My name is Dan Regovich from AJ Augur Group and I am a recruiter/headhunter in the Plastics Industry. Here's a good article by Don Loepp from Plastics News.
Where can you turn for accurate info on chemicals?
By Don Loepp on May 27, 2009 3:02 PM ET | No Comments | No TrackBacks
There's plenty of information available on the Web about chemicals, but many of the sites are loaded with misinformation or bias. So which sites can you trust?
STATS, a nonprofit, nonpartisan research organization affiliated with the George Mason University, recently polled toxicologists, and the results are pretty sobering. WebMD was the only source rated as accurate by the majority (56 percent) of toxicologists for covering the risks of chemicals. Second place went to Wikipedia (45 percent).
Only 15 percent described similar coverage in the national print media as accurate.
The survey isn't scientific, so take the results with a grain of salt, but it's interesting that toxicologists don't seem to be enamoured with the information available on the Web.
I decided to check out what WebMD has to say about bisphenol A, since that chemical has been in the news headlines. The site had a few relevant links, including one list of FAQ on BPA.
Here are a couple of the key questions and answers:
Is bisphenol A safe?
That's a controversial question.
An FDA draft report issued in August 2008 says bisphenol A is safe at typical exposure levels from food and drink. But another government report, from the National Toxicology Program, doesn't rule out safety risks and notes "some concern" about effects on the brain, prostate gland, and behavior in fetuses, infants, and children.
The NTP's report, issued in September 2008, also notes "minimal concern" about effects on the mammary gland, early female puberty, and reproductive effects in adults who work with bisphenol A, and "negligible concern" about fetal or neonatal death, birth defects, reduced birth weight or grown in babies born to women exposed to bisphenol A during pregnancy, and reproductive effects in adults who don't work with bisphenol A.
The American Chemistry Council, a trade group for the plastics industry, says bisphenol A is safe for typical consumer uses.
What does the research say about bisphenol A?
A study published in the Sept. 17, 2008 edition of The Journal of the American Medical Association shows that adults with high levels of bisphenol A in their urine samples are more than twice as likely to report a history of heart disease or diabetes, compared to adults with low urinary levels of bisphenol A.
That study was the first to show an association between higher urinary levels of BPA and health problems in human adults. But it doesn't prove that bisphenol A causes heart disease or diabetes, and the researchers caution that their findings need to be confirmed.
Much of the other bisphenol A safety research has been done on rodents, which handle bisphenol A differently from humans. In those rodent studies, the greatest risk has been seen in developing fetuses and infants.
How about environmental groups, and industry groups like the American Chemistry Council? Interestly, industry groups polled higher on the accuracy scale. Only 3 percent of the toxicologists polled consider Greenpeace to be an accurate source of information, for example, compared to 41 percent for ACC.
plasics recruiter headhunter chemicals
Dan Regovich - Plastics Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur
Formerly with RSI Recruiter Solutions International
.com
Monday, June 1, 2009
Friday, May 15, 2009
Job Hunting
My name is Dan Regovich from AJ Augur Group and I am a recruiter in the Plastics Industry. Here's a very good article I found on job hunting.
Avoid A Bout With Long Unemployment
My job search has been thoroughly frustrating. I have sent out dozens and dozens of resumes, applied to a ton of jobs, prospected employers, kept up on the job boards, and everything else that I'm supposed to do. And I've only had three interviews. That is the bad news. The good news is that I now know what I did wrong, and what I will do different next time.
NEXT TIME???
I know there will be a next time. Statistically, people change jobs or careers every 2.8 years, or something like that. Each career professional subscribes to some statistic on job changes, but for some reason this one kind of rings true with me. I know a lot of people that don't make changes that often, but I know others that change with more frequency. The fact is that people change jobs, a lot. Part of your career management has included developing the skills, knowledge and abilities, amassing education, degrees and certifications and other things to beef up your resume. What I've learned the hard way is that no matter how cool my resume is, and how good I am, there is an important aspect to career management that I had been neglecting - preparing for that 2.8 year job transition.
If I got paid to do a job search I would certainly do it differently. I would have a reminder of what my end goal is (define what you are looking for so you can stay focused) and a strategy. One thing that I've come to realize is that this strategy is for every day of my career, not just when I'm unemployed. Here are six parts of my job search strategy for when I already have a job (whether I'm happy there or not):
1. Have a current master resume - this is a resume that has everything on it, and will be used to pull information to create a more targeted resume applicable to a certain company or job posting.
2. Make a conscience effort to maintain relationships - I will continue to strengthen relationships with people that I've met. It doesn't matter if this is someone that I haven't talked with for over 10 years! That guy or gal in the cubicle next to you 10 years ago may be in the corner office today!
3. Consistently expand my personal contacts - I will add new people I meet at conventions and other meetings to my personal network, and foster the relationship with each of these people so that they know who I am and what my skills are. I will also ask people I know for contacts in areas that interest me - for example, "who do you know that works in the banking industry?"
4. Perform company informational interviews - I will contact one company that is outside of the industry that I'm working each month and find a senior manager to do an informational interview. This has many advantages: you will learn more about another industry, you may learn how to solve a problem in a way that you haven't thought about before, you expand your personal network, and that manager learns about you and can judge you as a possible valuable asset to his team. Note this is not an opportunity to ask for a job - it is a no-pressure "tell me about your company, what you do, what your challenges are." Your strengths will come out in the quality of your questions and dialogue - leave it at that for this first meeting.
5. Pursue service opportunities - while time is a valuable commodity, you should pursue opportunities to serve at least once a month. There are some very meaningful programs that require very little time yet have a big impact. My personal favorite was spending time one-on-one with a disadvantaged child at an elementary school, where I was able to show him, through example, how a child/adult relationship could be. There are many other opportunities, and the other volunteers that you meet will be great contacts to add to your network.
