As a Wastewater Recruiter in the industry, we are always looking for good quality individuals that are looking for that next step in their career. Feel free to contact me directly or email me to discuss your background and see what opportunities we have. As always, all information is confidential.
Lisa Sprowls
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Wastewater Recruiter
Tuesday, December 11, 2012
Wednesday, November 14, 2012
Wastewater Recruiter - Relocation Hiring Mistake
A mistake that is commonly made while interviewing candidates that requires relocating for an open position within your company is not making an effort to talk to the candidate’s spouse.
There are two things I have seen regarding that and they are:
1. Sometimes the candidate’s spouse doesn’t even know anything about the position and would not even consider relocation at all or relocation to that area.
2. Sometimes the spouse does know about the position but is not fully informed of the huge upside that your company has to offer and/or what the area has to offer.
You could get an offer rejected just by the spouse not being able to make a fully informed decision. If you decide to make that candidate an offer, you will have wasted a lot of time and money for him or her to tell you that their spouse doesn’t want to move!
How can you make sure this doesn’t happen??
Make sure you tell your potential candidates early on in the process that you will want to speak with their spouse to answer any questions that he or she might have on the area or the company. Also, make sure you include the spouse when it’s time to bring the candidate in for a house hunting trip. Set them up with a Realtor you trust and show them things they want to see. You may also want to have the spouse meet some of the key people in your organization that your new employee will be working with. Those small things will help make for a smooth transition in getting filling that open position you have!
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Relocation Hiring Mistakes
There are two things I have seen regarding that and they are:
1. Sometimes the candidate’s spouse doesn’t even know anything about the position and would not even consider relocation at all or relocation to that area.
2. Sometimes the spouse does know about the position but is not fully informed of the huge upside that your company has to offer and/or what the area has to offer.
You could get an offer rejected just by the spouse not being able to make a fully informed decision. If you decide to make that candidate an offer, you will have wasted a lot of time and money for him or her to tell you that their spouse doesn’t want to move!
How can you make sure this doesn’t happen??
Make sure you tell your potential candidates early on in the process that you will want to speak with their spouse to answer any questions that he or she might have on the area or the company. Also, make sure you include the spouse when it’s time to bring the candidate in for a house hunting trip. Set them up with a Realtor you trust and show them things they want to see. You may also want to have the spouse meet some of the key people in your organization that your new employee will be working with. Those small things will help make for a smooth transition in getting filling that open position you have!
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Relocation Hiring Mistakes
Tuesday, October 23, 2012
Wastewater Recruiter - 10 Reasons to Leave your Job
Every job has frustrations. But if you feel ignored, it may not be because you're a loser. So how do you know when it's time to update the résumé or hit up the college pal with the dot-com start-up?
A few thoughts:
1. You spend your entire raise on the celebratory six-pack. You may not be working to get rich, but money is still the best way to keep score.
2. Your new project leader is so young he thinks Creedence Clearwater Revival is a Pentecostal church in West Virginia. You want to work at a place where you are getting the choice assignments.
3. You get more calls from headhunters than from the boss. It's true; sometimes people outside an organization will recognize and value your abilities more highly than the folks whom you see every day.
4. When you ask about stock options, you're given the choice of blue or black ballpoint pens. If the company isn't giving you proper incentives, says Hussam Hamadeh, president of Vault.com, a career resource Web site, it probably doesn't value your work.
5. The company spends more on the executive retreat than on research and development. New products mean new opportunities for you. And remember, while a job hop is risky, there is risk in whiling away productive years at a dead-end job.
6. You see your office PC at the Smithsonian. You need the right tools to do your job right, says Mark Poppen, career- advice columnist for inter biznet.com, an electronic recruiting newsletter.
7. Your only friend at work is the UPS man. It could be you just don't fit into the corporate culture. Then again, it could be you! But seriously, if work mates are focusing on how you dress rather than on what you say, your ideas may never get a fair hearing.
8. Your long-awaited promotion means taking on the workload of the guy who just quit.
Hard work is de rigueur these days, but when a company cuts costs it could be slipping.
9. The continuing-education program is the Learning Channel on the breakroom TV. Don't discount the benefits an employer offers. They are another form of cash.
