My name is Dan Regovich and I am a recruiter in the Plastics Industry.
As a 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.
Plastics Recruiter
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Thursday, March 20, 2008
Wednesday, March 19, 2008
Plastics Recruiter - Big Brother
My name is Dan Regovich and I am a recruiter in the Plastics Industry. Below is another article from BackTrack.
Many people are under the impression that there is a “Big Brother” database where someone can “plug in” a social security number and all the information you could possibly want would appear. You would get a full listing of all employment information, student records, credit history, and probably what they had for breakfast last week. If it were that simple there would be a whole lot of companies who specialize in background screening that would be put out of business. The truth is that there is no such database or stockpile of personal records.
The truth is that the social security number is rarely used for criminal records, and if it is used, it is only a secondary identifier to confirm records that were found belong to the applicant that has been screened. Our court systems in America are based on name and date of birth. Employments records are generally found by social security number and some schools maintain the social security number. However, many schools are no longer using socials as an identifier because of security and identity issues. For that reason it is very important to obtain the person’s full name and date of birth, as well as any maiden or alternate names that they may have used. Only solid checking by calling in to companies, schools, and courts will give you a true picture of the candidate you are screening.
Plastics Recruiter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Many people are under the impression that there is a “Big Brother” database where someone can “plug in” a social security number and all the information you could possibly want would appear. You would get a full listing of all employment information, student records, credit history, and probably what they had for breakfast last week. If it were that simple there would be a whole lot of companies who specialize in background screening that would be put out of business. The truth is that there is no such database or stockpile of personal records.
The truth is that the social security number is rarely used for criminal records, and if it is used, it is only a secondary identifier to confirm records that were found belong to the applicant that has been screened. Our court systems in America are based on name and date of birth. Employments records are generally found by social security number and some schools maintain the social security number. However, many schools are no longer using socials as an identifier because of security and identity issues. For that reason it is very important to obtain the person’s full name and date of birth, as well as any maiden or alternate names that they may have used. Only solid checking by calling in to companies, schools, and courts will give you a true picture of the candidate you are screening.
Plastics Recruiter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Tuesday, March 18, 2008
Plastics Recruiter - Background Checks
My name is Dan Regovich and I am a Plastics Recruiter. Below is an article from BackTrack.
A lot of corporations indicate that they perform mandatory employment reference checks on every single applicant. But do they? Are background checks being skipped or only partially completed? In today’s environment you as the hiring manager or human resource person in charge of hiring are rushed and hurried. There simply isn't enough time in the day to do everything you need to do, as well as to make repeated calls to past employers/supervisors or get reference questions in the mail to references. Do you have a work environment where if there is a mistake made on a check you will be held responsible? Or, are you a hiring manager or HR contact who goes by “gut feel” and knows that you are a great judge of character and can pick the best candidate out of a crowd of potential employees? Job candidates who have a tendency to pad or fluff their resumes love to find out that a thorough background check isn’t being done. You may hire this candidate, he works out for the first couple of months and then starts recommending some of his buddies and friends when he hears of additional job openings in your organization. This could certainly be a recipe for disaster!
Plastics Headhunter - Background Checks
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
A lot of corporations indicate that they perform mandatory employment reference checks on every single applicant. But do they? Are background checks being skipped or only partially completed? In today’s environment you as the hiring manager or human resource person in charge of hiring are rushed and hurried. There simply isn't enough time in the day to do everything you need to do, as well as to make repeated calls to past employers/supervisors or get reference questions in the mail to references. Do you have a work environment where if there is a mistake made on a check you will be held responsible? Or, are you a hiring manager or HR contact who goes by “gut feel” and knows that you are a great judge of character and can pick the best candidate out of a crowd of potential employees? Job candidates who have a tendency to pad or fluff their resumes love to find out that a thorough background check isn’t being done. You may hire this candidate, he works out for the first couple of months and then starts recommending some of his buddies and friends when he hears of additional job openings in your organization. This could certainly be a recipe for disaster!
Plastics Headhunter - Background Checks
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Monday, March 17, 2008
Plastics Recruiter - "Criminal Background"
My name is Dan Regovich and I am a Plastics Recruiter.
There is a very good posting on the SRHM (Society for Human Resources Management) website in their library about reference checking and deciding to hire ex-offenders (Focus on Compliance, Consistency When Deciding Whether to Hire Ex-Offenders). Some of the key points the article does point out deal with the steps that should be taken to analyze criminal records on a candidate.
The first thing a company needs to be aware of are the guidelines and restrictions that may be mandated by the government on hiring offenders – particularly if your candidate is going to be working in the health care, education, security or finance industries. There may also be mandates on how criminal records are retrieved in these sectors, or where it is acceptable to pull records from (such as state records, FBI, or government databases). Some industries may even require continuous periodic post-hire checks to be conducted as well.
So now you have familiarized yourself with the industry standard and you run a candidate through the process and there are criminal records. What is the next step? The federal Fair Credit Reporting Act has set guidelines about using the information for pre-employment, and many states have their own statutes that will allow access or restrict access to these records. For instance, some states will not allow you to consider first time offender records or misdemeanor records, or the use of criminal records convictions when they do not relate to the job being applied for. Hawaii does not allow criminal records to even be considered until post-offer and does not allow the criminal questions to even be asked. Does your candidate fall in to one of these categories?
Another consideration is how relevant is the criminal record to the position being applied for? When you are looking at criminal records, think of the crime and how it compares to the position applied for and the duties that position has to assume. Can the criminal conviction be detrimental to that position? Is a misdemeanor charge of underage drinking 3 years ago relevant to the position? Is the Driving Under the Influence (DUI) conviction 6 months ago relevant (if you are going to provide a company car and insure the car and driver?).
Last, but certainly not least, remember there are 2 sides to every story. Was the candidate open and honest with you about a conviction?
Companies need to have a policy and guidelines established that outlines criminal records and job candidates – or even criminal records and employees. Having consistent policies that are enforced consistently in relation to criminal records will help fight against discrimination claims. And remember, if you decide not to hire a candidate based on a background check, follow the Pre-Adverse and Adverse Action disclosures to keep compliant under the FCRA.
Plastics Recruiter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
There is a very good posting on the SRHM (Society for Human Resources Management) website in their library about reference checking and deciding to hire ex-offenders (Focus on Compliance, Consistency When Deciding Whether to Hire Ex-Offenders). Some of the key points the article does point out deal with the steps that should be taken to analyze criminal records on a candidate.
The first thing a company needs to be aware of are the guidelines and restrictions that may be mandated by the government on hiring offenders – particularly if your candidate is going to be working in the health care, education, security or finance industries. There may also be mandates on how criminal records are retrieved in these sectors, or where it is acceptable to pull records from (such as state records, FBI, or government databases). Some industries may even require continuous periodic post-hire checks to be conducted as well.
So now you have familiarized yourself with the industry standard and you run a candidate through the process and there are criminal records. What is the next step? The federal Fair Credit Reporting Act has set guidelines about using the information for pre-employment, and many states have their own statutes that will allow access or restrict access to these records. For instance, some states will not allow you to consider first time offender records or misdemeanor records, or the use of criminal records convictions when they do not relate to the job being applied for. Hawaii does not allow criminal records to even be considered until post-offer and does not allow the criminal questions to even be asked. Does your candidate fall in to one of these categories?
Another consideration is how relevant is the criminal record to the position being applied for? When you are looking at criminal records, think of the crime and how it compares to the position applied for and the duties that position has to assume. Can the criminal conviction be detrimental to that position? Is a misdemeanor charge of underage drinking 3 years ago relevant to the position? Is the Driving Under the Influence (DUI) conviction 6 months ago relevant (if you are going to provide a company car and insure the car and driver?).
Last, but certainly not least, remember there are 2 sides to every story. Was the candidate open and honest with you about a conviction?
Companies need to have a policy and guidelines established that outlines criminal records and job candidates – or even criminal records and employees. Having consistent policies that are enforced consistently in relation to criminal records will help fight against discrimination claims. And remember, if you decide not to hire a candidate based on a background check, follow the Pre-Adverse and Adverse Action disclosures to keep compliant under the FCRA.
Plastics Recruiter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Thursday, March 13, 2008
Plastics Recruiter - How Much Experience Does Your Candidate Really Have?
My name is Dan Regovich and I am a Recruiter the Plastics Industry. Below is an article from BackTrack,Inc.
How Much Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Plastics Recruiter - How Much Experience Does Your Candidate Really Have?
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
How Much Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Plastics Recruiter - How Much Experience Does Your Candidate Really Have?
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Recruiter - How Much Experience Does Your Candidate Really Have?
My name is Dan Regovich and I am a Recruiter in the Filtration and Separations, Wastewater and Water Treatment Industries. Below is an article from our parent company,BackTrack,Inc.
How Much Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Wastewater, Water Treatment, Filtration & Separations Recruiter - How Much Experience Does Your Candidate Really Have?
