DATE: May 2009 - Deterrent Strategies: Cost Saving Measures
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 expandupon 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 lowcost, 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 email@example.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 firstname.lastname@example.org.