Filtration Recruiter

Filtration Recruiter - Fake Resumes

2011-09-19T08:24:00.001-04:00

Forward Thinking Drives the Filtration Industry

2011-02-07T14:22:00.000-05:00

Innovation and technology are the lifelines this year for the filtration industry, according to a recent conversation with Knowlton Technologies Director of Technology and New Business Development, Jamie Lee. Knowlton Technologies is a world leading manufacturer of engineered Specialty and Technical Media, Performance Nonwovens and Filled Composites constructed from metal, glass, polymer, ceramic and natural fibers.

“For most of our peers or competitors, the year will be challenging. Anyone in the direct OE automotive line of filtration market for on-the-road has no business growth to look forward to, in my mind, for several years,” Lee said, while noting that the OE automotive supply chain is down 60 to 70 percent while other industries may be down 30 to 50 percent. He believes this is because cars aren’t selling and there is a tremendous backlog of filtration parts for the on-the-road industry.

The survival of the filtration industry rests with companies possessing the ability to produce higher value, longer life products, he said, because these companies can chew- out market shares with innovation and technology.

Additionally, off-road filtration systems such as those used in construction will rebound more quickly than on-road products in part with the help from the government’s stimulus and recovery plans to improve infrastructures. But even in this field, the catch phrases will be higher value, longer life products, he said. Products which eliminate the need for frequent changes will sell. Discounting a product by 5-15% percent or so will not get sellers to their long-term goals.

“Some people will go out and buy the cheapest filters but that’s not a deal if you ruin an $8,000 engine. The future lies not with companies offering the lowest price for their filters but rather with companies making the best filters.”

Lee said filtration manufacturers would do well to explore making filters for water purification systems, the medical market, earth sciences and energy. He believes these markets provide the best opportunity for future growth.

“Micro fiber filters used in the medical separation field are manufactured from the same high quality fibers as those used to make scotch,” he said.

He points to bio fuel as another example, saying the development of bio fuels will require the use of many new filters, other than those used in common petroleum -based fuel production.

About the Authors
Lisa Sprowls of the Filtration Group of RSI has successfully placed a wide range of positions in the Filtration, Water and Wastewater industries. She has developed a clientele ranging from successful, small, privately held companies to the corporate giants of the industry throughout North America. To learn more about their recruiting services visit them at www.rsipeople.com/filtration

Copyright © Lisa Sprowls 2009

Filtration Recruiter

2011-02-04T09:30:00.000-05:00

As a Filtration Recruiter focusing in many areas of Filtration/Water and Wastewater industries, please feel free to contact me if you are open to a career change or if you are looking to fill a position within your organization.

Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com

Filtration Recruiter

The Art of Hiring and Interviewing

2011-01-26T15:35:00.001-05:00

Lisa is pleased to bring INDA's members a series of articles in their "Career Corner" which will focus on recruiting new employees, interviewing, resume writing and background.

http://www.inda.org/class/newsletter_art_of_hiring.html

Lisa Sprowls – Vice President – The Filtration Group of Recruiter Solutions International – 8850 Tyler Blvd, Mentor, Ohio 44060 – 800-992-3875 ext. 313 – lisa@rsipeople.com – www.rsipeople.com
The Filtration Group headed by Lisa Sprowls specializes in search and placement of Senior-level executives, (i.e. Presidents, Vice Presidents), General, Plant and Production Management, Supervisory positions, Technical & Engineering positions as well as Sales and Sales Management positions, within Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Environmental, Storm Water, Dewatering Equipment, Woven, and Non Woven industries. Our ability to place targeted, pre-qualified candidates into your organization starts with our search process, extensive knowledge of the industry, member associations, recruitment and pre-employment experience.

Filtration Recruiter - Statewide Criminal Searches

2010-12-02T08:10:00.002-05:00

Filtration Recruiter - Why Do You Need My Date of Birth?

2010-11-11T08:14:00.001-05:00

Filtration Recruiter - Your Candidate has a Criminal Record, Now What?

2010-10-19T08:33:00.001-04:00

The Secrets to Job Hunting Success

2010-04-15T15:00:00.001-04:00

The Secrets to Job Hunting Success

Sunday, February 21, 2010
By Tracey Read

Bob Gandee estimates that half the resumes he sees in his Mentor recruitment operation are poorly done.

"There is no excuse for that," said Gandee, president of Recruiting Solutions International.

Gandee is also president of Mentor-based BackTrack employment background check company, which was named one of the nation's fastest-growing companies by Inc. magazine.

Gandee spoke recently with The News-Herald about what techniques offer the best chances of landing a job in today's challenging market.

The News-Herald: What types of mistakes do you see job seekers make most often?
Gandee: I think most people have little experience in interviewing and writing resumes. I think many job seekers are laboring with a lot of misconceptions about how to interview and market themselves.

For example, on resumes we'll see misspellings, typos and extraneous information, like, 'I love to play golf.'

That's the kiss of death. I've heard sales managers say, 'Well, are they gonna be out on the golf course during the day or out pounding the pavement?'

Or they might indicate some allegiance to one political party or the other. If you're a Democrat interviewing with a conservative Republican, you've already got a strike against you. Or many times, they'll put a career goal on their resume and their career goal might be in conflict with the job they're interviewing for.

Everything starts with going back and putting together an effective resume.

People should look at a resume like a car manufacturer looks at their brochures — it's an advertising piece that is going to be the document in many cases that will determine whether or not you're even interviewed. Have people you respect critique your resume.

N-H: After the resume is fixed, what next?
Gandee: We encourage people to explore all avenues for job listings. On the Internet, post your resume on monster and careerbuilder. People should certainly be on LinkedIn. That has gotten to be a tremendous networking site that employers and recruiters utilize.