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
How Much Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Wastewater, Water Treatment, Filtration & Separations Recruiter - How Much Experience Does Your Candidate Really Have?
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Wednesday, March 12, 2008
Plastics Headhunter - Fake Degrees Part 2
My name is Dan Regovich and I am a Recruiter in the Plastics Industry. Below is an article from BackTrack,Inc.
Fake Resume - Part 2
In the How to Fake a Resume Guide there are basic instructions, including a definition of what a fake resume is. The explanation is “Basically, a fake resume is one in which specific alteration of your employment history is made in order to deceive a human resources person or hiring authority in order to get hired”. The advise offered is that a person should not lie on their resume about something if they have no basic knowledge of that subject to begin with – such as with programming language or computer skills. However the advise offered is if the candidate is familiar with the subject and feels they can get up to speed rapidly once they have the job, go ahead and pad the resume. In other words, only lie about things that can be backed up.
One bit of advise that is also offered to job candidates following these guidelines is to have the candidate “smoke out” the employers that use professional screeners. The candidate is advised to ask the hiring manager “I’d like to tell my references who will be calling. Will you call or will you use a service?” Candidates are then advised that if it is a service that is going to be calling, the candidate should back off and not pursue the job. If it is not a professional screening they are advised “it’s full speed ahead”.
Plastics Recruiter - Fake Degrees Part 2
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Fake Resume - Part 2
In the How to Fake a Resume Guide there are basic instructions, including a definition of what a fake resume is. The explanation is “Basically, a fake resume is one in which specific alteration of your employment history is made in order to deceive a human resources person or hiring authority in order to get hired”. The advise offered is that a person should not lie on their resume about something if they have no basic knowledge of that subject to begin with – such as with programming language or computer skills. However the advise offered is if the candidate is familiar with the subject and feels they can get up to speed rapidly once they have the job, go ahead and pad the resume. In other words, only lie about things that can be backed up.
One bit of advise that is also offered to job candidates following these guidelines is to have the candidate “smoke out” the employers that use professional screeners. The candidate is advised to ask the hiring manager “I’d like to tell my references who will be calling. Will you call or will you use a service?” Candidates are then advised that if it is a service that is going to be calling, the candidate should back off and not pursue the job. If it is not a professional screening they are advised “it’s full speed ahead”.
Plastics Recruiter - Fake Degrees Part 2
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Friday, March 7, 2008
Plastics Recruiter - Infinity Screening
My name is Dan Regovich and I am a Plastics Recruiter.
Infinity Screening
Your organization or company is doing everything right. You do a high level background check on a candidate. You have checked references, education and all past employers. You even have it set up with your screening company to go back in and call a listed current employer after the candidate has been hired for your company. You are on a roll and it is all done. Right? There is nothing else you need to worry about with that candidate. Right? Maybe you want to rethink that position just a tad.
Infinity screening is continuous post-hire employee screening. You may not realize it but you may already do this. Do you run annual driving reports through your insurance company on company drivers? That is infinity screening. But what about other positions? Do your accountants still have their credentials or license? Do your nurses still hold an active license without any disciplinary action on them (that you know of)? How about criminal records? Do you know if that floor manager in production is doing weekends in jail or is on a jail work release program?
Infinity screening can be done if your release authorization indicates that you can continue to do background checks on a candidate throughout their employment with your company. Sometimes it doesn’t hurt to do a yearly criminal check along with your yearly driving checks on your drivers. Maybe criminal records were clear when you screened the candidate before hiring them, and maybe there was never any issue after that candidate was hired. Maybe they never received any tickets or DUI arrests. Can you take a chance with it? Maybe. Would you be better off protecting your company with annual reviews on current employees, double checking licensing, driving, criminal records, credentials, etc? Absolutely.
Plastics Recruiter Screening
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Infinity Screening
Your organization or company is doing everything right. You do a high level background check on a candidate. You have checked references, education and all past employers. You even have it set up with your screening company to go back in and call a listed current employer after the candidate has been hired for your company. You are on a roll and it is all done. Right? There is nothing else you need to worry about with that candidate. Right? Maybe you want to rethink that position just a tad.
Infinity screening is continuous post-hire employee screening. You may not realize it but you may already do this. Do you run annual driving reports through your insurance company on company drivers? That is infinity screening. But what about other positions? Do your accountants still have their credentials or license? Do your nurses still hold an active license without any disciplinary action on them (that you know of)? How about criminal records? Do you know if that floor manager in production is doing weekends in jail or is on a jail work release program?
Infinity screening can be done if your release authorization indicates that you can continue to do background checks on a candidate throughout their employment with your company. Sometimes it doesn’t hurt to do a yearly criminal check along with your yearly driving checks on your drivers. Maybe criminal records were clear when you screened the candidate before hiring them, and maybe there was never any issue after that candidate was hired. Maybe they never received any tickets or DUI arrests. Can you take a chance with it? Maybe. Would you be better off protecting your company with annual reviews on current employees, double checking licensing, driving, criminal records, credentials, etc? Absolutely.
Plastics Recruiter Screening
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Wednesday, March 5, 2008
Plastics Recruiter - Applicant Tracking
My name is Dan Regovich and I am a Plastics Recruiter.
BackTrack, is partnering with myStaffingPro Applicant Tracking System.
BackTrack has become the only certified integration partner with myStaffingPro, and we are excited to announce this partnership. MyStaffingPro is a web based applicant tracking system with a proven record of client and applicant satisfaction. This simple to use system will work seamlessly with our background screening to provide our clients with one-stop shopping from the interview process through the background screening of candidates. Clients will only have to click a button to send their information to us for the background checks.
Interested in adding this user friendly system to your Human Resource department? Contact BackTrack at 800-991-9694 to learn more.
Plastics Recruiter - Applicant Tracking
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
BackTrack, is partnering with myStaffingPro Applicant Tracking System.
BackTrack has become the only certified integration partner with myStaffingPro, and we are excited to announce this partnership. MyStaffingPro is a web based applicant tracking system with a proven record of client and applicant satisfaction. This simple to use system will work seamlessly with our background screening to provide our clients with one-stop shopping from the interview process through the background screening of candidates. Clients will only have to click a button to send their information to us for the background checks.
Interested in adding this user friendly system to your Human Resource department? Contact BackTrack at 800-991-9694 to learn more.
Plastics Recruiter - Applicant Tracking
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Wednesday, February 27, 2008
Plastics Recruiter - Background Checks On Current Employees
My name is Dan Regovich and I am a Recruiter in the Plastics Industry.
You have hired “John” to work with your company. John has been there a couple of months and is doing a good job and seems to be fitting in well with his coworkers. Soon, rumors start to filter up to your location that John may have some legal troubles going on. Someone tells you that he was arrested this last weekend but doesn’t have any details for you. You do background checks on your employees with a screening firm and decide to call them to see what they can do.
There are a couple of things you need to be aware of before you start another criminal background check. The primary thing to be aware of is your release authorization. Do you use one? If you do, does it indicate on the release that you may conduct additional searches for that person during the course of their employment? If it does not, you may have to get John to sign another release, which could be very awkward for you. If your release does cover continuous background checks, the next thing you want to ask yourself is when did this reported arrest occur? If it was this last weekend, and today is Tuesday, chances are that the courts are not going to have any records of it yet. Keep in mind that a criminal records search is conducted through a court. The court is the reliable souce of information because they have the case details from arrest to conviction and sentencing. If John has only been arrested and has not been to court yet, the court isnt going to have any idea what is going on. Depending on the nature of the crime John was arrested for, the court may not have any information for up to 6 weeks after the arrest.
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
If you use a reliable background screening company, never hesitate to contact them and ask them your questions. Their knowledge and experience can give you some guidance where you will find the information you need.
Plastics Recruiter - Background Checks on Current Employees
You have hired “John” to work with your company. John has been there a couple of months and is doing a good job and seems to be fitting in well with his coworkers. Soon, rumors start to filter up to your location that John may have some legal troubles going on. Someone tells you that he was arrested this last weekend but doesn’t have any details for you. You do background checks on your employees with a screening firm and decide to call them to see what they can do.
There are a couple of things you need to be aware of before you start another criminal background check. The primary thing to be aware of is your release authorization. Do you use one? If you do, does it indicate on the release that you may conduct additional searches for that person during the course of their employment? If it does not, you may have to get John to sign another release, which could be very awkward for you. If your release does cover continuous background checks, the next thing you want to ask yourself is when did this reported arrest occur? If it was this last weekend, and today is Tuesday, chances are that the courts are not going to have any records of it yet. Keep in mind that a criminal records search is conducted through a court. The court is the reliable souce of information because they have the case details from arrest to conviction and sentencing. If John has only been arrested and has not been to court yet, the court isnt going to have any idea what is going on. Depending on the nature of the crime John was arrested for, the court may not have any information for up to 6 weeks after the arrest.
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
If you use a reliable background screening company, never hesitate to contact them and ask them your questions. Their knowledge and experience can give you some guidance where you will find the information you need.