10. You are reading this, aren't you? Enough said.
Lisa Sprowls
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
10 Reasons to Leave your employer
A few thoughts:
1. You spend your entire raise on the celebratory six-pack. You may not be working to get rich, but money is still the best way to keep score.
2. Your new project leader is so young he thinks Creedence Clearwater Revival is a Pentecostal church in West Virginia. You want to work at a place where you are getting the choice assignments.
3. You get more calls from headhunters than from the boss. It's true; sometimes people outside an organization will recognize and value your abilities more highly than the folks whom you see every day.
4. When you ask about stock options, you're given the choice of blue or black ballpoint pens. If the company isn't giving you proper incentives, says Hussam Hamadeh, president of Vault.com, a career resource Web site, it probably doesn't value your work.
5. The company spends more on the executive retreat than on research and development. New products mean new opportunities for you. And remember, while a job hop is risky, there is risk in whiling away productive years at a dead-end job.
6. You see your office PC at the Smithsonian. You need the right tools to do your job right, says Mark Poppen, career- advice columnist for inter biznet.com, an electronic recruiting newsletter.
7. Your only friend at work is the UPS man. It could be you just don't fit into the corporate culture. Then again, it could be you! But seriously, if work mates are focusing on how you dress rather than on what you say, your ideas may never get a fair hearing.
8. Your long-awaited promotion means taking on the workload of the guy who just quit.
Hard work is de rigueur these days, but when a company cuts costs it could be slipping.
9. The continuing-education program is the Learning Channel on the breakroom TV. Don't discount the benefits an employer offers. They are another form of cash.
10. You are reading this, aren't you? Enough said.
Lisa Sprowls
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
10 Reasons to Leave your employer
Tuesday, September 18, 2012
Wastewater Recruiter - Are Background Checks Legal?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Are Background Checks Legal?
Is it legal to use background search information in hiring decisions?
Yes, it is. Misrepresentation or falsifying information on a job application or resume may be grounds for firing an employee or denying an applicant. Additionally your company may be held liable for “negligent hiring” if you employ a dangerous or unqualified person in a job where they could harm others.
What laws govern the use of background checks?
The Fair Credit Reporting Act (FCRA) defines how background checks should be conducted and used when outsourced to third-party companies such as BackTrack. The FCRA must be used in conjunction with state laws when doing background checks for your location. For a full text or specifics regarding the FCRA and the related FACT Act, go to http://www.ftc.gov/os/statutes/fcrajump.htm
Wastewater Recruiter - Are Background Checks Legal?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Are Background Checks Legal?
Is it legal to use background search information in hiring decisions?
Yes, it is. Misrepresentation or falsifying information on a job application or resume may be grounds for firing an employee or denying an applicant. Additionally your company may be held liable for “negligent hiring” if you employ a dangerous or unqualified person in a job where they could harm others.
What laws govern the use of background checks?
The Fair Credit Reporting Act (FCRA) defines how background checks should be conducted and used when outsourced to third-party companies such as BackTrack. The FCRA must be used in conjunction with state laws when doing background checks for your location. For a full text or specifics regarding the FCRA and the related FACT Act, go to http://www.ftc.gov/os/statutes/fcrajump.htm
Wastewater Recruiter - Are Background Checks Legal?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Tuesday, August 14, 2012
Wastewater Recruiter - Preparing for 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, July 17, 2012
Filtration Recruiter - Common Background Check Questions
As a Filtration Recruiter, we provide our clients a complete background check on all finalist candidates. Here are some Common Questions Regarding a Background Checks.
What is a background check?
A background check is an overall term used to describe the process of verifying someone’s history. This may include their criminal history, credit status, driving record, education and employment history, professional references and others. A background check can be one or more of these searches. Thorough candidate background searches may help protect your company from expensive “negligent hiring” lawsuits, employee turnover, theft, embezzlement and workplace violence.
What is “negligent hiring”?
Negligent hiring is an employer’s failure to exercise reasonable caution when choosing an employee. Courts have increasingly held employers legally liable for illegal or violent actions taken by employees who were not subjected to reasonable pre-employment screening.
Recruiter Solutions International
Filtration Recruiter
Wastewater Recruiter
Lisa Sprowls
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Background Check Questions
What is a background check?