Also, take note of what skills you have to offer and put together a list of companies that might be interested in your skills. And then put together a mini-marketing program about how you might sell your services to those companies. For example, e-mail your resume to the person who would most likely be the person who would hire you. Then follow up with a phone call a few days later.

Contact recruitment companies and send your resume to them. Recruiters try to find people that have the skills that companies are looking for. Oftentimes, we'll find the person's resume on the Internet or recruit someone who isn't actively looking for work.

The people who are aggressively promoting themselves by posting their resumes on various job boards and marketing themselves directly to companies are more likely to find some openings that aren't being advertised.

N-H: Besides careless errors and too much personal information, what are some other examples of things you should never do on a resume?
Gandee: Don't lie. A lot of people are eliminated unnecessarily because they took liberties on their resumes. Employers don't look kindly on this. Probably 60 to 70 percent of employers now contract with screening companies like ours to do background checks before you're even offered the job. The No. 1 thing people lie about are their education credentials. The second biggest thing are exaggerations of their previous employment — their responsibilities and achievements.

N-H: Are there old job hunting techniques that just don't hold up in today's market?
Gandee: I've been in the industry for 35 years, and the same dynamics that worked 35 years ago still work today. It's just the technology that's different. People hire who they like. So when you're interviewing, you need to be likable.

N-H: What one simple thing should job seekers do right now?
Gandee: Go out and get this book (by Martin Yate) titled, "Knock 'em Dead." It was on the New York Times Bestseller lists a number of years ago. It's probably the best book I've ever seen regarding how to write a resume, how to interview and how to market yourself. We have been known to send the book out to some of our candidates, but it got to be kind of expensive.

Top 10 interview bloopers
-Poor handshake. The "dead fish" gives the impression of disinterest or - weakness.
-Talking too much. The impression: The candidate is covering something up or is outright lying.
-Talking negatively about current or past employers/managers: Even if your last boss was Attila the Hun, never state your ill feelings about him or her.
-Showing up late or too early. Always arrive on time, but never more than 10 minutes early.
-Treating the receptionist rudely: Don't mistake low rank for low input.
-Asking about benefits, vacation time or salary: What if a car salesman asked to see your credit report before allowing you to test drive the cars?
-Not preparing for the interview.
-Verbal tics: "Ummm," "like," "you know."
-Not enough/too much eye contact.
-Failure to match communication styles: Mirror the way the interviewer treats you.

Source: quintcareers.com.
URL: http://www.news-herald.com/articles/2010/02/21/life/nh1979351.prt
© 2010 news-herald.com, a Journal Register Property

Filtration Group of RSI

2009-08-13T09:13:00.002-04:00

Lisa Sprowls is an Executive Recruiter specializing in serving the needs of the Filtration Industry. She works on a national basis on both contingency and retained searches. Positions range from General, Plant and Production Management, all areas of Manufacturing, Sales, Quality, Engineering, Human Resources, Financial and Technical, to the most Senior-Level Management positions in a company. RSI’s affiliation with BackTrack Inc. allows us to conduct full background checks on finalist candidates as a value-added service to our clients.

Lisa’s clients are primarily manufacturers, distributors and municipalities which range from the largest domestic and international companies, to small successful privately held organizations. Some areas include but are not limited to: Water, Oil, Gas, Air, Industrial, Cartridge, Chemical, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Fibers, Filtration Supplies, Wastewater, Storm Water Environmental, Dewatering Equipment, Woven, and Nonwovens.

Lisa, along with her team, appreciates the opportunity to introduce themselves to you and would look forward to working with you in the future. Please feel free to contact us at any time.
Lisa Sprowls
The Filtration Group of RSI
Phone – 800-992-3875 x313
E-mail lisa@rsipeople.com
Visit us at www.rsipeople.com/filtration

 Has achieved pacesetter status
 Member of The Water Environment Federation
 Corporate Sponsor of American Filtration & Separations Society
 Member of National Air Filtration Association
 Member of INDA
 Contributing Editor of Water and Wastewater.com Blog
 Member of The Fluid Power Society
 OAESP Member (Ohio Association of Executive Search Professionals)

Filtration Group of RSI, Filtration Group of Recruiter Solutions International, Lisa Sprowls, Filtration Recruiter

WHY RECRUITERS ARE WORTH WHAT THEY CHARGE

2009-07-15T09:29:00.001-04:00

WHY RECRUITERS ARE WORTH WHAT THEY CHARGE

"When I need a heart by-pass, rest assured that I won't select my surgeon on the basis of what they charge." That's what an ailing executive recently opined when he was informed by his doctor about his arterial blockage problems.

Why then can corporate executives be so tightfisted when dealing with what is so commonly thought of as the "heartbeat" of their companies . . . top talent?

Companies think very little about paying the often exorbitant fees charged by their outside accounting and legal firms . . . or even to the gaggle of consultants who promise cost-cutting and streamlining miracles in other areas of operations.

Yet, when faced with brain drains, talent deficiencies or the need to replace an employee with a better one, their thoughts too often turn to parsimony. This Wal-mart mentality belies and contradicts their stated objectives to "hire the best," especially at pecking order levels below the "big picture" executive suite inhabitants.

Of course recruiting fees can vary from firm to firm but, when they do, you will almost always find that those on the low side are sure to exclude some very key portions of the process, all of which are vital to providing the indispensable services necessary to satisfy the needs of the employer.

So why are recruiters worth what they charge? Just a few of the often unspoken reasons are:

Expertise - Nobody knows the employment marketplace better than a professional recruiter . . . nobody! In-house human resources, no matter how effective, view the marketplace through an imperfect or misrepresentative prism and tunnel vision is their occupational hazard.

Just as physicians are cautioned against treating members of their own families, so too is it folly for an in-house H/R professional to believe that they have an undistorted and unbiased picture of the employment landscape. They are vulnerable to the pressures of internal politics and cultural dimensions which do not hinder the outsider.