Plastics Recruiter - Background Checks on Current Employees
Monday, February 25, 2008
Plastics Recruiter - Saying Goodbye
My name is Dan Regovich and I am a Plastics Recruiter. Below is an excellent article on resigning from a job that I have been giving to my candidates for years.
Reprinted from:
National Business Employment Weekly
From the publishers of:
THE WALL STREET JOURNAL
September 6 ?12, 1998
TEN STEPS TO A SUCCESSFUL GOOD ? BYE
How to complete the final chapter in your current job
By: Pat Stevens
The first impression you make on a new job is important, but so is your last one. In a volatile workplace, your resume is likely to become dotted with career changes and new skills. Being flexible and adjusting emotionally as you leave one job and prepare for another are essential career?survival skills.
How you leave says a lot about you, whatever the circumstances. The process of leaving isn't about packaging a box and moving to a new place. It's about cementing relationships and establishing a network that will ensure you a place in the business world. It's also about realizing that the desk next to you at a future employer may be occupied by your former boss.
To stay emotionally grounded while saying good?bye and beginning your transition, apply the following 10 strategies:
1. Express your appreciation and stay connected.
Take time to reminisce with colleagues about projects you've worked on, special times you shared and joint accomplishments. Consider sending short thank?you notes after you leave that mention their contributions to your success. Make sure co?workers have your address and phone numbers and remember to stay in touch with them.
Regardless of the circumstances involving a job change, it's important to "maintain dignity" and avoid embarrassing "yourself by burning bridges with co?workers and managers," says Don Kelley, a human?resources specialist at Texas Utilities in Dallas. Their ties to you are important links to the future.
2. Let go.
Letting go of security, embracing a new opportunity and exploring the unknown takes courage. Focus on what is instead of what was, Dr. Kelley advises. Since the primary safety net during periods of change is self?confidence, Dr. Kelley reminds employees in transition that they'll fit in and find a new identity.
During change, "your ability to tolerate ambiguity and uncertainty will stand as a critical skill," says Price Pritchett, founder of Pritchett and Associates in Dallas and author of "New Work Habits for a Radically Changing World" (1996, Pritchett Publishing Co.). "Learn to loosen up and be willing to wing it."
3. Leave your office in top shape.
Be meticulous about how you leave your office. Only take files that belong to you and make sure your desk, computer, records and files are neat, organized and complete. Provide employees with updates and leave notes about on?going projects.
4. Create a morale?building file.
Keep a file of positive work evaluations, thank?you notes and other documents that will supply you with enthusiasm, courage and hope in the upcoming weeks. Realize you've made a difference in others' lives and will do so again.
5. Don't be critical.
Avoid criticizing your company, co?workers and managers or participation in negative conversations about these subjects. You may feel bitter or demoralized, but letting others know your feelings will backfire.
Remember and discuss the positive events you experienced, even if there were only a few of them. Those left behind can feel disoriented or unsettled. Being a peacemaker will help you be remembered positively.
6. Prepare, reflect and move on.
Recognize that every work experience has value, and view your job as a bridge to the next one. Be introspective, realistic and excited. Dream about what might be. "There's always a place for talented people," says Alex McKenna, president of McKenna Group International, a career transition firm in Milwaukee, Wis.
7. Take time to play.
Schedule an enjoyable event before beginning the next phase in your life. It can be something simple like visiting a botanical garden with your family, having friends over for a barbecue or pursuing an activity you never had time for. Consider a vacation if time allows. Even long leisurely weekends can provide opportunities to laugh, become energized and relax.
8. Recognize the value of friends.
Don't neglect friends and networking opportunities. This change may make you feel reclusive and want to retreat into a corner. But contact with and reassurance from others may be what you need most.
You may be surprised to discover that many others have been through similar experiences. Successful people often have experienced worse or more unsettling events than a job loss. Identify supportive people and maintain contact with them. Also keep up a routine that balances church, family and social obligations even if you don't feel like it.
9. Analyze your financial status.
Review your finances and take steps to become more secure in a time of transition. Determine how leaving a job and taking a new one will affect your retirement, 401 (k) and IRA plans. Double?check your health, disability and life insurance plans to ensure your family will be covered during the transition. If not, review your COBRA rights and other options so that unexpected medical bills won't disrupt your financial security.
10. Be open to new possibilities.
"Change always comes bearing gifts," says Dr. Pritchett. It's up to you to find them. Your job change can be an opportunity in disguise. Don't be so reluctant to embrace change that you can't see new opportunities that become available.
Starting over is part of career advancement in today's turbulent workplace. Successfully ending the final chapter of one job will give you a good start on the first chapter of a new one.
Plastics Recruiter - Saying Goodbye
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Reprinted from:
National Business Employment Weekly
From the publishers of:
THE WALL STREET JOURNAL
September 6 ?12, 1998
TEN STEPS TO A SUCCESSFUL GOOD ? BYE
How to complete the final chapter in your current job
By: Pat Stevens
The first impression you make on a new job is important, but so is your last one. In a volatile workplace, your resume is likely to become dotted with career changes and new skills. Being flexible and adjusting emotionally as you leave one job and prepare for another are essential career?survival skills.
How you leave says a lot about you, whatever the circumstances. The process of leaving isn't about packaging a box and moving to a new place. It's about cementing relationships and establishing a network that will ensure you a place in the business world. It's also about realizing that the desk next to you at a future employer may be occupied by your former boss.
To stay emotionally grounded while saying good?bye and beginning your transition, apply the following 10 strategies:
1. Express your appreciation and stay connected.
Take time to reminisce with colleagues about projects you've worked on, special times you shared and joint accomplishments. Consider sending short thank?you notes after you leave that mention their contributions to your success. Make sure co?workers have your address and phone numbers and remember to stay in touch with them.
Regardless of the circumstances involving a job change, it's important to "maintain dignity" and avoid embarrassing "yourself by burning bridges with co?workers and managers," says Don Kelley, a human?resources specialist at Texas Utilities in Dallas. Their ties to you are important links to the future.
2. Let go.
Letting go of security, embracing a new opportunity and exploring the unknown takes courage. Focus on what is instead of what was, Dr. Kelley advises. Since the primary safety net during periods of change is self?confidence, Dr. Kelley reminds employees in transition that they'll fit in and find a new identity.
During change, "your ability to tolerate ambiguity and uncertainty will stand as a critical skill," says Price Pritchett, founder of Pritchett and Associates in Dallas and author of "New Work Habits for a Radically Changing World" (1996, Pritchett Publishing Co.). "Learn to loosen up and be willing to wing it."
3. Leave your office in top shape.
Be meticulous about how you leave your office. Only take files that belong to you and make sure your desk, computer, records and files are neat, organized and complete. Provide employees with updates and leave notes about on?going projects.
4. Create a morale?building file.
Keep a file of positive work evaluations, thank?you notes and other documents that will supply you with enthusiasm, courage and hope in the upcoming weeks. Realize you've made a difference in others' lives and will do so again.
5. Don't be critical.
Avoid criticizing your company, co?workers and managers or participation in negative conversations about these subjects. You may feel bitter or demoralized, but letting others know your feelings will backfire.
Remember and discuss the positive events you experienced, even if there were only a few of them. Those left behind can feel disoriented or unsettled. Being a peacemaker will help you be remembered positively.
6. Prepare, reflect and move on.
Recognize that every work experience has value, and view your job as a bridge to the next one. Be introspective, realistic and excited. Dream about what might be. "There's always a place for talented people," says Alex McKenna, president of McKenna Group International, a career transition firm in Milwaukee, Wis.
7. Take time to play.
Schedule an enjoyable event before beginning the next phase in your life. It can be something simple like visiting a botanical garden with your family, having friends over for a barbecue or pursuing an activity you never had time for. Consider a vacation if time allows. Even long leisurely weekends can provide opportunities to laugh, become energized and relax.
8. Recognize the value of friends.
Don't neglect friends and networking opportunities. This change may make you feel reclusive and want to retreat into a corner. But contact with and reassurance from others may be what you need most.
You may be surprised to discover that many others have been through similar experiences. Successful people often have experienced worse or more unsettling events than a job loss. Identify supportive people and maintain contact with them. Also keep up a routine that balances church, family and social obligations even if you don't feel like it.
9. Analyze your financial status.
Review your finances and take steps to become more secure in a time of transition. Determine how leaving a job and taking a new one will affect your retirement, 401 (k) and IRA plans. Double?check your health, disability and life insurance plans to ensure your family will be covered during the transition. If not, review your COBRA rights and other options so that unexpected medical bills won't disrupt your financial security.
10. Be open to new possibilities.
"Change always comes bearing gifts," says Dr. Pritchett. It's up to you to find them. Your job change can be an opportunity in disguise. Don't be so reluctant to embrace change that you can't see new opportunities that become available.
Starting over is part of career advancement in today's turbulent workplace. Successfully ending the final chapter of one job will give you a good start on the first chapter of a new one.
