Frequently Asked Questions

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  1. 1. What is PReP Intl's business focus?
    PReP Intl is about sourcing, staffing, recruiting, on-boarding, and providing the career development and talent management of Prequalified Ready Employees for Power. PReP Intl exists to Prepare Tomorrow's Energy Professionals for the Energy Technology Revolution.
  2. 2. What does PReP mean?
    The name PReP is derived from the root word "prepared", meaning:
    1. 1. To make beforehand for some purpose, use, or activity. PREP Intl candidates are prequalified:
      • background checks have been completed
      • necessary certifications are up to date
      • previous employment is verified
      • custom assessments are used to create a "best fit" for both candidates and employers
    2. 2. To work out the details and to put together or prepare a plan. PReP Intl consults with both employers and candidates to:
      • assure the best match - develop cost-effective plans to hire and retain employees
      • design clear career development paths
      • help link training and on-boarding of college/university talent
    PReP Intl helps prepare companies and candidates worldwide for the Energy Technology Revolution.
  3. 3. What are PReP Intl's competitive advantages?
    • All candidates are prescreened for qualifications, interests, aptitude and capabilities to perform roles at an effective level.
    • We handle domestic and international placements of technical and professional energy related staffing
    • Our partnerships with staffing specialists provide us a rich resume database that allows for quick, creative matching of candidates with positions
    • Our in-house technical experts with an average of over 20 years of experience in the energy industry can talk your language
    • Our candidates/personnel are employees of or consultants to our company; we create partnership relationships and even contractors are PReP'ed
    • PREP Intl provides all payroll, taxes, insurances, and benefits, including paid holidays, vacation and 401(k) participation - where appropriate.
    • All of our employees sign Confidentiality Agreements to protect our client's interests
    • We provide technical assistance to our employees through PREP Intl in-house professionals
    • We provide career management services specifically tailored to the energy industry
    • We provide training/testing (NERC Certification)
    • We provide personality profiling and conduct and validate reseach around effective selection criteria
    • We perform alcohol/drug testing and criminal background checks as requested/reqired by our clients
  4. 4. Why use a Professional Staffing and Recruiting Company?
    There are limits to training. It is increasingly difficult to find the people with the right qualifications, skills and flexibility to work in your organization. The way in which top notch organizations staff and fill the funnel with candidates is changing quickly. That is why more energy companies use specific staffing and recruiting help. PReP Intl has resources and expertise to find the right people, when you need them. In anticipation of rapid changes in the energy industry, we are prepared to help you maintain compliance, react to and succeed in a changing environment, in short, we will help you build the staff you need to keep the lights on! Our staffing and recruiting services save you time by handling the entire recruiting, screening, placement and staffing management process. You will not have to sift through stacks of resumes, check competency or backgrounds, do drug screens or assess a candidate's profile for working in your particular environment. PReP Intl saves you money with our comprehensive approach and workforce management solutions. We streamline the selection process and reduce costs. USE PReP Intl when:
    • You just do not have the right candidates for key roles
    • You do not have resources to build, maintain or continuously improve effective sourcing, training and on-boarding
    • You need competent talent now
    • When you know someone is planning to be promoted or rehired in next 6-18 months and want competent certified talent who fits your culture and is generally prepared to stay longer than a year.
  5. 5. What kind of placements does PReP Intl offer?
    Temporary Staffing - We place a PREP Intl employee with your company to work on a contract or temporary staffing basis paid by PReP Intl Interim: Temp-to-hire - We place a PREP Intl employee with your company to work on a contract or temp-to-hire basis. When the contract ends, you have the option to hire that employee. Permanent Placement - We help you find candidates for direct hire or a permanent position with your company. We also place interns and/or co-op students with your team and help you develop them into long term investments and resources
  6. 6. How does PReP Intl find the people we place?
    We are networking specialists. We have connections. Because we specialize in the energy industry, we have extensive contacts and connections with people who work in key areas. We reach out and participate in industry events, national and local professional associations, virtual communities and traditional job fairs and staffing and recruiting events. We have an extensive data base that has a large inventory of people who have historically demonstrated their ability and willingness to help us match talent with openings. We know what employers and talented professionals are looking for. PReP Intl can more quickly develop a slate of final candidates and turn around staffing requests to meet your needs. Because many of our associates have been in the industry for over 20 years and many of our relationships with universities and students are relatively new we have a wide range of talent pools to draw from in drafting a slate of Prequalifed Ready Employees for Power. We get invaluable referrals from many sources.
  7. 7. Do you assess and test job candidates before you place them?
    Our staffing, profiling and recruiting team is constantly recruiting and pre-screening individuals by conducting interviews, reference checks, conducting specialized profiling and energy testing in advance. PReP Intl has created our own testing program and features a wide array of assessment tools and techniques to ensure the perfect fit for your position.