A background check is an overall term used to describe the process of verifying someone’s history. This may include their criminal history, credit status, driving record, education and employment history, professional references and others. A background check can be one or more of these searches. Thorough candidate background searches may help protect your company from expensive “negligent hiring” lawsuits, employee turnover, theft, embezzlement and workplace violence.
What is “negligent hiring”?
Negligent hiring is an employer’s failure to exercise reasonable caution when choosing an employee. Courts have increasingly held employers legally liable for illegal or violent actions taken by employees who were not subjected to reasonable pre-employment screening.
Recruiter Solutions International
Filtration Recruiter
Wastewater Recruiter
Lisa Sprowls
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Background Check Questions
Tuesday, June 12, 2012
Wastewater 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, 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, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Monday, May 21, 2012
Wastewater Recruiter
The Filtration Group successfully works with manufacturers and distributors. Some areas include: Water Filtration, Oil, Air, and Gas Filtration, Filter Media, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Industrial Filtration, Filtration Equipment, Filtration Supplies, Wastewater, Environmental, Storm water, Dewatering Equipment, Woven, and Non woven.
The Filtration Group specializes in search and placement of Senior-level executives, (i.e. President, Vice President, Chief Financial Officer), General, Plant and Production management/supervisory positions, technical and engineering positions as well as Sales and Sales Management positions. Our ability to place targeted, pre-qualified candidates into your organization starts with our extensive knowledge of the industry, member associations, recruitment and pre-employment experience.
We are members of the American Filtration & Separations Society and The National Air Filtration Association.
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, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
The Filtration Group specializes in search and placement of Senior-level executives, (i.e. President, Vice President, Chief Financial Officer), General, Plant and Production management/supervisory positions, technical and engineering positions as well as Sales and Sales Management positions. Our ability to place targeted, pre-qualified candidates into your organization starts with our extensive knowledge of the industry, member associations, recruitment and pre-employment experience.
We are members of the American Filtration & Separations Society and The National Air Filtration Association.
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, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Saturday, April 7, 2012
Wastewater Recruiter - News Online
Filtration News is now available on line at www.filtnews.com
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Filtration News Online
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Filtration News Online
Monday, March 5, 2012
Filtration Recruiter News
Water Filtration System in a Straw
By Larry Greenemeier
Sometimes, it's the simplest technologies that have the greatest potential impact on people's lives. Take the Vestergaard Frandsen Group's mobile personal filtration system, otherwise known as LifeStraw. It is a powder-blue plastic tube—much thicker than an ordinary straw—containing filters that make water teeming with typhoid-, cholera- and diarrhea-causing microorganisms drinkable.
The filters, made up of a halogenated resin, kill nearly 100 percent of bacteria and nearly 99 percent of the viruses that pass through LifeStraw. A University of North Carolina at Chapel Hill evaluation tested the device's performance in water containing Escherichia coli B and Enterococcus faecalis bacteria and the MS2 coliphage virus as well as iodine and silver. The results indicated that LifeStraw filtered out all contaminants to levels where they don't pose a health risk to someone drinking the water. To view complete article:
www.sciam.com/article.cfm?id=water-filtration-system&sc=rss
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Filtration in a Straw
By Larry Greenemeier
Sometimes, it's the simplest technologies that have the greatest potential impact on people's lives. Take the Vestergaard Frandsen Group's mobile personal filtration system, otherwise known as LifeStraw. It is a powder-blue plastic tube—much thicker than an ordinary straw—containing filters that make water teeming with typhoid-, cholera- and diarrhea-causing microorganisms drinkable.
The filters, made up of a halogenated resin, kill nearly 100 percent of bacteria and nearly 99 percent of the viruses that pass through LifeStraw. A University of North Carolina at Chapel Hill evaluation tested the device's performance in water containing Escherichia coli B and Enterococcus faecalis bacteria and the MS2 coliphage virus as well as iodine and silver. The results indicated that LifeStraw filtered out all contaminants to levels where they don't pose a health risk to someone drinking the water. To view complete article:
www.sciam.com/article.cfm?id=water-filtration-system&sc=rss
Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Filtration in a Straw
Sunday, February 12, 2012
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
Tuesday, January 10, 2012
Wastewater Recruiter - Many environmental markets will grow despite the recession
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.