Street-smart recruiters already know the neighbor-hood, including the unlisted addresses so often overlooked by the HR insiders.

Cast a wider net - A professional fisherman will always have more to show than a weekend angler. Recruiters are in the marketplace day in and day out. They know the un-fished coves, reefs and inlets that are unknown to others. The job-hunter bookshelves are filled with lore about the "hidden job market." The same holds true for professional recruiters who have a detailed roadmap to the hidden talent sources which will never be accessed by newspaper ads, alumni associations, applicant databases, the Internet or any of the other more familiar sources of people.

There are occasional pearls through these sources (and someone inevitably wins the Publisher's Clearinghouse Sweepstakes too) but you have to shuck an awful lot of smelly oysters to find them. Recruiters only give you oysters proven to contain pearls. Your only job is to determine which pearl is the best.

Want to catch what you're fishing for? Hire a guide!

Cost - There is a misconception among employers that the cost of a hire equals the cost of the ads run to attract the person hired. Nothing could be further from reality.

Try adding these to the true costs and you'll see just how cost effective an outside recruiter can be:
Salaries and benefits of the employment/recruiting staffs plus those of the line managers involved in the hiring activity (who are not productive in their normal job pursuits when they're out recruiting); travel, lodging and entertainment expenses of in-house recruiters; source development costs; overhead expenses including (but not limited to) telephone, office space, postage, PR literature, applicant database maintenance, Internet access, reference checking, clerical costs to correspond with the hundreds of unqualified respondents, etc.

Unbiased third party input - Contrary to what some believe, recruiters don't try to put square employees into round jobs. A recruiter's stock-in-trade is their integrity and their reputation for finding someone better than a company could have found for themselves.

For a mid-level to senior executive, the average recruiter may develop a "long list" of a hundred or more possibilities. Each must be called and evaluated against the position specifications as well as the personality "fit" with the company and the people with whom they will ultimately work. Once this is winnowed down to the "short list," an even more intensive interviewing process begins to narrow the search to a panel of finalists for review by the client.

This process is not, as some believe, simply romping through the file cabinets, job boards or putting the job opening out to others on the recruiter's network with crossed fingers that someone good will show up.

It is highly unlikely that a professional recruiter will be plowing brand new ground with your opening. They deal within spheres of influence far more familiar with your needs than any internal recruiter and, more often than not, view the finalists as people who are competent to solve client problems rather than just fill an open slot in the organizational chart.

Because they want to do business with you again and again, they are looking for (and challenging you to excellence by hiring) the "truly exceptional" rather than the "just satisfactory" so often settled for by in-house hirers.

Confidentiality - Advertising or otherwise publicly pro-claiming an opening, aside from its cost and demonstrated ineffectiveness for sensitive senior level openings, often creates anxiety and apprehension among the advertiser's current employees who wonder why they aren't being considered or worry about newcomer transition problems. Just as often it alerts competitors to a current weakness or void within the company.

Speed - The recruiting process is always faster through a search professional who is continually tapped into the talent marketplace than one having to start the process from scratch. For every day that a key opening remains unfilled, a company's other employees must grudgingly do double duty. And this doesn't factor in the profit opportunities or competitive advantages lost to a company because a position remains unfilled or done on a part-time basis by others less qualified.

Post-Hire Downtime - Not only is speed an essential part of the professional recruiter's process, the ability to locate a person who can immediately "hit the ground running" with a minimum of "ramp-up time" saves time after the hire. All too often, a hire selected through less effective sources, offering a smaller talent pool, requires several months of expensive training and orientation.

Reality - Professional recruiters often recognize and have a duty to inform clients that they may be mistaken as to the type of person sought, the salary required to attract them or the possibilities that the solution might just lie in areas outside the traditional target industries . . . something an internal recruiter is politically disinclined to do. Too many hirers fail to understand that a professional recruiter's pr i-mary function is not necessarily to fill a slot but to provide the right candidate to solve a problem.

Negotiation - Master negotiator Herb Cohen says that "negotiation is the analysis of information, time and power to affect behavior . . . the meeting of needs (yours and others) to make things happen the way you want them to." As a buffer and informed intermediary, the professional recruiter is better able to blend the needs and wants of both parties to arrive at a mutually beneficial arrangement with-out the polarizing roadblocks which too frequently materialize in face-to-face dealings.

Prioritizing company resources - It is often amazing to see how much of a company's revenues are squandered on non-productive perks for existing high-level employees while they penny-pinch on what is every company's life-blood . . . talent acquisition.

Club memberships and the like may be fine, but no one with an IQ higher than Forrest Gump's believes that these expenditures contribute to a company's profit margin. But one well-placed employee can be the cause of a company's profits skyrocketing. And the fee for having hired these people pales in insignificance when compared to the contributions they make to the bottom line.

The next time you think a recruiter's fees are too high, put them in the proper perspective before asking for that bargain Blue Light special or spinning your wheels thrash-in about trying to fill vital openings with less effective (but not necessarily less expensive) do-it-yourself methods. Savvy executives learned long ago that the fee paid to a recruiter is a shrewd strategic investment, not an extraneous expense.

Written by Paul Hawkinson, Publisher of The Fordyce Letter (www.fordyceletter.com)

Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com

General Manager position

2009-04-15T16:06:00.001-04:00

Our client is a publicly traded manufacturer focusing in industrial air filtration. They have several operations both domestically and internationally. The division we are working with is a $20 million dollar division of a $200 million dollar organization. They deal in metals/ minerals processing, power generation and industrial markets. They manufacture air filtration products.