  8. 8. Will PReP Intl allow client companies to post openings?
    PReP Intl will utilize the latest technology in place to assist client companies post their openings, search for and find the best possible candidates.
  9. 9. Will recruiters be able to partner with or work with PReP Intl?
    PReP Intl VPs (Value-added Partners) will be licensed for specific geographic territories for a specific period of time. There will be specific training, covenants and expected levels of performance required to become and stay a PReP Intl VP.
  10. 10. What is required to become a PReP Intl VP?
    Only top recruiters with be selected after consideration of energy contact experience, recruiting experience and ethical and professional credentials are evaluated.
  11. 11. What does the O in PReP Intl Mean and where does it come from?
    The O sign is the Theta sign. Theta is the eighth letter of the Greek alphabet, derived from the Phoenician letter Teth. In the system of Greek numerals it has a value of 9. According to Porphyry of Tyros, the Egyptians used an X within a circle as a symbol of the soul; having a value of nine, it was used as a symbol for Ennead. Johannes Lydus says that the Egyptians used a similar symbol for Kosmos in the form of theta, with a fiery circle representing the world, and a snake spanning the middle representing Agathos Daimon (literally: good spirit). Ron Cobb created an Ecology Symbol, which was later adopted as the Earth Day symbol. It was published on November 7, 1969, in the Los Angeles Free Press and then it was placed in the public domain. The symbol was a combination of the letters "E" and "O" taken from the words "Environment" and "Organism", respectively. The theta symbol has been used throughout history as a warning. Look magazine incorporated the symbol into a flag in their April 21, 1970 issue. According to Senator Nelson, the moniker "Earth Day" was "an obvious and logical name" suggested by "a number of people" in the fall of 1969, including, he writes, both "a friend of mine who had been in the field of public relations" and "a New York advertising executive," Julian Koenig. Koenig was on Nelson's organizing committee in 1969. April 22 1969 became the first "Earth Day" and rhymed with "birthday," Other names circulated like "National Environment Teach-In", but press coverage of the event was "practically unanimous" in its use of "Earth Day," so the name stuck. On November 30, 1969, in a long, front-page New York Times article, Gladwin Hill wrote: "Rising concern about the "environmental crisis" is sweeping the nation's campuses with an intensity that may be on its way to eclipsing student discontent over the war in Vietnam... a national day of observance of environmental problems, analogous to the mass demonstrations on Vietnam, is being planned for next spring, when a nationwide environmental 'teach-in'...coordinated from the office of Senator Gaylord Nelson is planned....
  12. 12. What is the "Hands Off Agreement and Policy" in place at PReP Intl?
    The "Hands-off Agreement and Policy" in place at PReP Intl prohibits soliciting from all SOS Intl and PReP Intl Clients: NO active associates, students or staff from organizations where SOS Intl has current or has had prior training, reliability or consulting engagements; and NO active associates, employees with clients where PReP Intl has a business relationship placing talent, sourcing candidates, scholarships or coop & intern programs will be solicited as candidates for placement with or by PReP Intl. Only if management at the client organization is aware of, requests and/or approves that PReP Intl may provide assistance to an active associate or employee will PReP Intl consider them for placement as a job candidate. The goal of SOS Intl and PReP Intl are to help our clients solve problems - we certainly will not create them. There are no shortcuts to integrity. For example: XYZ Company is a historic SOS Intl client. XYZ purchases training from SOS Intl and XYZ students have attended SOS Intl classroom programs in the past. An operator from XYZ Company submits a resume online at the PReP Intl website, and follows up with a call to PReP Intl for help finding employment or an engagement that would involve relocating from Vermont to Phoenix, AZ to be closer to family and to relocate an aging parent on medical advice. PReP Intl will not represent the operator and will advise him/her of that fact. While PReP Intl acts as a talent agent in representing talent, only employers pay placement and consulting fees. Almost all clients are employers. In this case, the employee from XYZ Company advised PReP Intl that due to pending reductions in force and long standing good relationships at the company, that XYZ management was indeed aware of the operator's intention and need to move. XYZ management confirmed that it did not have any issue with PReP Intl assisting the former SOS Intl student in exploring relocation. PReP Intl helped a new client in AZ source and recruit a strong candidate for a great role and an existing client avoid a layoff. Had the student not wished to advise XYZ management of his intent to leave and chose not to communicate that intention at all, or if management did not confirm agreement, PReP Intl would have intentionally NOT represented the XYZ employer to prospective employers. PReP Intl encourages good candid career management discussions between talent and their management at all energy organizations. This disclosure is meant to help both prospective candidates and employers understand the role of PReP Intl in helping staff key openings.