Many environmental markets will grow despite the recession
Source: The McIlvaine Company Published Feb. 18, 2009
Air and water pollution control companies have been reporting record profits. While they won't be setting records in 2009 and 2010, they will be balancing lost sales in some markets with growth in others. This is the conclusion of the McIlvaine Company based on its continual forecasting of individual markets by product, industry and country. One of the biggest revenue generators will continue to be the power plant scrubber market. Worldwide orders will drop from US$11 billion in 2008 to US$8 billion in 2009 and US$7 billion in 2010. However, revenue for suppliers will reflect the large order level in 2008 through 2010. This is due to the fact that revenues are generally recorded over a three to four year period on each project. Orders throughout the next decade will remain far above the pre-2000 levels.
A similar trend exists for selective catalytic reduction systems for coal-fired power plants. Purchases in China, U.S., and Europe will be strong. Power plant particulate control sales are likely to accelerate due to new fine particle regulations.
Sales of air pollution control equipment for waste-to-energy and biomass power plants will be up. This will be offset by losses in steel, mining and cement. However, the stimulus package could offset some of the impact in the cement markets. Sales of fabric filter replacement bags will be relatively unaffected by the recession.
Sales of macro filtration equipment for municipal wastewater including belt presses, sand filters, and filter presses will exceed $700 million in 2009 offsetting some shrinkage in the mining industry. The U.S. stimulus effort will be a substantial boost to sales in the U.S. Infrastructure plans in most developing countries will continue as planned. Some countries such as China will expand their investment to provide stimulus.
Sales of sedimentation and centrifugation equipment including clarifiers, centrifuges, and hydro cyclones will be down slightly, but the wastewater segment will grow this year by $30 million to over $1 billion. Infrastructure stimulus benefits will also boost this market but will be offset by mining market shrinkage.
Cross-flow filtration sales will be up due to continued growth in wastewater and desalination. Total sales will exceed $9 billion in 2009 despite slumping sales in the residential reverse osmosis segment. Desalination expenditures in some smaller Middle Eastern countries may be slowed, but on balance this segment will continue to grow.
Sales of air and water monitoring equipment will grow modestly. The measurement of ambient pollution in developing countries is a strong growth area. China will continue to improve its stack monitoring efforts.
Wastewater Recruiter - Many environmental markets will grow despite the recession
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.
Many environmental markets will grow despite the recession
Source: The McIlvaine Company Published Feb. 18, 2009
Air and water pollution control companies have been reporting record profits. While they won't be setting records in 2009 and 2010, they will be balancing lost sales in some markets with growth in others. This is the conclusion of the McIlvaine Company based on its continual forecasting of individual markets by product, industry and country. One of the biggest revenue generators will continue to be the power plant scrubber market. Worldwide orders will drop from US$11 billion in 2008 to US$8 billion in 2009 and US$7 billion in 2010. However, revenue for suppliers will reflect the large order level in 2008 through 2010. This is due to the fact that revenues are generally recorded over a three to four year period on each project. Orders throughout the next decade will remain far above the pre-2000 levels.
A similar trend exists for selective catalytic reduction systems for coal-fired power plants. Purchases in China, U.S., and Europe will be strong. Power plant particulate control sales are likely to accelerate due to new fine particle regulations.
Sales of air pollution control equipment for waste-to-energy and biomass power plants will be up. This will be offset by losses in steel, mining and cement. However, the stimulus package could offset some of the impact in the cement markets. Sales of fabric filter replacement bags will be relatively unaffected by the recession.
Sales of macro filtration equipment for municipal wastewater including belt presses, sand filters, and filter presses will exceed $700 million in 2009 offsetting some shrinkage in the mining industry. The U.S. stimulus effort will be a substantial boost to sales in the U.S. Infrastructure plans in most developing countries will continue as planned. Some countries such as China will expand their investment to provide stimulus.
Sales of sedimentation and centrifugation equipment including clarifiers, centrifuges, and hydro cyclones will be down slightly, but the wastewater segment will grow this year by $30 million to over $1 billion. Infrastructure stimulus benefits will also boost this market but will be offset by mining market shrinkage.