Plastics Recruiter - Saying Goodbye
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Friday, February 22, 2008
Plastics Recruiter - Dressing For Success
My name is Dan Regovich and I am Plastics Recruiter.
There are several items that you need to do when preparing for an interview. One of those items is your appearance. Remember, first impressions count. I have heard stories of people bringing their spouses to interviews with them, their pets and even one story I heard of a man dressing as a women. As a recruiter, there are stories that we hear all the time of how people dressed for their interviews. Here are some items to help you prepare your appearance for your interview.
Male Candidates
· Fingernails should be short and clean; manicured if possible.
· Hair should be clean, well groomed and freshly trimmed. Use a dandruff shampoo, if necessary, and always comb hair with your jacket off.
· A navy blue or dark gray suit is appropriate for most positions. Be sure it is cleaned and pressed. Men with stout builds should avoid three-piece suits.
· Shirts should be white, freshly laundered and well pressed.
· A quiet tie with a subtle design and a hint of red is suitable for a first interview. Avoid loud colors and busy designs.
· Jewelry should be kept minimal. A watch and wedding or class ring are acceptable. Don’t wear jewelry or pins that indicate membership in religious or service organizations.
· Use deodorant and avoid colognes or fragrances completely.
· Shoes that are black and freshly polished (including the heels) are a safe choice for an interview.
· Socks should be black or blue and worn over the calf.
· For good posture, cross legs at the ankles, not at the knees.
· Maintain good eye contact.
· Don’t take portable phones or beepers into an interview.
Female Candidates
· Fingernails should be clean; manicured if possible. Choose subtle low key color over bright fashion colors for nail polishes.
· Wear a suit or tailored dress in basic navy or gray. Blouses should also be tailored and color coordinated. Don’t wear big bows or ties.
· Avoid exotic hairstyles and excessive makeup. Hair should be neat, clean and brushed with your jacket off.
· Makeup should be light and natural looking.
· Use deodorant and avoid colognes or fragrances.
· Jewelry should be limited and subtle. Don’t wear jewelry or pins that indicate membership in religious or service organizations.
· A closed toe pump that is color coordinated with your outfit is appropriate for an interview. Avoid open-toed shoes or sling-backs.
· For good posture, cross legs at the ankles, not at the knees.
· Maintain good eye contact.
· Do not take portable phones or beepers into an interview
Plastics Recruiter - Dressing for Success
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
There are several items that you need to do when preparing for an interview. One of those items is your appearance. Remember, first impressions count. I have heard stories of people bringing their spouses to interviews with them, their pets and even one story I heard of a man dressing as a women. As a recruiter, there are stories that we hear all the time of how people dressed for their interviews. Here are some items to help you prepare your appearance for your interview.
Male Candidates
· Fingernails should be short and clean; manicured if possible.
· Hair should be clean, well groomed and freshly trimmed. Use a dandruff shampoo, if necessary, and always comb hair with your jacket off.
· A navy blue or dark gray suit is appropriate for most positions. Be sure it is cleaned and pressed. Men with stout builds should avoid three-piece suits.
· Shirts should be white, freshly laundered and well pressed.
· A quiet tie with a subtle design and a hint of red is suitable for a first interview. Avoid loud colors and busy designs.
· Jewelry should be kept minimal. A watch and wedding or class ring are acceptable. Don’t wear jewelry or pins that indicate membership in religious or service organizations.
· Use deodorant and avoid colognes or fragrances completely.
· Shoes that are black and freshly polished (including the heels) are a safe choice for an interview.
· Socks should be black or blue and worn over the calf.
· For good posture, cross legs at the ankles, not at the knees.
· Maintain good eye contact.
· Don’t take portable phones or beepers into an interview.
Female Candidates
· Fingernails should be clean; manicured if possible. Choose subtle low key color over bright fashion colors for nail polishes.
· Wear a suit or tailored dress in basic navy or gray. Blouses should also be tailored and color coordinated. Don’t wear big bows or ties.
· Avoid exotic hairstyles and excessive makeup. Hair should be neat, clean and brushed with your jacket off.
· Makeup should be light and natural looking.
· Use deodorant and avoid colognes or fragrances.
· Jewelry should be limited and subtle. Don’t wear jewelry or pins that indicate membership in religious or service organizations.
· A closed toe pump that is color coordinated with your outfit is appropriate for an interview. Avoid open-toed shoes or sling-backs.
· For good posture, cross legs at the ankles, not at the knees.
· Maintain good eye contact.
· Do not take portable phones or beepers into an interview
Plastics Recruiter - Dressing for Success
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Thursday, February 21, 2008
Plastics Recruiter
My name is Dan Regovich and I am a Recruiter that specializes in the plastics industry.
In my blogs, I cover a wide variety of topics dealing with the hiring and recruitment of candidates. Feel free to email me should you want to hear about any particular topics.
Plastics Recruiter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
In my blogs, I cover a wide variety of topics dealing with the hiring and recruitment of candidates. Feel free to email me should you want to hear about any particular topics.
Plastics Recruiter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Tuesday, February 19, 2008
Plastics Recruiter - Candidates Do Lie!
My name is Dan Regovich and I am a Plastics Recruiter. 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 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 didn’t 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 brining on a new employee! Be sure to work with recruiters who are also thorough and have your best interest in mind!
Plastics Recruiter - Candidates Do Lie
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
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 brining on a new employee! Be sure to work with recruiters who are also thorough and have your best interest in mind!
Plastics Recruiter - Candidates Do Lie
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Friday, February 15, 2008
Plastics Recruiter - Executive Recruitment - Recruiter Solutions International -RSI
My name is Dan Regovich and I am a Plastics Recruiter. I write different blogs every day covering a wide variety of topics. Please feel free to call me should you ever have any questions regarding the subjects I have discussed.
Plastics Recruiter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Recruiter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Thursday, February 14, 2008
Plastics Recruiter - Baby Boomers
My name is Dan Regovich and I am a Plastics Recruiter. At about the time the baby boomers begin retiring from the work force, the flow of additional workers will just about grind to a halt. For every young person entering the workforce from high school or college, an older person will be leaving the workforce and heading for retirement. Time Magazine has predicted an unprecedented employment gap when that happens. Reports show that the rebound in the industry is bringing up concerns for future expansions and succession planning. Where does this leave your company?
Here at RSI, our staff has been diligent in locating those hard to find candidates so our clients can continue to grow as their employees leave to enjoy their golden years. With each search assignment, we uncover dozens of other highly qualified candidates that did not meet the skills needed for that particular search. That leaves us with numerous excellent candidates who are currently employed, reasonably happy and doing a good job but are keeping their eyes open for the next step in their career.
Since the Plastics Group of RSI does not just scour the internet for candidates, we find those candidates that cannot be found through traditional employment ads and job posting boards. We specialize in all areas of the industry; our knowledgeable staff stands ready to talk to you about your distinct need and is ready to customize a search to go directly after what you need and minimize the learning curve in your open position. Feel free to contact me at our toll-free number if we can be of assistance in any of your recruitment needs.
Plastics Recruiter - Baby boomers
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Here at RSI, our staff has been diligent in locating those hard to find candidates so our clients can continue to grow as their employees leave to enjoy their golden years. With each search assignment, we uncover dozens of other highly qualified candidates that did not meet the skills needed for that particular search. That leaves us with numerous excellent candidates who are currently employed, reasonably happy and doing a good job but are keeping their eyes open for the next step in their career.
Since the Plastics Group of RSI does not just scour the internet for candidates, we find those candidates that cannot be found through traditional employment ads and job posting boards. We specialize in all areas of the industry; our knowledgeable staff stands ready to talk to you about your distinct need and is ready to customize a search to go directly after what you need and minimize the learning curve in your open position. Feel free to contact me at our toll-free number if we can be of assistance in any of your recruitment needs.
Plastics Recruiter - Baby boomers
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Wednesday, February 13, 2008
Plastics Recruiter - Volunteers
My name is Dan Regovich and I am a Plastics Recruiter.
Background checking has exploded in the workplace over the last 10 years. Companies have some very compelling reasons to do background checks on their employees. One group of people often overlooked on background checks is the volunteer. Generally an organization is so happy to see a volunteer on their staff, they get that warm and fuzzy feeling. After all, someone who is willing to come in and do work for free for their organization can’t possibly have issues in their background, can they? The volunteer comes in out of the goodness of their heart and in the spirit of public service and dedication, right? Generally, that is a truthful statement. People do volunteer for many different reasons. They like to give back to their community, they want to do something meaningful with free time, or they generally want to help people.
However, there is always the exception to every rule. There are numerous news stories about volunteers being arrested for horrible crimes. There are the volunteers who have molested children, abused the elderly, or stolen money. Many times, and almost always after the fact, it is found that that person had a prior history of problems dealing with the same type of crime.
