This document is a background check report from HireRight for Michael Zymblosky. It summarizes responses from three references for Michael - two former supervisors and one colleague. All three references provided positive feedback about Michael's work skills, dedication, problem-solving abilities, and motivation. They indicated they would rehire or recommend Michael. The background check was completed in under 22 hours and Michael was determined to meet the hiring company's standards based on the reference responses.
Exercícios sobre a 1ª Guerra Mundial, História 9º ano.
Se pretende a resolução desta ficha ou outras fichas personalizadas envie email para espacocrescer2012@gmail.com
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Exercícios sobre a 1ª Guerra Mundial, História 9º ano.
Se pretende a resolução desta ficha ou outras fichas personalizadas envie email para espacocrescer2012@gmail.com
Find the all-new Chrysler 200 in St. Charles at your top rated MO Chrysler dealer. Lou Fusz Chrysler Jeep Dodge has the new Chrysler 200 you're looking for at the best prices and with the best financing you need. Visit us today!
How to Gather Useful, Usable Customer Satisfaction FeedbackNaomi Karten
Do you know what your customers really think? Many organizations have woefully inadequate processes for gathering customer satisfaction feedback – processes that lead to distortion and misinterpretation rather than useful, usable information. In this presentation, I focus on key issues in planning, designing, gathering and using customer satisfaction feedback, and review some of the most blatant feedback-gathering flaws as well as some of the most subtle ones. I also describe the interesting approaches some organizations have used to gather feedback. This presentation includes numerous examples of what to do – and what not to do – to gather meaningful, actionable feedback.
Looking at Candidate Experience in a different way. Through respecting people, recruiting efficiency, recruitment marketing, employment brand, and data. Candidate Experience isn't an obligation... it's an opportunity.
How VPs of Sales Should Measure the Effectiveness of Cold Calling in 2018Sales Hacker
What You'll Learn:
- How to build a scalable, prospect-centric approach to cold calling
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- A ton of tips about cold-calling techniques and methods
Date November 22, 2015ToFromSubject Request for Approval .docxtheodorelove43763
Date November 22, 2015
To:
From:
Subject: Request for Approval of a Project on How to Handle/Avoid Sexual Harassment in the Work Place
Background
In response to the request for a training proposal, I am writing to seek your permission for me to proceed with my project on how to handle/avoid sexual harassment in the workplace. The purpose of this training would be to build on other training that was provided on this topic. The project I am proposing would be sent to Director Major General Jeffery B. Clark, United States Army, Walter Reed National Military Medical Center at Bethesda. The people who would need to take the additional training would be Military personnel and Federal contractors. If granted the opportunity, the training would include five modules which would include Federal and State laws, How to recognize sexual harassment, How to handle and what to do when you are being sexually harassed. How to avoid sexual harassment and finally, how to properly complete paperwork or file a complaint against the person who has sexually harassed you. In order to complete the five modules, at least 30 to 45 minutes would be required once or twice within a week’s time. The cost for this training would be approximately around $500 to $600. If given the opportunity, I would like to host the training in the Clark Auditorium, located in building 10.
In this project, you will find two subject matter experts (SME), which I would be interviewing and gaining some of their opinions about this topic, as well as some experience they may have dealt with when it comes to sexual harassment. The two SME’s which I will be interviewing would be Stephen Gross, Department Supervisor in Patient Administration and Kafilat Odu, Project/Human Resource Manager, LLM Placements Contracting firm. In the event that I am unable to obtain interviews from both SME’s, I will be conducting an observation. This observation will allow me to observe workers in the hospital café to see if I recognize any sexual harassment situations. During the observation, I will be writing down the what, when, why and how someone I observed was sexually harassed. If given this opportunity, this would allow employees to ask questions, they may have about this topic and would allow the employees to gain more knowledge about sexual harassment in the workplace.
