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
Wednesday, February 27, 2008
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
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