So while we will always need the volunteer in our communities, we also need to be proactive and not put people at risk. Volunteers hold many positions of trust within an organization or community – including the volunteer fireman, the volunteer at the local hospital or nusing home, even the volunteer at a day care or child care facility. If you bring in volunteers, you need to be proactive to protect your citizens, patients, children, and other employees.
plastics recruiter - volunteers
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Background checking has exploded in the workplace over the last 10 years. Companies have some very compelling reasons to do background checks on their employees. One group of people often overlooked on background checks is the volunteer. Generally an organization is so happy to see a volunteer on their staff, they get that warm and fuzzy feeling. After all, someone who is willing to come in and do work for free for their organization can’t possibly have issues in their background, can they? The volunteer comes in out of the goodness of their heart and in the spirit of public service and dedication, right? Generally, that is a truthful statement. People do volunteer for many different reasons. They like to give back to their community, they want to do something meaningful with free time, or they generally want to help people.
However, there is always the exception to every rule. There are numerous news stories about volunteers being arrested for horrible crimes. There are the volunteers who have molested children, abused the elderly, or stolen money. Many times, and almost always after the fact, it is found that that person had a prior history of problems dealing with the same type of crime.
So while we will always need the volunteer in our communities, we also need to be proactive and not put people at risk. Volunteers hold many positions of trust within an organization or community – including the volunteer fireman, the volunteer at the local hospital or nusing home, even the volunteer at a day care or child care facility. If you bring in volunteers, you need to be proactive to protect your citizens, patients, children, and other employees.
plastics recruiter - volunteers
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Tuesday, February 12, 2008
Plastics Recruiter - Why Employees Leave Your Company
My name is Dan Regovich and I am a Plastics Recruiter.
Most people think that the major reason employees change jobs is to make more money. That is not the case! We have found the main reason for someone making a job change is to improve his or her quality of life. This could mean several things such as: working too many hours, poor working conditions and bad management.
The Bad News:
It is estimated that the U.S. will be in a moderate and at times, a severe employee shortage for approximately the next 20 years. This is due to all the baby boomers that will be retiring and not enough employees entering the job market to take their place.
The Good News:
The good news is that the reasons mentioned in the first paragraph for employees making a job change are controllable. Companies need to do everything possible to hold onto their good employees over the next couple of decades. It is easier and more profitable for a company to keep their current employees happy than to go through the expense of re-hiring. Start planning now on how to reduce your turnover and making smart hires!!
Plastics Recruiter - Why Employees Leave Your Company
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Most people think that the major reason employees change jobs is to make more money. That is not the case! We have found the main reason for someone making a job change is to improve his or her quality of life. This could mean several things such as: working too many hours, poor working conditions and bad management.
The Bad News:
It is estimated that the U.S. will be in a moderate and at times, a severe employee shortage for approximately the next 20 years. This is due to all the baby boomers that will be retiring and not enough employees entering the job market to take their place.
The Good News:
The good news is that the reasons mentioned in the first paragraph for employees making a job change are controllable. Companies need to do everything possible to hold onto their good employees over the next couple of decades. It is easier and more profitable for a company to keep their current employees happy than to go through the expense of re-hiring. Start planning now on how to reduce your turnover and making smart hires!!
Plastics Recruiter - Why Employees Leave Your Company
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Monday, February 11, 2008
Plastics Recruiter - Hiring is Expensive
The Harvard Business School identified the cost of inferior selection of sales representatives, at 3X the rep's annual compensation, including expenses, training, benefits, wages and commissions/bonus. Thus a $60,000 per year salaried/commissioned sales rep hiring mistake actually costs the company more than $300,000.
In hiring a sales representative, what is the cost of a poor hiring process?
There are hard and soft costs to consider. The hard costs include, but are not limited to, time from dispatching the job order to hire. For instance, a sales territory is open an extra week, or month, or quarter, the reduced revenue and profits can be calculated according to the following formula: annual quota, divided by the time period, divided by gross profit-less salary, recruiting fees, travel and administration expenses. All numbers are annualized to the week or month or quarter.
Example:
Annual quota $2,000,000.00
Gross Profit 35%, = $700,000.00
Salary+ commissions = $175,000.00
Recruiting fees= $25,000,
Administration, Benefits, Travel and Entertainment=$25,000
Gross Profit: $700,000
Total Costs:$225,000
Net Profit:$475,000
Net Profit loss per week:$9,500, Net Profit loss per month:$39,583.
Presented here is a simple and true case study highlighting additional hard costs not easily evident in the equation above.
"During FY2000, “Tom”, a recruiter, presents a sales engineer to a national company. The company in business since 1985 has annual revenues in excess of $50 million. The company hires this candidate. Two years later the same person is still employed (the definition of a good hire). The company requires another sales engineer (in the same territory) to compliment the employee placed 2 years ago. Does the hiring manager call “Tom”? NO! The position still open 2 weeks later, the employee calls “Tom” and suggests he call his boss. The boss acknowledges the opening but insists they have it handled using internal recruiting efforts. Meanwhile, “Tom” presents an on-target candidate. One month later, the boss/hiring manager calls “Tom” and asks about the candidate. The manager agrees to pay the fee. Discussing the hiring process, “Tom” learns the hiring manager is interviewing eight additional people. Five managers from around the country fly into the territory to interview these 8 candidates. “Tom's” candidate makes 9. However, his candidate is the only one that the hiring manager is excited to meet. Five upper level managers fly into a city, stay in hotels and spend a complete day meeting 9 candidates when they only need one.
Six weeks had gone by before contacting “Tom”. The hiring manager knew “Tom” was competent. Has he saved any money? Based upon the example above he has already lost close to $60,000. If we attempt to equate the cost of one day of management hours of a company, the equation looks like this: $150,000 times 5(managers)= $750,000 divided by 200(days)= $3,750. Plus, what revenue generating activities could be accomplished instead of a complete day in front of 7 or 8 people they will never see again? How frustrated will these managers be by the end of the day? How many will quit if the company continues this wasted effort? How much revenue is lost annually because of this type of behavior?
Additional, definable soft costs: The hiring manager has spent 10 hours minimum, reading resumes and speaking to candidates over the phone. An additional 5 hours spent coordinating with other managers. What activities could the manager had done instead? If I gave you back 2 full working days, every 6 weeks what would the time be worth to you?
Plastics Recruiter Hiring is Expensive
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
In hiring a sales representative, what is the cost of a poor hiring process?
There are hard and soft costs to consider. The hard costs include, but are not limited to, time from dispatching the job order to hire. For instance, a sales territory is open an extra week, or month, or quarter, the reduced revenue and profits can be calculated according to the following formula: annual quota, divided by the time period, divided by gross profit-less salary, recruiting fees, travel and administration expenses. All numbers are annualized to the week or month or quarter.
Example:
Annual quota $2,000,000.00
Gross Profit 35%, = $700,000.00
Salary+ commissions = $175,000.00
Recruiting fees= $25,000,
Administration, Benefits, Travel and Entertainment=$25,000
Gross Profit: $700,000
Total Costs:$225,000
Net Profit:$475,000
Net Profit loss per week:$9,500, Net Profit loss per month:$39,583.
Presented here is a simple and true case study highlighting additional hard costs not easily evident in the equation above.
"During FY2000, “Tom”, a recruiter, presents a sales engineer to a national company. The company in business since 1985 has annual revenues in excess of $50 million. The company hires this candidate. Two years later the same person is still employed (the definition of a good hire). The company requires another sales engineer (in the same territory) to compliment the employee placed 2 years ago. Does the hiring manager call “Tom”? NO! The position still open 2 weeks later, the employee calls “Tom” and suggests he call his boss. The boss acknowledges the opening but insists they have it handled using internal recruiting efforts. Meanwhile, “Tom” presents an on-target candidate. One month later, the boss/hiring manager calls “Tom” and asks about the candidate. The manager agrees to pay the fee. Discussing the hiring process, “Tom” learns the hiring manager is interviewing eight additional people. Five managers from around the country fly into the territory to interview these 8 candidates. “Tom's” candidate makes 9. However, his candidate is the only one that the hiring manager is excited to meet. Five upper level managers fly into a city, stay in hotels and spend a complete day meeting 9 candidates when they only need one.
Six weeks had gone by before contacting “Tom”. The hiring manager knew “Tom” was competent. Has he saved any money? Based upon the example above he has already lost close to $60,000. If we attempt to equate the cost of one day of management hours of a company, the equation looks like this: $150,000 times 5(managers)= $750,000 divided by 200(days)= $3,750. Plus, what revenue generating activities could be accomplished instead of a complete day in front of 7 or 8 people they will never see again? How frustrated will these managers be by the end of the day? How many will quit if the company continues this wasted effort? How much revenue is lost annually because of this type of behavior?
Additional, definable soft costs: The hiring manager has spent 10 hours minimum, reading resumes and speaking to candidates over the phone. An additional 5 hours spent coordinating with other managers. What activities could the manager had done instead? If I gave you back 2 full working days, every 6 weeks what would the time be worth to you?
Plastics Recruiter Hiring is Expensive
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Friday, February 8, 2008
Plastics Recruiter - The Cost of Hiring
My name is Dan Regovich and I am a Plastics Recruiter/Headhunter.
