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COMMERCIAL INVESTIGATIONS LLC
COMMERCIAL INVESTIGATIONS LLC is licensed by the New York State Department of State.
As a result of the high unemployment rate and poor economic times, more than ever, job applicants are taking great
liberties by embellishing information they disclose, and in some instances, fail to disclose, on an application for
employment. Some job applicants are trying to get a job at any cost. As you know, hiring is an expensive process no
matter what level position you are filling. These days, as we all do more with less, CI would like to reiterate and expand
upon our suggested deterrent strategies while emphasizing the cost savings you may realize.
You can easily eliminate an undesirable applicant from applying for an open position by using some of the following low
cost, time saving deterrent strategies.
Here are a few processes that CI clients have found effective in eliminating undesirable applicants:
• Notify applicants through your job ads that you do background investigations and/or conduct drug testing. As a result,
many prospective applicants with something to hide and/or a drug habit will not apply. Thus, saving your recruiters and
hiring managers from weeding through those resumes and applications.
• Post a notice where application packets are distributed to alert applicants that you conduct background investigations
and/or drug testing. Put the same or similar notice up on your website job page too. You will prevent undesirable
applicants from taking the application packet or applying online. Thus, saving you the printing costs of the hard copy
application packet.
• Have applicants complete the background investigation consent form along with their application prior to conducting
interviews. Those with something to hide will most likely not return these documents or will decline an interview. Thus,
saving you interview time only to find out later that the applicant is undesirable.
• Have applicants complete the background investigation consent form prior to extending job offers, but not at the same
time that they complete applications. Then, you can compare the two documents for discrepancies. For example, check
for differences in disclosures of criminal record information. An applicant may indicate a criminal conviction on one form
but not on the other. If an applicant indicates a criminal conviction on the consent form but has answered “no” to the
same or similar criminal conviction question on the application you have falsification of hiring documents. At this point
there is no need to run the background investigation and incur those costs and the time of the individual responsible for
requesting background investigations.
• Most importantly, conduct proper background investigations. If you are not currently doing background investigations
this is a crucial time to start. If you are already doing background investigations this is a crucial time to review your
policy and make sure your are getting the best value.
CI recommends that all clients implement one or more of the strategies listed above to deter undesirable applicants.
Paring down your applicant pool will save you both time and money. Please share your successful undesirable applicant
deterrent strategies with CI by contacting us at 800-284-0906 or info@commercialinvestigationsllc.com. For assistance in
implementing these strategies, conducting background investigations and reviewing your current background
investigations policy to ensure you’re getting the best value please contact CI at 800-284-0906 or
info@commercialinvestigationsllc.com.
liberties by embellishing information they disclose, and in some instances, fail to disclose, on an application for
employment. Some job applicants are trying to get a job at any cost. As you know, hiring is an expensive process no
matter what level position you are filling. These days, as we all do more with less, CI would like to reiterate and expand
upon our suggested deterrent strategies while emphasizing the cost savings you may realize.
You can easily eliminate an undesirable applicant from applying for an open position by using some of the following low
cost, time saving deterrent strategies.
Here are a few processes that CI clients have found effective in eliminating undesirable applicants:
• Notify applicants through your job ads that you do background investigations and/or conduct drug testing. As a result,
many prospective applicants with something to hide and/or a drug habit will not apply. Thus, saving your recruiters and
hiring managers from weeding through those resumes and applications.
• Post a notice where application packets are distributed to alert applicants that you conduct background investigations
and/or drug testing. Put the same or similar notice up on your website job page too. You will prevent undesirable
applicants from taking the application packet or applying online. Thus, saving you the printing costs of the hard copy
application packet.
• Have applicants complete the background investigation consent form along with their application prior to conducting
interviews. Those with something to hide will most likely not return these documents or will decline an interview. Thus,
saving you interview time only to find out later that the applicant is undesirable.
• Have applicants complete the background investigation consent form prior to extending job offers, but not at the same
time that they complete applications. Then, you can compare the two documents for discrepancies. For example, check
for differences in disclosures of criminal record information. An applicant may indicate a criminal conviction on one form
but not on the other. If an applicant indicates a criminal conviction on the consent form but has answered “no” to the
same or similar criminal conviction question on the application you have falsification of hiring documents. At this point
there is no need to run the background investigation and incur those costs and the time of the individual responsible for
requesting background investigations.
• Most importantly, conduct proper background investigations. If you are not currently doing background investigations
this is a crucial time to start. If you are already doing background investigations this is a crucial time to review your
policy and make sure your are getting the best value.
CI recommends that all clients implement one or more of the strategies listed above to deter undesirable applicants.
Paring down your applicant pool will save you both time and money. Please share your successful undesirable applicant
deterrent strategies with CI by contacting us at 800-284-0906 or info@commercialinvestigationsllc.com. For assistance in
implementing these strategies, conducting background investigations and reviewing your current background
investigations policy to ensure you’re getting the best value please contact CI at 800-284-0906 or
info@commercialinvestigationsllc.com.
News Release
FOR IMMEDIATE RELEASE
FOR IMMEDIATE RELEASE
Contact:
Michelle Pyan, Commercial Investigations LLC President
518-271-7546
michellepyan@commercialinvestigationsllc.com
Michelle Pyan, Commercial Investigations LLC President
518-271-7546
michellepyan@commercialinvestigationsllc.com
| DETERRENT STRATEGIES: COST SAVING MEASURES |
COMMERCIAL INVESTIGATIONS LLC (CI), a full service licensed private investigative agency, offers thorough
and affordable employment BACKGROUND INVESTIGATIONS. CI provides accurate, timely, cost effective and
fully compliant reports supported by high standards of customer service. CI also offers consulting services to
assist organizations with reviewing and auditing their BACKGROUND INVESTIGATIONS processes for compliance,
effectiveness and efficiency. CI provides the PROACTIVE TRUTHTM regarding applicants, thereby reducing
turnover and limiting exposure to civil liability.
and affordable employment BACKGROUND INVESTIGATIONS. CI provides accurate, timely, cost effective and
fully compliant reports supported by high standards of customer service. CI also offers consulting services to
assist organizations with reviewing and auditing their BACKGROUND INVESTIGATIONS processes for compliance,
effectiveness and efficiency. CI provides the PROACTIVE TRUTHTM regarding applicants, thereby reducing
turnover and limiting exposure to civil liability.
DATE: MAY 2009