1
Running Head: Usability Analysis2
UNDERSTANDING TASK 4: A DRAFT
Please understand that that the draft and reviews involve other people, so we will strictly stay within the published deadlines. You may always submit early, but the draft and two peer reviews must not be late. They will probably earn a PASS and full credit if they are on time. If they are late, they earn a zero. A late draft also means that I will not put you on the review schedule, so the loss will be 15 course points. Assuming that you have written your annotated bibliography and created your document plan, you have a hefty start on your draft already. If the deadline ar.
1. lJ HireRighte
Michael Zymblosky
Professional Reference
Social Security Number:
DOB: 07/09/*'**
Request#:
Turnaround time: 21.1 hours
Package:
Date Request Submitted: 09/03/2015 01:46:31 PM PDT
Request Completion Date: 09/04/2015 10:55:32 AM PDT
Adjudication Status: Meets Company Standards (change)
Adjudication Status Set: 09/04/2015 01 :02:11 PM PDT
Hiring Manager:
1. Reference: Timothy O'Shea
Prepared By:
HireRight, LLC.
3349 Michelson Dr. Suite 150
Irvine, CA 92612
Phone: 866-521-6995
Fax: 877-797-3442
customerservice@hireright.com
3 subrequests
Complete - Oata Returned 1
Phone: XXXXXXXXXXXX
Relationship: Supervisor
1: What was the working relationship you had with this person? Length of time worked with?
1: I was Mike's supervisor for a little over 5 years.
2: How would you describe their interpersonal skills?
2: He was able to efficiently and effectively support the entire workforce.
3: What would you say motivated the individual most?
3: Mike really enjoyed having to research, develop, and implement solutions to business challenges.
4: What would you say are their strongest attributes?
4: His ability to manage multiple tasks and quickly develop new skills to support an evolving workforce.
5: Would you rehire/recommend for rehire?
5: Yes, I would. I trusted Mike, and he never let me down. The only reason for Mike's departure was due to
HLC's recent acquisition by Bright Horizons.
6: Is there anything you would like to add?
6: Mike was Hildebrandt's first IT professional. Due to this, he was primarily responsible for developing many of
the systems, policies, and procedures for HLC's IT departm ent. During Mike's tenure, the company more than
doubled in size and our use of technology exploded exponentially. Throughout it all, Mike was always there to
support the team, and make sure our IT systems/equipment always worked. HLC would not have been
successful without Mike as part of the team.
HireRight Comments: 09/03/2015 03:16:26 PM PDT - Blackwell, Natalie - Note: Checked documents on file
for this request; reference verification/applicant response not on file.
09/03/2015 03:16:44 PM PDT - Natalie Blackwell - Note: Called (570) 675-8757 Ext: 109 to reach the source;
Unable to verify at this time due to phone issues. Call was attempted 3 times. Per HireRight Database, email
sent to toshea@hildebrandtlc.com . Estimated time to receive response from source: unknown.
09/04/2015 10:55:29 AM PDT - Blackwell, Natalie - Note: Received return fax from Timothy O'Shea; verified by
professional reference. {vs}
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2. 2. Reference: Nicholas Pansini Complete - Data Returned 1
Phone:
Relationship: Colleague
1: What was the working relationship you had with this person? Length of time worked with?
1: Mike was my mentor, manager, supervisor, boss, go to guy. He and I worked very closely with one another
within the same office. We have traveled with each other to job sites. He was a trainer, and sought to teach me
many things int he IT field, he is a true master of his craft.
2: How would you describe their interpersonal skills?
2: Very good, he was able to train me and help transition me into the position I hold currently. He taught me a
lot from the first day to the last day he was here. His communication is on point, accurate, and professional.
3: What would you say motivated the individual most?
3: Challenges. Mike loves challenges, anything to get his brain working! He liked the challenge of not knowing
how to do something and completely mastering it by the end of his research.
4: What would you say are their strongest attributes?
4: Dedication, he is and will always be the go to guy. You want something done right, fast, accurate, he will do
whatever it takes to get it done.
5: Would you rehire/recommend for rehire?
5: I would absolutely recommend Mike, he will be a great asset to any company he is involved in. You will not
be disappointed.