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.
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.
Plastics Recruiter - The cost of hiring
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
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.
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.
Plastics Recruiter - The cost of hiring
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Thursday, February 7, 2008
Plastics Recruiter - Supply Chain Manager Position - Atlanta, GA
My client is a well-established leader in their respective industry that has had continuous sales growth for many years straight with manufacturing facilities world-wide. We are in search of a Supply Chain Manager for their corporate location located in Atlanta, GA. This position is responsible for leading the corporate supply chain team which consists of all shipping/logistics, planning, forecasting, warehousing, inventory and system improvements. This position will also be responsible for Sales and Operations Planning. Experience in an MRP/ERP system is very important.
I am in search of someone that wants the ability to moved up within the organization and that is comfortable dealing with high levels of management. My client has an excellent reputation for being very employee friendly. They care about their employees. Being offered are medical/dental benefits, 401k match, paid vacation, paid holidays and a fully paid relocation package. The corporate location is not located directly downtown but on the outskirts of the city, which avoids a lot of traffic.
All resumes are treated confidentially. Your information is not released without your permission after a phone interview has been conducted. All qualified candidates will be called. Send your resume to dan@rsipeople.com for consideration.
Plastics Recruiter - Supply Chain Manager - Atlanta, GA
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
I am in search of someone that wants the ability to moved up within the organization and that is comfortable dealing with high levels of management. My client has an excellent reputation for being very employee friendly. They care about their employees. Being offered are medical/dental benefits, 401k match, paid vacation, paid holidays and a fully paid relocation package. The corporate location is not located directly downtown but on the outskirts of the city, which avoids a lot of traffic.
All resumes are treated confidentially. Your information is not released without your permission after a phone interview has been conducted. All qualified candidates will be called. Send your resume to dan@rsipeople.com for consideration.
Plastics Recruiter - Supply Chain Manager - Atlanta, GA
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Wednesday, February 6, 2008
Plastics Recruiter - A Client's Perspective
My name is Dan Regovich and as a Plastics Recruiter, I work with both the candidate and the client. In past postings you will find information to help candidates in their interview process. Now I would like to focus on the client.
From the start of filling a position to the end, there are several areas where an employer needs to put thought into their process. There are times when we receive emails with job descriptions attached hoping we can fill the position. As an employer, you can't hire a candidate just from reviewing their resume, the same way that recruiters cannot find qualified talent from reading a job description. There are a lot of variables that are involved in the recruiting and hiring process.
To give a brief overview, here are some mistakes that employers make that delay the hiring process.
1. A job description is great to have, but you need to have a clear idea of what you are looking for and make sure that everyone understands. Be specific as possible when it comes to duties, skills and competencies you are looking for. For example, putting a "years" of experience does not mean you will get the ideal candidate. The employer is better to define the functions specifically and find someone who can do it.
2. Employers are always looking for that top notch, high-energy candidate. What they are unsure of is the type of candidates available, along with the money it takes to hire them. Employers need to realize that while these people may be out there, they may not be willing to come work for your company no matter how great the company is. If you are looking to pay a lower salary than what the market is showing, you either need to be flexible on the compensation package or realize that you get what you pay for.
3. During the interview process there are several individuals that speak with the potential candidate. Typically an HR individual, or sometimes two. Then the person that the candidate will report to, along with other executives. At times there are so many individuals hiring that it prolongs the process. Trying to find mutual meeting times and then after the interview trying to reconnect with those individuals to receive their feedback. The longer the interview process, the better the chance that you will loose the candidate's interest level.
4. Don't just rely on the candidate's resume as to whether or not you should or should not interview them. Typically when working with recruiters, the recruiter will have already spoken with the candidate and can provide insight into their background and experience that isn't on their resume. If a candidate's resume looks like a possibility, take a few moments to have a conversation with them. You may be surprised as to what you learn.
5. After employers have interview candidates, it is important to provide feedback in a timely manner. It's human nature to have to call someone to tell them they are not a fit for a position, or they have a good background but someone else has been offered the position. But it is important to provide feedback so that if you do have an interest in a candidate, this shows them and keeps their interest level high. As it's human nature to hate to make the call to tell them no, it is also human nature for candidate's to think an employer no longer has an interest in them if they have not heard back after an interview in a timely fashion. They then loose interest and you risk loosing them to someone else they are interview with.
These are just 5 things that quickly come to mind as a recruiter to help employers through the hiring process. As there are more items that could be brought to mind, remember, just like you, candidates are busy. They are not just sitting around waiting for your call. If you find one you need to work quickly and efficiently to get them on board.
Please feel free to contact me should you need assistance in your hiring needs. Check often, as I will provide more information to assist employers in their hiring.
Plastics Recruiter Clients
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
From the start of filling a position to the end, there are several areas where an employer needs to put thought into their process. There are times when we receive emails with job descriptions attached hoping we can fill the position. As an employer, you can't hire a candidate just from reviewing their resume, the same way that recruiters cannot find qualified talent from reading a job description. There are a lot of variables that are involved in the recruiting and hiring process.
To give a brief overview, here are some mistakes that employers make that delay the hiring process.
1. A job description is great to have, but you need to have a clear idea of what you are looking for and make sure that everyone understands. Be specific as possible when it comes to duties, skills and competencies you are looking for. For example, putting a "years" of experience does not mean you will get the ideal candidate. The employer is better to define the functions specifically and find someone who can do it.
2. Employers are always looking for that top notch, high-energy candidate. What they are unsure of is the type of candidates available, along with the money it takes to hire them. Employers need to realize that while these people may be out there, they may not be willing to come work for your company no matter how great the company is. If you are looking to pay a lower salary than what the market is showing, you either need to be flexible on the compensation package or realize that you get what you pay for.
3. During the interview process there are several individuals that speak with the potential candidate. Typically an HR individual, or sometimes two. Then the person that the candidate will report to, along with other executives. At times there are so many individuals hiring that it prolongs the process. Trying to find mutual meeting times and then after the interview trying to reconnect with those individuals to receive their feedback. The longer the interview process, the better the chance that you will loose the candidate's interest level.
4. Don't just rely on the candidate's resume as to whether or not you should or should not interview them. Typically when working with recruiters, the recruiter will have already spoken with the candidate and can provide insight into their background and experience that isn't on their resume. If a candidate's resume looks like a possibility, take a few moments to have a conversation with them. You may be surprised as to what you learn.
5. After employers have interview candidates, it is important to provide feedback in a timely manner. It's human nature to have to call someone to tell them they are not a fit for a position, or they have a good background but someone else has been offered the position. But it is important to provide feedback so that if you do have an interest in a candidate, this shows them and keeps their interest level high. As it's human nature to hate to make the call to tell them no, it is also human nature for candidate's to think an employer no longer has an interest in them if they have not heard back after an interview in a timely fashion. They then loose interest and you risk loosing them to someone else they are interview with.
These are just 5 things that quickly come to mind as a recruiter to help employers through the hiring process. As there are more items that could be brought to mind, remember, just like you, candidates are busy. They are not just sitting around waiting for your call. If you find one you need to work quickly and efficiently to get them on board.
Please feel free to contact me should you need assistance in your hiring needs. Check often, as I will provide more information to assist employers in their hiring.
Plastics Recruiter Clients
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Monday, February 4, 2008
Plastics Recruiter - Statewide Criminal Searches
My name is Dan Regovich and I am Plastics Recruiter.
There are states that allow access to their State Police Records Repository and this is where we can get a statewide criminal search. There are advantages to the statewide criminal search, as well as some disadvantages.
When a true statewide is done, the records repository holds records for all counties within the state. So if you go to the State of Michigan to do a statewide criminal search, you are getting a state that reports from all counties within the state. One thing to be aware of is that each state does charge an access fee. That is a fee over and above what you would normally pay for a criminal search. The state charges this fee to allow access to their records systems. The advantage to obtaining a statewide criminal search is that you get every county in that state, making it a less expensive and more thorough search than just a standard county criminal search.
Another advantage to a statewide criminal search includes multiple names. Some state will allow you to search more than one last name for a candidate, or more than 1 variation of a first name. If you are checking on a female applicant, the state may allow you to search both a married name and a maiden name for the same cost. You may also search a first name, such as Robert and Bob for the same fees for some states.
Some states offer a statewide search but there may be issues with those records. A state may not have a disposition on the case, or the information is incomplete in their records. Under the FCRA (Fair Credit Reporting Act), in order for a screening company to report those records to you, they must research the case and obtain all the missing data. This generally requires that the investigator goes to the county courthouse where the charges originated in order to verify the criminal records.
Other states may offer a statewide criminal search and yet all counties do not report to the state records repository. This is not a true statewide criminal search, and background companies who operate under the FCRA will tell you that these are not true statewide records and recommend that you defer to the county criminal searches instead.