They have retained our services to help them fill a General Manager position. This position will be responsible for the direction and oversight of all staff including sales, manufacturing, finance and human resources. They are in need of someone to develop and execute their business strategy/ plans and achieve financial targets, which include growth, profitability and cash flow. This position will have full P&L responsibility, will need to meet annual sales objectives, maintain sales and develop and maintain the organization/staff as needed to achieve growth and profitability. This position will be required to be located in Illinois and relocation will be provided. The facility is in the western suburbs of the Chicago area.

What we are looking for is someone that has experience in the filtration industry, who has had experience in running both a sales and manufacturing organization with P&L responsibility. They are looking for someone with a good business background and a sound leader in working within a sales group. Someone who can come in, access the organization and the people particularly on the sales side and work closely with executive management to better grow in the industry. This is not a turnaround situation, they have good sound employees and processes. They are in a situation where they are stagnant and are in need of someone to come in and with their experience access the situation. There is tremendous growth potential not just for the organization but for this individual as well.

With regards,

Lisa K. Sprowls, VP

Recruiter Solutions International

8850 Tyler Blvd.

Mentor, OH 44060

800-992-3875 Ext. 313

www.rsipeople.com

lisa@rsipeople.com

Always available to help with your recruiting needs!

The information contained in this electronic mail transmission is intended by Recruiter Solutions International for the use of the named individual or entity to which it is directed and may contain information that is confidential or privileged. If you have received this electronic mail transmission in error, please delete it from your system without copying or forwarding it, and notify the sender of the error by reply email or call 800.992.3875 x313 so that the sender's address records can be corrected.

Competition for Open Jobs

2009-04-09T16:17:00.002-04:00

Competition for Open Jobs

The latest statistics from the United States Bureau of Labor shows that unemployment rose from 7.2% to 7.6% in the first months of 2009. Anyone who reads the paper or watches the news knows that the news is grim for job seekers. Job losses are large and widespread across nearly all major industry sectors, and every day brings news that someone else is laying off part of their workforce.

Companies who are thinking of hiring to fill vacant positions are probably going to be receiving more applications and resumes from job candidates than ever before. How can you be sure that the candidate you decide to hire is the right one for your company? If you have 100 people apply for one vacant position, your human resource department is going to have their work cut out for them!

In these trying times, many candidates will be tempted to “fluff” their resumes in order to get a job. Resume falsification is on the rise and expected to increase as the country continues to slog through economic doldrums. Now more than ever, the need for employment screening is clear. The average company will spend between $7,000 and $15,000 in the first year to hire and train someone for the position after they hire the job candidate. That is a lot of money, particularly if you have to do it more than once for a position. If the first candidate you hire doesn’t work out, or if he does not have the qualifications you thought he had, you have to go through the process again.

You can help to eliminate some of the guesswork out of this by doing background checks on candidates. You don’t have to do it on all 100 applications that come in for that one position, but after you narrow it down to a small pool of potential candidates that appear to meet the experience or education level you need, doing a background check on those candidates can save you time, money and hassle.

Depending on the services you are looking at for your background check, the average cost costs can vary – more if you want an extensive check, less if you want a general check. A good background check run through BackTrack costs under $100, significantly less than the cost of a negligent hiring lawsuit and the potential loss of your company’s good name and reputation. Between interviewing, background checking and possibly assessment testing, you are being as proactive as you can be to ensure that the FIRST person you bring on board with your company will be a good fit.

Companies need to be very diligent when they hire. While the current state of the economy is worrisome, if you are hiring someone to come work for your company you are in a “buyers market” at this point with your choice of talent. Do your research and make sure you are getting your money’s worth.

Lisa Sprowls
The Filtration Group of RSI
www.rsipeople.com/filtration

Filtration recruiter

The Filtration Group of RSI - Parent Company BackTrack In the News

2009-03-13T10:16:00.002-04:00

Mentor company says bad economy usually leads to dishonest applicants

As found in The News-Herald, Recruiter Solutions International's parent company Backtrack Inc., conducts pre-employment screening services for organizations in any industry.

"BackTrack co-owner Bob Gandee estimates that 40 percent of resumes carry some sort of lie in normal times. But now that unemployment has soared and job fairs attract thousands, the stakes are too high for some applicants not to stray from the truth. For that reason, Backtrack has billed now as the time to take preventive measures."

To read the full article
http://www.news-herald.com/articles/2009/03/13/news/nh607186.txt

Filtration Group RSI Recruiter Solutions International

Filtration Recruiter - Many environmental markets will grow despite the recession

2009-02-20T08:24:00.003-05:00

Filtration Recruiter - Chemists Devise New Material For Efficient Hydrogen Purification

2009-02-18T08:26:00.001-05:00

Filtration Recruiter - Diploma Mill in Washington State

2009-02-17T08:22:00.002-05:00

Filtration Recruiter - New York Bill For Employee Identification Protection

2009-02-16T08:34:00.001-05:00

Filtration Recruiter - Competition for Available Jobs

2009-02-13T08:31:00.002-05:00

Filtration Recruiter - The Disappearing Client

2009-02-12T08:17:00.001-05:00

Filtration Recruiter - International Applicant's and International Degrees

2009-02-11T08:17:00.002-05:00

Filtration Recruiter - Words of Advise for Job Seekers

2009-01-30T08:25:00.001-05:00

Filtration Recruiter - Passwords and Security

2009-01-29T08:20:00.002-05:00

Filtration Recruiter - Another Reason to do Background Checks

2009-01-28T08:18:00.002-05:00

Filtration Recruiter - Online Free Database Searches

2009-01-26T08:27:00.003-05:00

Filtration Recruiter - Civil Searches - What's the Point?

2009-01-23T08:26:00.003-05:00

Filtration Recruiter - Background Checks and Company Security

2009-01-22T08:16:00.002-05:00

Filtration Recruiter - Do I Need To Worry About Being FCRA Complaint?