Cross-flow filtration sales will be up due to continued growth in wastewater and desalination. Total sales will exceed $9 billion in 2009 despite slumping sales in the residential reverse osmosis segment. Desalination expenditures in some smaller Middle Eastern countries may be slowed, but on balance this segment will continue to grow.
Sales of air and water monitoring equipment will grow modestly. The measurement of ambient pollution in developing countries is a strong growth area. China will continue to improve its stack monitoring efforts.
Wastewater Recruiter - Many environmental markets will grow despite the recession
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
Sunday, December 18, 2011
Wastewater Recruiter - The cost of hiring a new employee
It costs money to hire a new employee. How much does it cost your company to hire one employee? Know the answer?
Consider the cost of advertising the job, and include your labor costs for writing that advertisement. Now consider the time, in dollars, someone, perhaps you, will spend reviewing resumes and job applications, with follow-up phone contacts. Then add to that figure the cost of interviewing, and down the road, the cost your company assesses to the training and orientation of new employees. These expenses don’t take too long to add up.
There is a sizable chunk of money to lose if your new employee to proves to be unqualified for the position, or unsatisfied with the job requirements, or just a bad fit with your company.
The money your company stands to lose due to the faulty interviewing and hiring practices is a waste, no matter how much it is. And if you really mess up and hire a person who ends up wearing the latest trend in handcuffs, you could lose a lot more. It could cost you your business.
How do you avoid making the big hiring mistakes? The answer is simpler than you think: You need to have a documented hiring procedure in place, and instruct everyone in the hiring chain to follow it.
During the coming months we’ll explore the basic outline of what your hiring procedures should include. Doing these things will help save your company money!
Start with the hiring team:
The Hiring Team
Use a team approach when hiring, and designate individuals to be members of the hiring team. This team should be the human resources director and/or manager, a direct supervisor, a department manager and someone who is currently performing the job or similar job. But remember, you don't want too many people on this hiring team because that then may cause a delay in the interview process. Also having too many people involved in the interview process leads to situations where some may or may not like them based on personal preferance. Be careful and elect the right individuals.
Why a team approach? Well, as a good as your company’s human resources director may be, he or she may not have the hands-on experience of, say, the supervisor running the department for which your company is hiring. No one knows better how to do the job than the person overseeing it or doing it, and that person can better identify the qualities it takes to perform it.
Another reason – using a team approach will eliminate any one person from hiring based on looks or love at first sight, or hiring someone in their own likeness. Never leave the selection of a candidate in the hands of one or two people. You need input from a team approach. Two minds are better than one, and in this case, several opinions are better than one or two.
Why? Because as human beings, we sometimes tend to select employees based on qualities we admire personally, or by accomplishments we personally find impressive. When hiring a new employee, take the “personality” out of the equation by letting a team make the selection.
Let the team analyze all the applications, schedule initial phone contacts, perform subsequent interviews, and finally, select the new employee. All these tasks must be with the consensus of the team members, as a whole.
Each team member should have their own specialized area of interest. The human resources manager will have the expertise to direct the team in a manner consistent with federal guidelines concerning employment law.
The deparment manager will be able to recognize appropriate accomplishments of candidates as related to the position your company needs to fill.
A supervisor should be able to spot personality traits that will determine if the candidate will be able to accomplish goals within the environment of your company.
Finally, a hands-on employee is your grassroots person. This person will recognize traits and skill sets that determine if the candidate can physically and mentally get the job done.
This is a hiring team – collectively, the right way to hire a new employee.
Lisa Sprowls
Recruiter Solutions International
lisa@rsipeople.com
www.rsipeople.com
Advertising and Interview Costs
Consider the cost of advertising the job, and include your labor costs for writing that advertisement. Now consider the time, in dollars, someone, perhaps you, will spend reviewing resumes and job applications, with follow-up phone contacts. Then add to that figure the cost of interviewing, and down the road, the cost your company assesses to the training and orientation of new employees. These expenses don’t take too long to add up.
There is a sizable chunk of money to lose if your new employee to proves to be unqualified for the position, or unsatisfied with the job requirements, or just a bad fit with your company.
The money your company stands to lose due to the faulty interviewing and hiring practices is a waste, no matter how much it is. And if you really mess up and hire a person who ends up wearing the latest trend in handcuffs, you could lose a lot more. It could cost you your business.