To add to all this, you also have states that have special circumstances. Maybe they have to have a special request form that is signed or notarized, maybe they have an extremely long turnaround time, or maybe they do not accept request except through a digital fingerprint system.
Regardless of the way the search is requested, if you work with a reputable background screening company they can let you know if the states you are looking at doing criminal background checks in offer a reliable statewide search. If they do, you may find this form of criminal records search more cost effective.
Plastics Recruiter Statewide Criminal Searches
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
There are states that allow access to their State Police Records Repository and this is where we can get a statewide criminal search. There are advantages to the statewide criminal search, as well as some disadvantages.
When a true statewide is done, the records repository holds records for all counties within the state. So if you go to the State of Michigan to do a statewide criminal search, you are getting a state that reports from all counties within the state. One thing to be aware of is that each state does charge an access fee. That is a fee over and above what you would normally pay for a criminal search. The state charges this fee to allow access to their records systems. The advantage to obtaining a statewide criminal search is that you get every county in that state, making it a less expensive and more thorough search than just a standard county criminal search.
Another advantage to a statewide criminal search includes multiple names. Some state will allow you to search more than one last name for a candidate, or more than 1 variation of a first name. If you are checking on a female applicant, the state may allow you to search both a married name and a maiden name for the same cost. You may also search a first name, such as Robert and Bob for the same fees for some states.
Some states offer a statewide search but there may be issues with those records. A state may not have a disposition on the case, or the information is incomplete in their records. Under the FCRA (Fair Credit Reporting Act), in order for a screening company to report those records to you, they must research the case and obtain all the missing data. This generally requires that the investigator goes to the county courthouse where the charges originated in order to verify the criminal records.
Other states may offer a statewide criminal search and yet all counties do not report to the state records repository. This is not a true statewide criminal search, and background companies who operate under the FCRA will tell you that these are not true statewide records and recommend that you defer to the county criminal searches instead.
To add to all this, you also have states that have special circumstances. Maybe they have to have a special request form that is signed or notarized, maybe they have an extremely long turnaround time, or maybe they do not accept request except through a digital fingerprint system.
Regardless of the way the search is requested, if you work with a reputable background screening company they can let you know if the states you are looking at doing criminal background checks in offer a reliable statewide search. If they do, you may find this form of criminal records search more cost effective.
Plastics Recruiter Statewide Criminal Searches
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Friday, February 1, 2008
Plastics Recruiter - International Searches
My name is Dan Regovich and I am Plastics Recruiter. With the diverse ethnicity of today’s workforce, frequently a company will hire candidates who lived and worked overseas. Many also received their education oversees, including college degrees. A reputable background screening company will be able to complete a background check for you for a job candidate that lived, worked, and was educated in a foreign company. One thing to keep in mind however, are the cultural and societal diversities within that country. If you were to call your background screening company and ask them to verify a high school diploma for someone from 1970 in North Korea, chances of getting a verification are slim to none. Also, in Hispanic societies you will be asked to provide a mother’s maiden name. The Hispanic culture is a matriarchal society which means that everything involving school records is going to be verified using a mother’s maiden name.
If you work with a strong and reliable background screening firm, they will know these differences and be able to help you obtain the information you need to make a hiring decision.
plastics recruiter international searches
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
If you work with a strong and reliable background screening firm, they will know these differences and be able to help you obtain the information you need to make a hiring decision.
plastics recruiter international searches
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Thursday, January 31, 2008
Plastics Recruiter - Fake Degrees
My name is Dan Regovich and as a Plastics Recruiter, we do come across this:
One of the latest news stories now is about a Spokane, Washington couple who have been indicted by a federal grand jury for creating fake diplomas. Their little twist on this saga is that they are creating fake degrees for accredited universities. It is unfortunate, but the investigation is showing that the University of Tennessee is not the only college that has been affected. Counterfeit diplomas have also been found for the University of Maryland, Texas A&M and George Washington University. All of these colleges are accredited colleges.
There are hundreds of fake universities on the internet, and counterfeit degrees being produced from accredited universities. Diploma mills and counterfeit degrees can be very sophisticated operations that undermine the credibility of legitimate institutions of higher education and graduates from those colleges and universities.
There is current legislation within the House and Senate addressing Diploma and Degree Mills. The Bill is attached to the College Opportunity and Affodability Act (HR 4137) and is expected to be presented to the full house hopefully in January, 2008. For now, experts agree that the best line of defense against these diploma mills and counterfeit diplomas is a responsible employer.
plastics recruiter fake degrees
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
One of the latest news stories now is about a Spokane, Washington couple who have been indicted by a federal grand jury for creating fake diplomas. Their little twist on this saga is that they are creating fake degrees for accredited universities. It is unfortunate, but the investigation is showing that the University of Tennessee is not the only college that has been affected. Counterfeit diplomas have also been found for the University of Maryland, Texas A&M and George Washington University. All of these colleges are accredited colleges.
There are hundreds of fake universities on the internet, and counterfeit degrees being produced from accredited universities. Diploma mills and counterfeit degrees can be very sophisticated operations that undermine the credibility of legitimate institutions of higher education and graduates from those colleges and universities.
There is current legislation within the House and Senate addressing Diploma and Degree Mills. The Bill is attached to the College Opportunity and Affodability Act (HR 4137) and is expected to be presented to the full house hopefully in January, 2008. For now, experts agree that the best line of defense against these diploma mills and counterfeit diplomas is a responsible employer.
plastics recruiter fake degrees
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Wednesday, January 30, 2008
Plastics Recruiter - Exit Interviews
As a plastics recruiter, I see these types of situations often:
Exit interviews can be a valuable tool for a company to use. Generally exit interviews are conducted with an employee who is leaving the company on a voluntary basis, rather than being laid off or fired. Exit interviews can be as extensive as the employer wants, keeping in mind that the employee may not desire to answer all the questions if there are a lot of them.
Exit interviews are generally conducted and the information is used to assist the Human Resources department in improving existing working conditions for current employees, and for retaining those employees. Your company can learn from the past experiences of the department employees and gain an opportunity to improve management/employment practices accordingly. Effective Employee Exit Interviews are an opportunity to diagnose and improve performance within the company. A “backdoor” reason to do an exit interview may be to find out if there is any costly litigation down the road caused by a disgruntled employee.
Employee turnover is costly and is widely recognized as a key organizational concern. Doing an exit interview will allow you to analyze the data to determine if employee satisfaction is an impact to your turnover. It will also allow you to track trends in satisfaction to measure the improvements that were made. Exit interviews can be a valuable tool that is often overlooked in employment screening, but should be considered by an employer.
Plastics Recruiter Exit Interviews
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Exit interviews can be a valuable tool for a company to use. Generally exit interviews are conducted with an employee who is leaving the company on a voluntary basis, rather than being laid off or fired. Exit interviews can be as extensive as the employer wants, keeping in mind that the employee may not desire to answer all the questions if there are a lot of them.
Exit interviews are generally conducted and the information is used to assist the Human Resources department in improving existing working conditions for current employees, and for retaining those employees. Your company can learn from the past experiences of the department employees and gain an opportunity to improve management/employment practices accordingly. Effective Employee Exit Interviews are an opportunity to diagnose and improve performance within the company. A “backdoor” reason to do an exit interview may be to find out if there is any costly litigation down the road caused by a disgruntled employee.
Employee turnover is costly and is widely recognized as a key organizational concern. Doing an exit interview will allow you to analyze the data to determine if employee satisfaction is an impact to your turnover. It will also allow you to track trends in satisfaction to measure the improvements that were made. Exit interviews can be a valuable tool that is often overlooked in employment screening, but should be considered by an employer.
Plastics Recruiter Exit Interviews
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Tuesday, January 29, 2008
Plastics Recruiter - Assessment Testing For Employees
My name is Dan Regovich and I am a Plastics Recruiter.
Recruiting, hiring and training of new employees is expensive. You have to recruite or advertise a position, then you start the interview process. During the interview you are trying to determine if this is a candidate that would be a good fit for your company and if the candidate seems to have the skill set that the position requires. Then, when you do bring a new hire in to fill the position you also have to train that person for your company specific standards to the position. All of this is costly in terms of time and money. If you have made a good hire, it is well worth the investment. However, if you hire that person and find out within the few months that the position just isnt a good fit, you are out that money. Worse yet, you need to start all over to fill the position.
While interviews and background checks are a great tool, another tool that may be useful to your organization is assessment testing. There are hundreds of different types of tests out there – skills testing, personality testing, behavior testing, even IQ testing if you are interested. Generally, a company will have agreed to start using these “forecasters” for new employees. Before you start to test potential new hires, you may want to have your top performers that are already working with your company take the tests. This will provide you with a set of “benchmarks” that you can use to gauge new hire testing on. There are traits and characteristics that your top performers have that you may like to see in your new hire candidates as well. Once benchmarks are set, use these to determine if your new hire will be a fit with your organization.
There are some studies out there that indicate as many as 25% of new hires don’t make it the first 3 months within an organization. That is an expensive number. Assessment testing can be a very low cost alternative to be utilitized as another tool to “be sure before you hire”.