6. Develop my personal brand - In your company or industry there are ways to create and strengthen your personal brand. Have you ever authored an article for the trade magazine? Have you ever been asked to speak at a conference? There are ways to get your foot in the door, and it makes sense for you to create yourself as a Guru. I met one guy that started a blog on new technologies that has made money off of his brand that he created for himself. He said that he is the same guy as he was before the blog, but now he is regarded as a guru - and is cashing in on it.
I know that you are busy in your professional life. You have deadlines, priorities, responsibilities and distractions. But I learned the hard way, it is much better to prepare for a job search before you need to, than to find yourself at home on a Monday morning with an outdated resume in hand saying "now what do I do?" Consider each of the 6 points above to be preventative measures. Do any or all of them now and you will be much more prepared for when you really need it.
Copyright: Copyright © 2006-2008 Jason Alba
About the Author:
Jason Alba, professional job seeker, is the creator of JibberJobber.com which is a website that allows professionals and job seekers to organize and manage every aspect of a job search. You can get a free account at http://www.JibberJobber.com/?referredBy=2 and keep track of prospective employers, network contacts, jobs you apply to, job boards you post on, job-related expenses, and many other aspects of a job search. Other features include importing/exporting of your data, e-mailed action items and more. Jason can be reached at jason@JibberJobber.com.
job hunting, plastics recruiter, plastics headhunter
Dan Regovich - Plastics Recruiter - Formerly with RSI Recruiter Solutions International
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Avoid A Bout With Long Unemployment
My job search has been thoroughly frustrating. I have sent out dozens and dozens of resumes, applied to a ton of jobs, prospected employers, kept up on the job boards, and everything else that I'm supposed to do. And I've only had three interviews. That is the bad news. The good news is that I now know what I did wrong, and what I will do different next time.
NEXT TIME???
I know there will be a next time. Statistically, people change jobs or careers every 2.8 years, or something like that. Each career professional subscribes to some statistic on job changes, but for some reason this one kind of rings true with me. I know a lot of people that don't make changes that often, but I know others that change with more frequency. The fact is that people change jobs, a lot. Part of your career management has included developing the skills, knowledge and abilities, amassing education, degrees and certifications and other things to beef up your resume. What I've learned the hard way is that no matter how cool my resume is, and how good I am, there is an important aspect to career management that I had been neglecting - preparing for that 2.8 year job transition.
If I got paid to do a job search I would certainly do it differently. I would have a reminder of what my end goal is (define what you are looking for so you can stay focused) and a strategy. One thing that I've come to realize is that this strategy is for every day of my career, not just when I'm unemployed. Here are six parts of my job search strategy for when I already have a job (whether I'm happy there or not):
1. Have a current master resume - this is a resume that has everything on it, and will be used to pull information to create a more targeted resume applicable to a certain company or job posting.
2. Make a conscience effort to maintain relationships - I will continue to strengthen relationships with people that I've met. It doesn't matter if this is someone that I haven't talked with for over 10 years! That guy or gal in the cubicle next to you 10 years ago may be in the corner office today!
3. Consistently expand my personal contacts - I will add new people I meet at conventions and other meetings to my personal network, and foster the relationship with each of these people so that they know who I am and what my skills are. I will also ask people I know for contacts in areas that interest me - for example, "who do you know that works in the banking industry?"
4. Perform company informational interviews - I will contact one company that is outside of the industry that I'm working each month and find a senior manager to do an informational interview. This has many advantages: you will learn more about another industry, you may learn how to solve a problem in a way that you haven't thought about before, you expand your personal network, and that manager learns about you and can judge you as a possible valuable asset to his team. Note this is not an opportunity to ask for a job - it is a no-pressure "tell me about your company, what you do, what your challenges are." Your strengths will come out in the quality of your questions and dialogue - leave it at that for this first meeting.
5. Pursue service opportunities - while time is a valuable commodity, you should pursue opportunities to serve at least once a month. There are some very meaningful programs that require very little time yet have a big impact. My personal favorite was spending time one-on-one with a disadvantaged child at an elementary school, where I was able to show him, through example, how a child/adult relationship could be. There are many other opportunities, and the other volunteers that you meet will be great contacts to add to your network.
6. Develop my personal brand - In your company or industry there are ways to create and strengthen your personal brand. Have you ever authored an article for the trade magazine? Have you ever been asked to speak at a conference? There are ways to get your foot in the door, and it makes sense for you to create yourself as a Guru. I met one guy that started a blog on new technologies that has made money off of his brand that he created for himself. He said that he is the same guy as he was before the blog, but now he is regarded as a guru - and is cashing in on it.
I know that you are busy in your professional life. You have deadlines, priorities, responsibilities and distractions. But I learned the hard way, it is much better to prepare for a job search before you need to, than to find yourself at home on a Monday morning with an outdated resume in hand saying "now what do I do?" Consider each of the 6 points above to be preventative measures. Do any or all of them now and you will be much more prepared for when you really need it.
Copyright: Copyright © 2006-2008 Jason Alba
About the Author:
Jason Alba, professional job seeker, is the creator of JibberJobber.com which is a website that allows professionals and job seekers to organize and manage every aspect of a job search. You can get a free account at http://www.JibberJobber.com/?referredBy=2 and keep track of prospective employers, network contacts, jobs you apply to, job boards you post on, job-related expenses, and many other aspects of a job search. Other features include importing/exporting of your data, e-mailed action items and more. Jason can be reached at jason@JibberJobber.com.
job hunting, plastics recruiter, plastics headhunter
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 20, 2008
Plastics Recruiter
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
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
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
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