How do you avoid making the big hiring mistakes? The answer is simpler than you think: You need to have a documented hiring procedure in place, and instruct everyone in the hiring chain to follow it.
During the coming months we’ll explore the basic outline of what your hiring procedures should include. Doing these things will help save your company money!
Start with the hiring team:
The Hiring Team
Use a team approach when hiring, and designate individuals to be members of the hiring team. This team should be the human resources director and/or manager, a direct supervisor, a department manager and someone who is currently performing the job or similar job. But remember, you don't want too many people on this hiring team because that then may cause a delay in the interview process. Also having too many people involved in the interview process leads to situations where some may or may not like them based on personal preferance. Be careful and elect the right individuals.
Why a team approach? Well, as a good as your company’s human resources director may be, he or she may not have the hands-on experience of, say, the supervisor running the department for which your company is hiring. No one knows better how to do the job than the person overseeing it or doing it, and that person can better identify the qualities it takes to perform it.
Another reason – using a team approach will eliminate any one person from hiring based on looks or love at first sight, or hiring someone in their own likeness. Never leave the selection of a candidate in the hands of one or two people. You need input from a team approach. Two minds are better than one, and in this case, several opinions are better than one or two.
Why? Because as human beings, we sometimes tend to select employees based on qualities we admire personally, or by accomplishments we personally find impressive. When hiring a new employee, take the “personality” out of the equation by letting a team make the selection.
Let the team analyze all the applications, schedule initial phone contacts, perform subsequent interviews, and finally, select the new employee. All these tasks must be with the consensus of the team members, as a whole.
Each team member should have their own specialized area of interest. The human resources manager will have the expertise to direct the team in a manner consistent with federal guidelines concerning employment law.
The deparment manager will be able to recognize appropriate accomplishments of candidates as related to the position your company needs to fill.
A supervisor should be able to spot personality traits that will determine if the candidate will be able to accomplish goals within the environment of your company.
Finally, a hands-on employee is your grassroots person. This person will recognize traits and skill sets that determine if the candidate can physically and mentally get the job done.
This is a hiring team – collectively, the right way to hire a new employee.
Lisa Sprowls
Recruiter Solutions International
lisa@rsipeople.com
www.rsipeople.com
Advertising and Interview Costs
Friday, November 11, 2011
Wastewater Recruiter - Candidate's do Lie!!
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
Candidate's 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
Candidate's do Lie!
Saturday, September 24, 2011
Filtration Recruiter - Why should I hire you?
As a Filtration Recruiter, I will often provide articles, suggestions, and links to help candidates prepare themselves during the interview process. Below is an article that even though is several years old, still holds true today.
Prepare your 'Elevator Speech'
By Kevin Donlin
Minneapolis Star and Tribune
Friday, September 14, 2001
"Why should I hire you?"
That's about the shortest -- and toughest -- question you might ever be asked in a job interview.
So, what's your answer? Why should an employer hire you instead of someone else with similar skills and experience?
The more convincing your answer, the shorter your next job search is likely to be.
Here's a trick that will force you to develop a short, convincing 30-second commercial for yourself. It's called the "Elevator Speech." And I've used it since 1996 to ferret out and create "unique selling propositions" for nearly 2,000 of my resume service clients.
Here's the scenario.
On the way to a job interview with ABC Company, you step on the elevator with ABC's owner. You introduce yourself and she recognizes you, asking: "Why should I hire you?" You have until the elevator reaches her floor to convince her. Try to answer in 30 seconds or less (about 150 words).
Avoid trite claims that anyone could make, such as: "I'm honest, hard-working and trustworthy." This makes you sound like a Boy Scout.
Instead, focus on your unique combination of specific skills, knowledge and experience. Ideally, they'll all have something to do with the job you seek.
Example Elevator Speech: "During my five years of help desk experience, I've encountered and solved just about every problem imaginable, supporting more than 225 users on the same operating system your company uses -- Windows NT. I also saved $23,000 by using pre-owned hardware for our latest upgrade. Before that, I completed officer's training as an ROTC student while earning my MIS degree. This gives me a broader range of technical, leadership and problem-solving skills than typical applicants."