Plastics Recruiter Assessment Testing
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Recruiting, hiring and training of new employees is expensive. You have to recruite or advertise a position, then you start the interview process. During the interview you are trying to determine if this is a candidate that would be a good fit for your company and if the candidate seems to have the skill set that the position requires. Then, when you do bring a new hire in to fill the position you also have to train that person for your company specific standards to the position. All of this is costly in terms of time and money. If you have made a good hire, it is well worth the investment. However, if you hire that person and find out within the few months that the position just isnt a good fit, you are out that money. Worse yet, you need to start all over to fill the position.
While interviews and background checks are a great tool, another tool that may be useful to your organization is assessment testing. There are hundreds of different types of tests out there – skills testing, personality testing, behavior testing, even IQ testing if you are interested. Generally, a company will have agreed to start using these “forecasters” for new employees. Before you start to test potential new hires, you may want to have your top performers that are already working with your company take the tests. This will provide you with a set of “benchmarks” that you can use to gauge new hire testing on. There are traits and characteristics that your top performers have that you may like to see in your new hire candidates as well. Once benchmarks are set, use these to determine if your new hire will be a fit with your organization.
There are some studies out there that indicate as many as 25% of new hires don’t make it the first 3 months within an organization. That is an expensive number. Assessment testing can be a very low cost alternative to be utilitized as another tool to “be sure before you hire”.
Plastics Recruiter Assessment Testing
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Monday, January 28, 2008
Plastics Recruiter - Do You Google Your Applicants?
My name is Dan Regovich and I am a Plastics Recruiter. The internet has become a wonderful tool in many different ways. We can find out pretty much anything we want to know from anywhere around the world. Want to know what the weather is currently like where you are going on vacation? Internet it. Want to know what type of vehicle has the best safety features? Internet the question. Want to know if your job applicant has a MySpace page? How easy can it be to check. While the checking may be very easy, what are you going to do with it once you have the information? Can it be used in a hiring decision? Can I Google someone and find out information and use that for a hiring decision?
If you ask a reputable screening agency, the first thing they should tell you is to consult your legal department. This is a decision that your company has to decide for themselves. However, there are some things that an employer needs to be aware of when doing these searches. If you Google someone and find out that they were arrested half way across the United States and you found the arrest records or even a newspaper article about it – that is not a conviction. Records are unsubstantiated. You don’t know if there was a conviction or if the case even went to court. If you find out that your candidate prefers an alternative life style, of what use is that information to you and would it affect the job that they would be doing for the company?
Recent surveys show that approximately 25% of hiring managers use internet search engines to research potential employees, according to an online survey released by CareerBuilder and 12% do searches on social networking sites such as MySpace or Face Book. Of those hiring managers, 63% have indicated they did not hire a person based on what they found. A question that should come up is – on MySpace or Face Book, who put in the information? Was it our candidate or was it someone who is considered a peer? Is it fact or fiction?
Do You Google Your Applicants
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
If you ask a reputable screening agency, the first thing they should tell you is to consult your legal department. This is a decision that your company has to decide for themselves. However, there are some things that an employer needs to be aware of when doing these searches. If you Google someone and find out that they were arrested half way across the United States and you found the arrest records or even a newspaper article about it – that is not a conviction. Records are unsubstantiated. You don’t know if there was a conviction or if the case even went to court. If you find out that your candidate prefers an alternative life style, of what use is that information to you and would it affect the job that they would be doing for the company?
Recent surveys show that approximately 25% of hiring managers use internet search engines to research potential employees, according to an online survey released by CareerBuilder and 12% do searches on social networking sites such as MySpace or Face Book. Of those hiring managers, 63% have indicated they did not hire a person based on what they found. A question that should come up is – on MySpace or Face Book, who put in the information? Was it our candidate or was it someone who is considered a peer? Is it fact or fiction?
Do You Google Your Applicants
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Friday, January 25, 2008
Plastics Recruiter - Employee Theft
Small business fraud is on the rise. Depending on which survey you look at, small businesses are classified as a business with 100-1,000 employees or even 1,000 to 5,000 employees. So if you own or operate a small business that falls in one of those two categories, what can you do to help prevent your profit margin from going out the back door in an employee pocket?
Business consultants provide some very sound advice. Their step 1 starts off with “one of the most basic steps in preventing employee fraud is not to hire employees who have stolen previously”. They continue on in their article about other steps that a company can take, but step 1 seems almost to be an obvious answer.
Check past employment history. If an employer will provide dates and title only, see if an employee is eligible for rehire. That may or may not provide some insight in to that employee. Do criminal background checks and drug screening. If an employee is a frequent drug user, they may be more prone to theft or fraud. Also call on references. Many employers don’t contact references because they feel that an employee isn’t going to provide someone who gives a bad reference. However, the employee may be giving you a list of names that sound important assuming that you won’t call.
Other things an organization can do are to host audits, both surprise audits and external audits. Also consider job rotation if that is applicable within your organization. Set up an internal anonymous reporting policy where employees can contact a tip line to report information.
Business fraud costs organizations billions of dollars a year. A study in 2006 by the Association of Certified Fraud Examines (ACFE) reported the median loss of $159,000 with organizations of fewer than 100 employees suffering disproportionate losses in occupational fraud.
Start with the basics. Do background checking on employees to start. Get programs going in the organization that will help detect fraud after the employee is hired. The steps can help a company stay healthy and profitable.
Plastics recruiter employee theft
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Business consultants provide some very sound advice. Their step 1 starts off with “one of the most basic steps in preventing employee fraud is not to hire employees who have stolen previously”. They continue on in their article about other steps that a company can take, but step 1 seems almost to be an obvious answer.
Check past employment history. If an employer will provide dates and title only, see if an employee is eligible for rehire. That may or may not provide some insight in to that employee. Do criminal background checks and drug screening. If an employee is a frequent drug user, they may be more prone to theft or fraud. Also call on references. Many employers don’t contact references because they feel that an employee isn’t going to provide someone who gives a bad reference. However, the employee may be giving you a list of names that sound important assuming that you won’t call.
Other things an organization can do are to host audits, both surprise audits and external audits. Also consider job rotation if that is applicable within your organization. Set up an internal anonymous reporting policy where employees can contact a tip line to report information.
Business fraud costs organizations billions of dollars a year. A study in 2006 by the Association of Certified Fraud Examines (ACFE) reported the median loss of $159,000 with organizations of fewer than 100 employees suffering disproportionate losses in occupational fraud.
Start with the basics. Do background checking on employees to start. Get programs going in the organization that will help detect fraud after the employee is hired. The steps can help a company stay healthy and profitable.
Plastics recruiter employee theft
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Thursday, January 24, 2008
Plastics Recruiter - Why Do You Need My Date Of Birth
As a Plastics Recruiter, I come across this many times. Here's how BackTrack, Inc. addresses it.
Many employers feel that requesting a date of birth from an applicant or candidate can be a particularly touchy situation. If you get it and don’t hire someone, are you in violation of any EEOC laws? Can you be charged with age discrimination by this candidate? Why do you even need the date of birth?
There are several reasons that a date of birth is required for background screening. Criminal courts do not file records by social security number. The identifiers on a court index are the full name and the date of birth. If you are trying to verify a high school diploma, the high school will have records by full name attended under and date of birth. Many colleges are now redacting social security numbers on records and going back to name and date of birth for identifiers.
Even with this information, some employers are still uncomfortable with the idea of requesting a date of birth from their candidates. If you are in this situation, talk with your background screening company. Many have hotlines set up that an applicant can call in on an 800 number and leave the information with the background screener. The employer need never has access to the date of birth until a job offer has been made.
Why do you need my date of birth?
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Many employers feel that requesting a date of birth from an applicant or candidate can be a particularly touchy situation. If you get it and don’t hire someone, are you in violation of any EEOC laws? Can you be charged with age discrimination by this candidate? Why do you even need the date of birth?
There are several reasons that a date of birth is required for background screening. Criminal courts do not file records by social security number. The identifiers on a court index are the full name and the date of birth. If you are trying to verify a high school diploma, the high school will have records by full name attended under and date of birth. Many colleges are now redacting social security numbers on records and going back to name and date of birth for identifiers.
Even with this information, some employers are still uncomfortable with the idea of requesting a date of birth from their candidates. If you are in this situation, talk with your background screening company. Many have hotlines set up that an applicant can call in on an 800 number and leave the information with the background screener. The employer need never has access to the date of birth until a job offer has been made.
Why do you need my date of birth?
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
Tuesday, January 22, 2008
Plastics Recruiter - Resume Tips
My name is Dan Regovich and I am a Plastics 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 Plastics, Flexible and rigid packaging 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 #2In 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. 318
resume tips
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
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 #2In 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. 318
resume tips
Dan Regovich - Plastics Recruiter
AJ Augur Group LLC
Mentor, OH 44060
danregovich@gmail.com
(440) 357-7600
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