2009-01-21T08:37:00.001-05:00

Filtration Recruiter - BackTrack Partners with myStaffingPro Applicant Tracking System

2009-01-20T08:27:00.002-05:00

Filtration Recruiter - Background Checks and the Temporary Employee

2009-01-16T08:21:00.001-05:00

Filtration Recruiter - I-9 Compliance and What It Means

2009-01-15T08:19:00.001-05:00

Filtration Recruiter - What's In A Name?

2009-01-14T08:34:00.002-05:00

Filtration Recruiter - What is Adverse Action in Pre-employment Screening?

2009-01-13T09:00:00.001-05:00

Filtration Recruiter - Juvenile Criminal Records

2009-01-09T08:38:00.002-05:00

Filtration Recruiter - Can I Trust My Background Screening Company?

2009-01-08T08:40:00.000-05:00

Filtration Recruiter - Criminal Records Checks on Current Employees

2009-01-07T08:25:00.002-05:00

Filtration Recruiter - What Criminal Searches should I run? - County Searches

2009-01-06T08:25:00.001-05:00

Filtration Recruiter - What Criminal Search should I run? - Federal District Searches

2009-01-05T08:33:00.002-05:00

Filtration Recruiter - What Criminal Search should I run? - Database Searches

2009-01-02T08:22:00.001-05:00

Filtration Recruiter - International Searches

2008-12-31T08:28:00.002-05:00

Filtration Recruiter - Exit Interviews

2008-12-30T08:14:00.001-05:00

Filtration Recruiter - Diploma Mills or Degree Mills

2008-12-29T08:20:00.002-05:00

Filtration Recruiter - Why Should I Hire a Company to do Background Checks

2008-12-24T08:04:00.001-05:00

Filtration Recruiter - Can I Afford BackGround Screening?

2008-12-23T08:14:00.001-05:00

Filtration Recruiter - How Much Information is Too Much (Or, Secrets of the Big Brother Database)

2008-12-22T08:24:00.001-05:00

Filtration Recruiter - Background Checks and the Volunteer

2008-12-19T08:30:00.002-05:00

Filtration Recruiter - Do You Google Your Applicants?

2008-12-18T08:17:00.000-05:00

Filtration Recruiter - New York State Legal Update

2008-12-17T08:18:00.001-05:00

Filtration Recruiter - Infinity Screening

2008-12-16T08:16:00.000-05:00

Filtration Recruiter - Employee Theft

2008-12-15T08:19:00.002-05:00

Filtration Recruiter - How Did You Do That?

2008-12-12T08:24:00.001-05:00

Filtration Recruiter - Fake Degrees in the News

2008-12-10T08:08:00.001-05:00

Filtration Recruiter - Assessment Testing for Employees

2008-12-05T08:19:00.001-05:00

Filtration Recruiter - Are Background Checks Legal?

2008-12-04T08:12:00.002-05:00

Filtration Recruiter - Workplace Violence

2008-12-03T08:17:00.001-05:00

Filtration Recruiter - State: P.S.: Your M.A. or Ph.D. may be B.S.

2008-12-02T08:14:00.002-05:00

Filtration Recruiter - Criminal Records Facts

2008-12-01T08:26:00.000-05:00

Filtration Recruiter - Fake Resumes

2008-11-28T08:13:00.002-05:00

Filtration Recruiter - How Much Experience Does Your Job Candidate Really Have?

2008-11-26T08:22:00.001-05:00

Filtration Recruiter - Fake Resume - Part 2

2008-11-25T08:07:00.002-05:00

Filtration Recruiter - Resume Padding

2008-11-24T08:51:00.001-05:00

Filtration Recruiter - To Contact Current or Not?

2008-11-21T08:10:00.002-05:00

Filtration Recruiter - Do you do background checks?

2008-11-20T08:24:00.001-05:00

Filtration Recruiter - Background Screens During Difficult Economic Times

2008-11-18T08:10:00.002-05:00

Filtration Recruiter - Nevada Law Update

2008-11-17T08:35:00.001-05:00

Filtration Recruiter - Competition for Available Jobs

2008-11-14T08:12:00.001-05:00

Filtration Recruiter - The Disappearing Client

2008-11-13T08:12:00.001-05:00

Filtration Recruiter - International Applicant's and International Degrees

2008-11-12T08:16:00.002-05:00

Filtration Recruiter - Email Etiquette

2008-11-11T08:13:00.001-05:00

Filtration Recruiter - Internet Crimes

2008-11-10T08:13:00.002-05:00

Filtration Recruiter - Massachusetts Law Updates

2008-11-07T08:25:00.001-05:00

My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.

With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.

Massachusetts Law Updates
Effective January 1, 2009, all businesses with personal data on Massachusetts residents will need written information security programs, including policies, contracts and training and will need to meet computer system requirements. Any company in the state of Massachusetts or any company that collects personal data, including background screening reports, on citizens of Massachusetts must establish and meet minimum privacy and security standards. The standards apply to both paper and electronic records.