According to marketing expert Larry Chase, (and what is a job search, after all, but a marketing campaign?): "I find people appreciate it when you respond in less time than they anticipated. It telegraphs that you are clearly focused and waste no time getting to the point."
So, get to the point in your next job interview. In 30 seconds, if you can. And you can if you develop a short, sharp elevator speech.
Best of luck to you!
© Copyright 2001 Star Tribune. All rights reserved
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
Why should I hire you?
Prepare your 'Elevator Speech'
By Kevin Donlin
Minneapolis Star and Tribune
Friday, September 14, 2001
"Why should I hire you?"
That's about the shortest -- and toughest -- question you might ever be asked in a job interview.
So, what's your answer? Why should an employer hire you instead of someone else with similar skills and experience?
The more convincing your answer, the shorter your next job search is likely to be.
Here's a trick that will force you to develop a short, convincing 30-second commercial for yourself. It's called the "Elevator Speech." And I've used it since 1996 to ferret out and create "unique selling propositions" for nearly 2,000 of my resume service clients.
Here's the scenario.
On the way to a job interview with ABC Company, you step on the elevator with ABC's owner. You introduce yourself and she recognizes you, asking: "Why should I hire you?" You have until the elevator reaches her floor to convince her. Try to answer in 30 seconds or less (about 150 words).
Avoid trite claims that anyone could make, such as: "I'm honest, hard-working and trustworthy." This makes you sound like a Boy Scout.
Instead, focus on your unique combination of specific skills, knowledge and experience. Ideally, they'll all have something to do with the job you seek.
Example Elevator Speech: "During my five years of help desk experience, I've encountered and solved just about every problem imaginable, supporting more than 225 users on the same operating system your company uses -- Windows NT. I also saved $23,000 by using pre-owned hardware for our latest upgrade. Before that, I completed officer's training as an ROTC student while earning my MIS degree. This gives me a broader range of technical, leadership and problem-solving skills than typical applicants."
According to marketing expert Larry Chase, (and what is a job search, after all, but a marketing campaign?): "I find people appreciate it when you respond in less time than they anticipated. It telegraphs that you are clearly focused and waste no time getting to the point."
So, get to the point in your next job interview. In 30 seconds, if you can. And you can if you develop a short, sharp elevator speech.
Best of luck to you!
© Copyright 2001 Star Tribune. All rights reserved
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
Why should I hire you?
Saturday, August 13, 2011
Filtration Recruiter - WE KNOW PEOPLE
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
We Know People
Sunday, July 10, 2011
Filtration Recruiter - Wastewater blog
As a Filtration Recruiter, I will be submitting articles not just on my blog but also on the waterandwaster.com/blog website. Feel free to contact me if you have a position you are looking to fill or if you have an interest in other opportunities.
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
www.rsipeople.com/filtration
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
www.rsipeople.com/filtration
Wednesday, June 22, 2011
Filtration Recruiter - Resume Writing Tips #2
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration are dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Tips & Techniques #2
In my previous post, I commented on the importance of education verification. Now let’s turn our attention to employment.
Most verification companies will stay away from contacting your current employer as not to jeopardize your employment. They will however contact past employers provided on your resume. It is important to note that with the advent of the internet along with verification services data housed through the Work Number or any other verification line will be returned and entered into the report, providing even more data to the prospective employer. Keeping this in mind, it is important that you provide all of the places where you have been employed, even for just a short time.
You may also choose to provide employment dates on your resume that have been exaggerated so as to not show a gap in employment. This will also come to light during the employment verification process. It is important not to have gaps in employment, but employers understand that from time to time this may occur. If it does, it is up to you to be honest and upfront about the reasons why, not to try and hide it. People leave employers for a number of reasons: layoffs occur, company closures, as do family/personal reasons. People also get terminated, though most hope this never happens to them. Again, when writing your resume, it is important to be upfront and honest. Employers want to know the circumstances surrounding your reasons for leaving. If it is due to termination, let them know; if it is to better yourself, let them know. For most employers they like to see a steady trend of improvement in your career. If you are no longer employed because the company closed, it’s always a good idea to supply the employer with a reference that could verify your position.
