| MR. DUE DILIGENCE |
| DUE DILIGENCE: COMMERCIAL INVESTIGATIONS EMPLOYEE? |
DATE: JANUARY 2010
After the Holiday Season dust had settled, Due Diligence was searching online job boards for
interesting positions he could apply for regardless of his qualifications. At the same time
Commercial Investigations (CI) found itself going through the hiring process to fill two new
positions. As one of its avenues for attracting applicants, CI posted online ads with a local job
board. After less than two weeks of being posted, CI received over 180 resumes from
interested applicants.
Along with those over 180 other applicants Due sent his resume to CI. Of the two available
positions, Administrative and Sales Associate or Call Center and Data Entry Associate, Due
applied for the Administrative and Sales Associate Position.
As part of the initial screening of the applicants CI put qualified applicants through its
assessment process. CI’s assessment process is powered by Chequed (www.chequed.com)
and in CI’s case includes both behavioral assessment and reference assessment components.
Those applicants that completed both of the assessment components satisfactorily were then
asked to complete a Background Investigations Consent Form. At this point in CI’s hiring
process those applicants who timely completed and returned the Background Investigations
Consent Form were ranked for potential interviews. But first, the top five applicants for each
position had a Credit Report and a Motor Vehicle inquiry run on them.
It was at that point in the hiring process that Due Diligence and other applicant’s with similar
adverse backgrounds were eliminated from further consideration. As we know from following
Due closely for the past three plus years and knowing him for almost six years, unlike the
majority of job seekers out there in this tough economic time, Due has multiple criminal
convictions, is a registered sex offender, has a revoked drivers license, has failed a drug test,
is a Specially Designated National on the Anti-Terrorists Lists, and he has horrible credit.
Because of CI’s tiered Background Investigation, CI only ran the Credit Report and Motor
vehicle inquiry to obtain considerable adverse information from which CI was able to rule Due
out as a potential employee. The tiered Background Investigation process was developed by
CI about five years ago and it allows CI client’s to control costs while obtaining the best
background information available. (Learn more about controlling your Background
Investigations costs through the implementation of CI’s tiered Background Investigations by
contacting CI at 800-284-0906 or info@commercialinvestigationsllc.com.)
Another job hunt spoiled by a Background Investigation provided by Commercial
Investigations! Due will have to continue his job hunt. As for the other applicants, at this point
in CI’s hiring process, the top five candidates for each position were invited to interview. The
top applicant for each position was then asked to take a drug test. Once the results of that tier
of the Background Investigation process were favorable, the next and final tier of CI’s
background Investigation Process was completed.
Some of the components of CI’s final tier of the Background Investigations process includes, at
a minimum, a thorough criminal record check which entails a multijurisdictional criminal inquiry,
NY statewide criminal record inquiry, applicable county criminal record inquiries, and federal
criminal inquiry on each name the applicant used and each jurisdiction lived in for the past 10
years; fingerprint criminal record inquiry; education, employment and reference verifications;
and a Cyber Investigation.
Now that CI has its hiring needs fulfilled and Due has not obtained a position that he is not
qualified for, Due’s job hunt goes on. So, where does someone with that background look for
a job? Do you think Due would have the wherewithal to apply at your organization? Don’t put
it past him, he did apply at Commercial Investigations, a licensed private investigative agency.
We’ve heard through the grapevine that Due is contemplating the healthcare industry again.
TO BE CONTINUED . . .
DUE DILIGENCE: MEDICAL STAFF SERVICES
interesting positions he could apply for regardless of his qualifications. At the same time
Commercial Investigations (CI) found itself going through the hiring process to fill two new
positions. As one of its avenues for attracting applicants, CI posted online ads with a local job
board. After less than two weeks of being posted, CI received over 180 resumes from
interested applicants.
Along with those over 180 other applicants Due sent his resume to CI. Of the two available
positions, Administrative and Sales Associate or Call Center and Data Entry Associate, Due
applied for the Administrative and Sales Associate Position.
As part of the initial screening of the applicants CI put qualified applicants through its
assessment process. CI’s assessment process is powered by Chequed (www.chequed.com)
and in CI’s case includes both behavioral assessment and reference assessment components.
Those applicants that completed both of the assessment components satisfactorily were then
asked to complete a Background Investigations Consent Form. At this point in CI’s hiring
process those applicants who timely completed and returned the Background Investigations
Consent Form were ranked for potential interviews. But first, the top five applicants for each
position had a Credit Report and a Motor Vehicle inquiry run on them.
It was at that point in the hiring process that Due Diligence and other applicant’s with similar
adverse backgrounds were eliminated from further consideration. As we know from following
Due closely for the past three plus years and knowing him for almost six years, unlike the
majority of job seekers out there in this tough economic time, Due has multiple criminal
convictions, is a registered sex offender, has a revoked drivers license, has failed a drug test,
is a Specially Designated National on the Anti-Terrorists Lists, and he has horrible credit.
Because of CI’s tiered Background Investigation, CI only ran the Credit Report and Motor
vehicle inquiry to obtain considerable adverse information from which CI was able to rule Due
out as a potential employee. The tiered Background Investigation process was developed by
CI about five years ago and it allows CI client’s to control costs while obtaining the best
background information available. (Learn more about controlling your Background
Investigations costs through the implementation of CI’s tiered Background Investigations by
contacting CI at 800-284-0906 or info@commercialinvestigationsllc.com.)
Another job hunt spoiled by a Background Investigation provided by Commercial
Investigations! Due will have to continue his job hunt. As for the other applicants, at this point
in CI’s hiring process, the top five candidates for each position were invited to interview. The
top applicant for each position was then asked to take a drug test. Once the results of that tier
of the Background Investigation process were favorable, the next and final tier of CI’s
background Investigation Process was completed.
Some of the components of CI’s final tier of the Background Investigations process includes, at
a minimum, a thorough criminal record check which entails a multijurisdictional criminal inquiry,
NY statewide criminal record inquiry, applicable county criminal record inquiries, and federal
criminal inquiry on each name the applicant used and each jurisdiction lived in for the past 10
years; fingerprint criminal record inquiry; education, employment and reference verifications;
and a Cyber Investigation.
Now that CI has its hiring needs fulfilled and Due has not obtained a position that he is not
qualified for, Due’s job hunt goes on. So, where does someone with that background look for
a job? Do you think Due would have the wherewithal to apply at your organization? Don’t put
it past him, he did apply at Commercial Investigations, a licensed private investigative agency.
We’ve heard through the grapevine that Due is contemplating the healthcare industry again.
TO BE CONTINUED . . .
DUE DILIGENCE: MEDICAL STAFF SERVICES
| MAKE CI YOUR FIRST CHOICE FOR A SECOND IMPRESSION TM |
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