The standards need to contain a minimum of the following:
1. Designating one or more employees to maintain the comprehensive information security program;
2. Identifying and assessing reasonably foreseeable internal and external risks to the security, confidentiality, and/or integrity of any electronic, paper or other records containing personal information, and evaluating and improving, where necessary, the effectiveness of the current safeguards for limiting such risks, including but not limited to: (i) ongoing employee (including temporary and contract employee) training; (ii) employee compliance with policies and procedures; and (iii) means for detecting and preventing security system failures.
3. Developing security policies for employees that take into account whether and how employees should be allowed to keep, access and transport records containing personal information outside of business premises.
4. Imposing disciplinary measures for violations of the comprehensive information security program rules.
5. Preventing terminated employees from accessing records containing personal information by immediately terminating their physical and electronic access to such records, including deactivating their passwords and user names.
6. Taking reasonable steps to verify that third-party service providers with access to personal information have the capacity to protect such personal information, including (i) selecting and retaining service providers that are capable of maintaining safeguards for personal information; and (ii) contractually requiring service providers to maintain such safeguards. Prior to permitting third-party service providers access to personal information, the person permitting such access shall obtain from the third-party service provider a written certification that such service provider has a written, comprehensive information security program that is in compliance with the provisions of these regulations.
7. Limiting the amount of personal information collected to that reasonably necessary to accomplish the legitimate purpose for which it is collected; limiting the time such information is retained to that reasonably necessary to accomplish such purpose; and limiting access to those persons who are reasonably required to know such information in order to accomplish such purpose or to comply with state or federal record retention requirements.
8. Identifying paper, electronic and other records, computing systems, and storage media, including laptops and portable devices used to store personal information, to determine which records contain personal information, except where the comprehensive information security program provides for the handling of all records as if they all contained personal information.
9. Reasonable restrictions upon physical access to records containing personal information, including a written procedure that sets forth the manner in which physical access to such records is restricted; and storage of such records and data in locked facilities, storage areas or containers.
10. Regular monitoring to ensure that the comprehensive information security program is operating in a manner reasonably calculated to prevent unauthorized access to or unauthorized use of personal information; and upgrading information safeguards as necessary to limit risks.
11. Reviewing the scope of the security measures at least annually or whenever there is a material change in business practices that may reasonably implicate the security or integrity of records containing personal information.
12. Documenting responsive actions taken in connection with any incident involving a breach of security, and mandatory post-incident review of events and actions taken, if any, to make changes in business practices relating to protection of personal information.

There are also minimum standards for computer systems that store or transmit personal information on Massachusetts residents and include the following:
1. Secure user authentication protocols including:
• control of user IDs and other identifiers;
• a reasonably secure method of assigning and selecting passwords, or use of unique identifier technologies, such as biometrics or token devices;
control of data security passwords to ensure that such passwords are kept in a location and/or format that does not compromise the security of the data they protect;
• restricting access to active users and active user accounts only; and
blocking access to user identification after multiple unsuccessful attempts to gain access or the limitation placed on access for the particular system;
2. Secure access control measures that:
• restrict access to records and files containing personal information to those who need such information to perform their job duties; and
• assign unique identifications plus passwords, which are not vendor supplied default passwords, to each person with computer access, that are reasonably designed to maintain the integrity of the security of the access controls;
3. To the extent technically feasible, encryption of all transmitted records and files containing personal information that will travel across public networks, and encryption of all data to be transmitted wirelessly.
4. Reasonable monitoring of systems, for unauthorized use of or access to personal information;
5. Encryption of all personal information stored on laptops or other portable devices;
6. For files containing personal information on a system that is connected to the Internet, there must be reasonably up-to-date firewall protection and operating system security patches, reasonably designed to maintain the integrity of the personal information.
7. Reasonably up-to-date versions of system security agent software which must include malware protection and reasonably up-to-date patches and virus definitions, or a version of such software that can still be supported with up-to-date patches and virus definitions, and is set to receive the most current security updates on a regular basis.
8. Education and training of employees on the proper use of the computer security system and the importance of personal information security.

BackTrack does perform background checks on citizens of Massachusetts and does have a security and privacy policy that meets and/or exceeds the Commonwealth Statute. For a direct link to the statute – 201 CMR 17.00: Standards for the Protection of Personal Information of Residents of the Commonwealth, click here, or for more information contact BackTrack at 800-991-9694.

Link to Statute – 201 CMR 17.00:
http://www.mass.gov/?pageID=ocaterminal&L=3&L0=Home&L1=Consumer&L2=Identity+Theft&sid=Eoca&b=terminalcontent&f=idtheft_201cmr17&csid=Eoca

Filtration Recruiter - Massachusetts Law Updates

Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com

Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa

Filtration Recruiter - Workplace Violence

2008-11-06T08:14:00.002-05:00

Filtration Recruiter - State: P.S.: Your M.A. or Ph.D. may be B.S.

2008-11-05T08:53:00.001-05:00

Filtration Recruiter - Criminal Records Facts

2008-11-03T08:18:00.002-05:00

Filtration Recruiter - How Much Experience Does Your Job Candidate Really Have?

2008-10-30T08:17:00.000-04:00

Filtration, Water Treatment, Waste Water Industry Recruiter

2008-10-29T08:30:00.001-04:00

Filtration, Water Treatment, Waste Water Industry Recruiter

2008-10-27T08:25:00.001-04:00

Filtration, Water Treatment, Waste Water Industry Recruiter

2008-10-24T08:21:00.001-04:00

Filtration, Water Treatment, Waste Water Industry Recruiter

2008-10-23T08:23:00.001-04:00

Filtration, Water Treatment, Waste Water Industry Recruiter

2008-10-22T08:29:00.000-04:00

Filtration Recruiter - Resume Tips #2

2008-10-21T10:26:00.000-04:00

Filtration Recruiter Industry News

2008-10-20T09:30:00.000-04:00

As a Filtration Recruiter focusing in different areas of the industry, it's always great to see the type of growth expected.

According to the EnvironmentalExpert.Com website and siting sources from The McIlvaine Company, growth in several areas of the industry are expected.
www.environmental-expert.com

Sales of Liquid Macrofiltration Filters and Media to reach $5.5 Billion by 2011.

Sales of the large dewatering and process filter equipment and media will continue to prosper and grow by $2 billion to more than $5.5 billion in 2011. This is the latest prediction by the McIlvaine Company in its online continually updated Liquid Filtration and Media World Markets.

Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
www.rsipeople.com

Filtration Recruiter Industry News

Filtration Recruiter - Industry News Update

2008-10-17T11:30:00.000-04:00

As a Filtration Recruiter focusing in different areas of the industry, it's always great to see the type of growth expected.

