for what ever reason, you have chosen to release from your company. That employee had access to records, background reports, financial information, or other sensitive information about your company. Maybe you did your background report retrieval via the internet, or maybe the majority of your banking was through the internet. If that former employee still has access to active passwords, and had not been deactivated from the system, you could have a real problem.
As soon as your company has made the decision to release someone from their employment, you need to know how involved their access was to this information. Contact the bank and have their user name removed from the account or change the information if you have to. Be sure to contact your background screening company and update them to the change in personnel status so passwords can be locked out of the system, change the passwords on any sensitive information that can be accessed off site. And, while the majority of you will be able to say that you never share your password with anyone else, there are those that do. If the former employee has access to someone else’s password for what ever reason, be sure and get that changed as well. This is where you have to stamp out the brush fire before the whole forest burns.
Filtration Recruiter - Passwords and Security
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.
Passwords and Security
Employee data breaches are becoming more and more common for companies. Lately there are more and more news stories about data breaches, averaging up to 4 or 5 per week in the media. Sometimes it is the missing laptop that was stolen from someone’s car/home/apartment ; sometimes it is the data tape that was being transported for storage and was “misplaced” ; and sometimes it was a disgruntled former employer who still had access to company information. How does this happen? Actually, it can be very simple.
You have an employee within your organization that, for what ever reason, you have chosen to release from your company. That employee had access to records, background reports, financial information, or other sensitive information about your company. Maybe you did your background report retrieval via the internet, or maybe the majority of your banking was through the internet. If that former employee still has access to active passwords, and had not been deactivated from the system, you could have a real problem.
As soon as your company has made the decision to release someone from their employment, you need to know how involved their access was to this information. Contact the bank and have their user name removed from the account or change the information if you have to. Be sure to contact your background screening company and update them to the change in personnel status so passwords can be locked out of the system, change the passwords on any sensitive information that can be accessed off site. And, while the majority of you will be able to say that you never share your password with anyone else, there are those that do. If the former employee has access to someone else’s password for what ever reason, be sure and get that changed as well. This is where you have to stamp out the brush fire before the whole forest burns.
Filtration Recruiter - Passwords and Security
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater
Thursday, April 26, 2012
Filtration Recruiter - Another Reason 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.
Another Reason to do Background Checks
Recently, an article was published in Smart Business Magazine that makes a lot of sense. The interviewer quoted Ted Moss (the founder and CEO of a pre-employment screening agency) on his views on doing background checks. Basically, Mr. Moss stated that there are 2 types of screening – the instant checks and the comprehensive checks – as far as criminal searches. Instant checks are checks available online that come back instantly, and the comprehensive checks take 24-48 hours, which indicate that someone is taking a little more time to do a little more work.
Statistically, if your company does pre-employment background checks you will have fewer turnovers. Doing the background check will allow you to see if the employee will fit in to your work environment or if that potential employee has some serious issues that will cause serious issues within your organization.
You also have to decide if you are going to do the screening yourself, or if you are going to hire a company to do it. He provides the analogy of the plumber. If you need a pipe fixed, you can do it yourself or hire a professional. If you do it yourself, you will need to educate yourself on what to do or not do and will need some expertise to do the job right. Hiring a company is also hiring their expertise.
You have to justify for yourself the cost of pre-employment screening. If you hire a company and their expertise, you may spend $100 depending on how in depth you want to go. However, if you look at your costs, it can cost you between $7,000 and $15,000 to hire and train a new employee. Your $100 investment may well be worth it to get the right employee.
And last, but certainly not least, are the reasons to do the background checks. You do pre-employment screening to be proactive in protecting your self, your company, your employees and your customers. The US Chamber of Commerce says that, according to their statistics, 33 percent of US business bankruptcies are due to employee theft and embezzlement. The Society for Human Resource Management states that 45 percent of all resumes obtained contain at least one major fabrication. The numbers speak for themselves.
Filtration Recruiter - Another Reason 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. 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.
Another Reason to do Background Checks
Recently, an article was published in Smart Business Magazine that makes a lot of sense. The interviewer quoted Ted Moss (the founder and CEO of a pre-employment screening agency) on his views on doing background checks. Basically, Mr. Moss stated that there are 2 types of screening – the instant checks and the comprehensive checks – as far as criminal searches. Instant checks are checks available online that come back instantly, and the comprehensive checks take 24-48 hours, which indicate that someone is taking a little more time to do a little more work.
Statistically, if your company does pre-employment background checks you will have fewer turnovers. Doing the background check will allow you to see if the employee will fit in to your work environment or if that potential employee has some serious issues that will cause serious issues within your organization.
You also have to decide if you are going to do the screening yourself, or if you are going to hire a company to do it. He provides the analogy of the plumber. If you need a pipe fixed, you can do it yourself or hire a professional. If you do it yourself, you will need to educate yourself on what to do or not do and will need some expertise to do the job right. Hiring a company is also hiring their expertise.
You have to justify for yourself the cost of pre-employment screening. If you hire a company and their expertise, you may spend $100 depending on how in depth you want to go. However, if you look at your costs, it can cost you between $7,000 and $15,000 to hire and train a new employee. Your $100 investment may well be worth it to get the right employee.
And last, but certainly not least, are the reasons to do the background checks. You do pre-employment screening to be proactive in protecting your self, your company, your employees and your customers. The US Chamber of Commerce says that, according to their statistics, 33 percent of US business bankruptcies are due to employee theft and embezzlement. The Society for Human Resource Management states that 45 percent of all resumes obtained contain at least one major fabrication. The numbers speak for themselves.
Filtration Recruiter - Another Reason 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. 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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