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
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