6: Is there anything you would like to add?
6: Mike is not only one of the best employees I've had the pleasure to work with, but he is also a great person
in g eneral. Down to earth, understanding, appreciative, respectful, and patient. I hope the best for him in the
future and wish to work with him again!
HireRight Comments: 09/03/2015 03:20:03 PM PDT - Blackwell, Natalie - Note: Checked documents on file
for this request; reference verification/applicant response not on file.
09/03/2015 03:20:30 PM PDT - Natalie Blackwell - Note: Called (570) 675-8860 to reach the source; unable to
leave a message because there was no option. Per HireRight Database, email sent to
npansini@hildebrandtlc.com. Estimated time to receive response from source: unknown.
09/04/2015 09:41 :39 AM PDT - Blackwell, Natalie - Note: Received return fax from Nicholas Pansini; verified by
professional reference. {vs}
3. Reference: Rosemary Englehart Complete - Data Returned 1
Phone:
Relationship: Colleague
1: What was the working relationship you had with this person? Length of time worked with?
1: Mike and I had a peer relationship in that I am the Manager of Accounting and Mike was the head of our IT
Department. Mike and I worked together for 5 years.
2: How would you describe their interpersonal skills?
2: Mike provided levity to the work atmosphere and was helpful to me whenever I requested his assistance.
3: What would you say motivated the individual most?
3: Mike likes a new project or a new challenge.
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3. 4: Alhat would you say are their strongest attributes?
4: Mike's knowledge is his strongest attribute to his position.
5: Would you rehire/recommend for rehire?
5: Yes.
6; ls there anything you would like to add?
6: lnformation not provided.
HireRight Comments: 09/03/2015 03:23:09 PM PDT - Blackwell, Natalie - Note: Checked documents on file
for this request; reference verification/applicant response not on file.
09/03/2015 03:23:37 PM PDT - Natalie Blackwell- Note: Called (570) 675-8757 Ext: 103 to reach the source;
Due to technicaldifficulties the callwould go through. Callwas attempted 3 times. Per HireRight Database,
emailsent to renglehart@hildebrandtlc.com. Estimated time to receive response from source: unknown.
Agl04l2915 09:33:46 AM PDT - Blackwell, Natalie - Note: Received return fax from Rosemary Englehart.
Verified; unable to verify question 6. This information cannot be provided by the source. {vs}
Activity Log
Activity Dateffime Performed By Recipient Result
Report Submitted Sep 03,2015 01:46:31 PM TMG Health, lnc.
Adjudicated Sep 04,2015 01 :A2:11 PM HirerRight Meets Company Standards
I "Complete" indicates thatthis request has been processed to conclusion. Please revbw the report details in thair entirety to
evaluatB any potential discrepancies or reeords related to this request,
All times listed in Pacific - USA timezone
The Activity Log abole may reflect ac{ivity for this screening report. E-mail notifieations, if configured by the company that
requested the report, may have been sent by or through HireRight to an authorizod @mpany-u$er (shown as the "R6cipienf).
Some adjudicetion hbtory entries and related e-mail notifications, if any, indicatB whether an initial detenninatlon was made
regard4g whether the report-satisfied the company's hiring cribria (shown in the "Resulf column), including any preliminary
status Result of "Meets' or "Does Not Meef'company stiandards. Sometimes a compsnys finat ad;udication deieimination inay
change from its initial determination. Questions about the company's hiring decisions should be directed to the company.
LEGAL T{OTES:
The information provided herein ie a consumer report as deffned in the federal Fair Credit Reporting Act t15 USC 1681 et.seq.t
It contains mnfidential information on the individual named. lt is submitted subject to th6 express cbnditions @ntained in yotii
SubscriberAgreement with HireRight, and may be used solely for legally permissible employnent purposes (i.e., as a factbr in
evaluating the named individual for employmant, promotion, reassignment or retention as an employee). Propar use of the
content of this repod and firal verifcation of fte named individual's identity is your sole responsibility.
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