According to the EnvironmentalExpert.Com website and siting sources from The McIlvaine Company, growth in several areas of the industry are expected.
www.environmental-expert.com

Cartridge Market to Grow from $15 Billion this year to $21 Billion in 2012.

Led by the carbon segment, the market for cartridges which purify liquids will climb to $21 billion in 2012 up from $15 billion in 2007. These are the latest forecasts in the McIlbaine Cartridge Filters: World Markets, a continually updated report with over 20,000 pages of analysis and forecast.

Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
www.rsipeople.com

Filtration Industry News

Filtration Industry News

2008-10-16T16:42:00.000-04:00

As a Filtration Recruiter focusing in different areas of the industry, it's always great to see the type of growth expected.

According to the EnvironmentalExpert.Com website and siting sources from The McIlvaine Company, growth in several areas of the industry are expected.

$484 Billion Water/Wastewater/Filtration World Market by 2010
www.environmental-expert.com

The market for water and wastewater treatment and flow control under a broad definition will grow to $484 billion worldwide in 2010. This is the current forecast appearing in Water, Wastewater and Filtration: World Markets published by the McIlvaine Company.

Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
www.rsipeople.com

Filtration Industry News

Filtration Recruiter - News - Clarcor completes PECO merger

2008-10-15T09:04:00.000-04:00

Mineral Wells Index.com website published on December 10, 2007 at 10:14 am the following article http://www.mineralwellsindex.com/local/local_story_344101409.html

Clarcor Inc. announced last week it has completed its acquisition of Mineral Wells-based Perry Equipment Corporation.

PECO is a privately owned manufacturer of engineered filtration products and technologies used in a wide array of industries, including oil and natural gas, refining, power generation, petrochemical, food and beverage, electronics, polymers and pulp and paper.

PECO also has operations in Mexico, Canada, U.K., Italy, Romania, Malaysia and China. PECO will be merged with Clarcor’s facet operations, with its headquarters based in Mineral Wells.

Its results will be included as part of Clarcor’s Industrial/Environmental Filtration segment. The purchase price is approximately $163 million and is expected to be accretive to Clarcor’s 2008 earnings.

Clarcor is based in Franklin, Tenn., and is a diversified marketer and manufacturer of mobile, industrial and environmental filtration products and consumer and industrial packaging products sold in domestic and international markets.

Common shares of the company are traded on the New York Stock Exchange under the symbol CLC. Further information on Clarcor is available on the company’s Web site at www.clarcor.com.

More information on PECO and its products is available on at www.perryequipment.com.

Filtration Recruiter News

NAFA - National Air Filtration Association

2008-10-13T13:40:00.000-04:00

The National Air Filtration Association (NAFA) is comprised of individuals and companies engaged in the sale, service and manufacture of the air filtration products. The association has five classifications of membership. To learn more visit at www.nafahq.org/

Nafa

Filtration Recruiter Introduction

2008-06-30T14:40:00.000-04:00

Hello and welcome -

I am an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors in the Filtration/Water & Wastewater/Separations/Environmental Industries. I specialize in search and placement of sales, engineering, management and upper level management positions in the Filtration/Water & Wastewater/ Separations and Environmental Industries. I am a member of the American Filtration & Separations Society and The National Air Filtration Association.

Together with my team, we work on search assignment’s that include Senior-level executives, (i.e. President, Vice President, Chief Financial Officer), General, Plant and Production management/supervisory positions, technical and engineering positions as well as Sales and Sales Management positions. Our ability to place targeted, pre-qualified candidates into your organization starts with our extensive knowledge of the industry, member associations and recruitment and pre-employment experience. The Filtration Group knows what is crucial and critical and with a widespread network of people and companies deeply entrenched in the industry, we can supply a short-list of pre-qualified candidates faster and more efficiently than any other recruiting firm in the industry. We strive to understand the unique characteristics and culture of our client companies. This enables us to form sound judgments about candidate/client relationships and to offer solid guidance in their staffing decisions. We operate our business with integrity and we settle only for the best.

Recruiter Solution International’s vision is to become partners with our clients, to help their business grow. We emphasize Trust, Communication, and Confidentiality in our dealings with both clients and candidates. Aggressive, results-orientated companies in the Filtration Industry rely on Recruiter Solutions International to locate the person who is a highly accomplished, motivated professional who can make an immediate impact on their company's bottom line. Someone who can help your company deal with current problems, or help you take advantage of opportunities in a new market. From the start of any search project, we work closely with our client company to gain a clear understanding of the values, company culture and business goals. We are dedicated to helping our clients make the best possible hiring decisions-whether it is one key manager or an entire department.

Through our parent company, BackTrack, Inc., we are able to offer a comprehensive background screening service of all potential new hires. This process includes various background verifications and reference checks, such as employment, education, criminal search, motor vehicle report, and social security trace, which will greatly enhance your ability to protect your company's assets and reputation.

Industry Areas handled include but are not limited to:
Successfully working with manufacturers and distributors.

Some areas include: Water Filtration, Oil, Air, and Gas Filtration, Filter Media, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Industrial Filtration, Filtration Equipment, Filtration Supplies, Wastewater, Environmental, Storm water, Dewatering Equipment, Wovens, and Nonwovens

Employment Positions handled include but are not limited to:
President/CEO Executive - Vice President (encompasses all departments) - Sales - Marketing - Field Service Technicians – Product Manager - Manufacturing and Production Applications – Technical Service and Support Specialists- Operations –Engineering – Design – Plant Manager – Production Manager – Operations Manager

Contact Information:
Lisa Sprowls
Recruiter Solutions International
email: lisa@rsipeople.com
phone: : 1-800-992-3875 x 313

Filtration Recruiter Introduction

Visit us on the web

2008-06-29T10:07:00.000-04:00

Take a moment to visit our website at www.rsipeople.com

Visit us on the web

Filtration Recruiter - Resume Tip #1

2008-06-28T16:23:00.000-04:00

Resume Tip #1

With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc.,www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.

Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.

As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration of dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.

Let’s begin with education, one of the most commonly misrepresented areas of a resume.

With the advent of the Internet, there has been an explosion in the number of unaccredited or diploma mills schools. With the proliferation of sites on the internet promising “degrees for life experience”, “degrees without setting foot inside of a classroom,” “earn the degree you deserve in six weeks,” and others, it has become easier for people to simply buy a college degree without having the skills or qualifications necessary.

Emails containing these promises arrive daily in your in box. As these “schools” become more prevalent, you may be tempted to sign up, pay the money and receive such a degree as to make your resume appear more creditable. Be leery of these types of schools. In order for a background screening company to verify your degree, it must come from an accredited school not what is called a “diploma mill”.

For more details regarding diploma mills, click here: http://www.ed.gov/admins/finaid/accred/index.html or http://www.ope.ed.gov/accreditation.

You may also choose to provide on your resume that you did receive a degree, when in fact you are actually just a few credits short or may still owe funds to the school. When a background check is conducted, the company will contact the school and provide to the employer that you do not have a degree. You may think this is minor, but to an employer, this becomes a red flag as to the type of person you are.

Check back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.

Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com

www.rsipeople.com

Filtration Recruiter Resume Tip #1

Filtration Recruiter - Parent Company Named To Fast Track 50

2008-06-27T16:21:00.000-04:00

As a Filtration Recruiter, Water Recruiter, Wastewater Recruiter with Recruiter Solutions International, I am proud to say that our parent company BackTrack, www.backtracker.com has been named to Fast Track 50!

The Fast Track 50 is a ranking of the fastest growing companies in Lake and Geauga Counties, in the State of Ohio.

BackTrack is proud to have ranked on this list. Our success is due to the dedication of our valued staff and their ability to make quality and service #1 with our clients.

Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com

FastTrack 50

Filtration Recruiter - Resume Tips

2008-06-26T09:09:00.000-04:00

Filtration Recruiter
Resume Tip #1

With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc.,www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.

Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.

As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration of dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.

Let’s begin with education, one of the most commonly misrepresented areas of a resume.

With the advent of the Internet, there has been an explosion in the number of unaccredited or diploma mills schools. With the proliferation of sites on the internet promising “degrees for life experience”, “degrees without setting foot inside of a classroom,” “earn the degree you deserve in six weeks,” and others, it has become easier for people to simply buy a college degree without having the skills or qualifications necessary.

Emails containing these promises arrive daily in your in box. As these “schools” become more prevalent, you may be tempted to sign up, pay the money and receive such a degree as to make your resume appear more creditable. Be leery of these types of schools. In order for a background screening company to verify your degree, it must come from an accredited school not what is called a “diploma mill”.

For more details regarding diploma mills, click here: http://www.ed.gov/admins/finaid/accred/index.html or http://www.ope.ed.gov/accreditation.

You may also choose to provide on your resume that you did receive a degree, when in fact you are actually just a few credits short or may still owe funds to the school. When a background check is conducted, the company will contact the school and provide to the employer that you do not have a degree. You may think this is minor, but to an employer, this becomes a red flag as to the type of person you are.

Check back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.

Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration

Resume Tips

Filtration Recruiter - AFS Conference a success!

2008-06-03T14:45:00.002-04:00

As a filtration recruiter and corporate sponsor of the American Filtration & Separations Society I had an opportunity to exhibit at their conference in May, 2008. I had an opportunity to meet current clients and introduce myself to whom I believe will be future clients. It was a pleasure to have this opportunity and to learn more of the filtration industry. I am always open to discussing how our executive search services can further enhance our clients organizations. Should you have a need please feel free to contact me.

Lisa Sprowls
Filtration Recruiter
Water Recruiter
Wastewater Recruiter
Water Treatment Recruiter
Environmental Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com

www.rsipeople.com/filtration

Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration and Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment

Filtration Recruiter - Diploma Mill Advice

2008-05-07T09:33:00.000-04:00

As a Filtration Recruiter, serving the search and recruitment needs in both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries, I would like to share with you an article provided by our parent company BackTrack, Inc., who specializes in background checks.

Diploma Mills
With the advent of the internet, there has been an explosion in the number of unaccredited or diploma mills schools. With the proliferation of sites on the internet promising “degrees for life experience”, “degrees without setting foot inside of a classroom,” “earn the degree you deserve in six weeks,” and others, it has become easier for people to simply buy a college degree without having the skills or qualifications necessary. How can you be sure that your applicant has attended an accredited school? BackTrack has created a database of schools used by our investigations staff which identifies those schools that are considered suspect. We are committed to helping our clients determine if the degrees their applicants are claiming are indeed accredited by nationally recognized agencies. When an applicant claims a degree from a school that is suspect, our staff will let you know so that you can be more informed in your hiring decision.

What are some clues that a school is a diploma mill?
· Is the degree awarded mainly for life experience with minimal or no class work? Legitimate schools may award a few credits for prior experience, but the bulk of the degree is earned through class work.
· Is there a flat fee for a degree? Legitimate schools offer prices based on credits taken, not a flat fee.
· Are exams taken only online? Legitimate schools may allow class work to be done online, but exams are given in proctored settings.
· Does the school claim accreditation in a suspect organization or make claims to justify why they are not accredited by a traditional organization? Legitimate schools make a brief mention by whom accredits them, but they do not spend time explaining the accreditation source.
For more information on diploma mills or to check if a school is traditionally accredited, go to
www.ope.ed.gov/accreditation<

BackTrack conducts background checks for candidates being considered by our clients. Feel free to visit them at
www.backtracker.com

Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
lisa@rsipeople.com
www.rsipeople.com