It is important not to have too many employers showing that you have jumped from job to job. This puts up a red flag to an employer who may think you are not the type of person to stay in one place for too long. Also, concerns potentially arise if you have been at your same employer in the same position for 15+ years. Employers are looking for people that are motivated to better themselves and being stuck in one place for a long time does not portray that type of person.
When providing information regarding your current or past compensation is important to provide the correct amount. More and more, employers are requesting a copy of your W-2 to verify that the compensation you have reported is correct.
Now I realize that there are many times that you have sent your resume in for a specific position, knowing full well you are capable of doing the job but never getting an interview. I understand how frustrating it is, but this should not cause you to lie on your resume or exaggerate the truth. It is better to be upfront and honest, then to get hired under false pretenses only to get terminated a short time later because you have misrepresented yourself.
Employment is the most important part of any person. Unless you are a self-made millionaire and do not need to work like the rest of us, we need a job. Your employment career is just as important as your credit report. In order to secure a better position with better income, your past employment needs to show that you are worth the risk. Even if you have had issues in the past, it’s never too late to correct them for the future. Just know that with more and more companies conducting background screens, it’s important to provide this potential new employer with an honest look of your background. If anything comes back, that you have omitted or stretched the truth, it may be a red flag to the employer as to your integrity.
Come 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
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Filtration Recruiter Resume Writing Tips #2
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration are dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Tips & Techniques #2
In my previous post, I commented on the importance of education verification. Now let’s turn our attention to employment.
Most verification companies will stay away from contacting your current employer as not to jeopardize your employment. They will however contact past employers provided on your resume. It is important to note that with the advent of the internet along with verification services data housed through the Work Number or any other verification line will be returned and entered into the report, providing even more data to the prospective employer. Keeping this in mind, it is important that you provide all of the places where you have been employed, even for just a short time.
You may also choose to provide employment dates on your resume that have been exaggerated so as to not show a gap in employment. This will also come to light during the employment verification process. It is important not to have gaps in employment, but employers understand that from time to time this may occur. If it does, it is up to you to be honest and upfront about the reasons why, not to try and hide it. People leave employers for a number of reasons: layoffs occur, company closures, as do family/personal reasons. People also get terminated, though most hope this never happens to them. Again, when writing your resume, it is important to be upfront and honest. Employers want to know the circumstances surrounding your reasons for leaving. If it is due to termination, let them know; if it is to better yourself, let them know. For most employers they like to see a steady trend of improvement in your career. If you are no longer employed because the company closed, it’s always a good idea to supply the employer with a reference that could verify your position.
It is important not to have too many employers showing that you have jumped from job to job. This puts up a red flag to an employer who may think you are not the type of person to stay in one place for too long. Also, concerns potentially arise if you have been at your same employer in the same position for 15+ years. Employers are looking for people that are motivated to better themselves and being stuck in one place for a long time does not portray that type of person.
When providing information regarding your current or past compensation is important to provide the correct amount. More and more, employers are requesting a copy of your W-2 to verify that the compensation you have reported is correct.
Now I realize that there are many times that you have sent your resume in for a specific position, knowing full well you are capable of doing the job but never getting an interview. I understand how frustrating it is, but this should not cause you to lie on your resume or exaggerate the truth. It is better to be upfront and honest, then to get hired under false pretenses only to get terminated a short time later because you have misrepresented yourself.
Employment is the most important part of any person. Unless you are a self-made millionaire and do not need to work like the rest of us, we need a job. Your employment career is just as important as your credit report. In order to secure a better position with better income, your past employment needs to show that you are worth the risk. Even if you have had issues in the past, it’s never too late to correct them for the future. Just know that with more and more companies conducting background screens, it’s important to provide this potential new employer with an honest look of your background. If anything comes back, that you have omitted or stretched the truth, it may be a red flag to the employer as to your integrity.
Come 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
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Filtration Recruiter Resume Writing Tips #2
Friday, May 13, 2011
Filtration Recruiter - Resume Writing Tips #1
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
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Filtration Recruiter Resume Writing
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
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Filtration Recruiter Resume Writing
Sunday, April 17, 2011
Wastewater Recruiter and Background Checks
As a Recruiter in the Water and Wastewater Industries, 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, 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, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment
Subscribe to:
Posts (Atom)
