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
Tuesday, February 12, 2008
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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