Does your company or do your clients require you to provide this information from all applicants? How do you feel this affects the still wounded job market?
Louis Bina is the Marketing Manager for CATS Software, Inc.
Bad credit ratings seem to be more the trend for individuals, employers, cities, states, and countries--these days.
It could mean a combination of things all happening at once for some--suggesting not to paint everyone, or every situation, with the same brush.
Hard to believe how much mis – information is out there on this topic. First and foremost, employers are NOT accessing a credit score when using a background firm. That is NOT part of an employment credit report. If an employer is somehow getting a numerical credit score (e.g. 650 etc), , then they are engaged in questionable conduct in my view and are likely mis-using thier merchant accounts in a way that is unauthorized and likely violates their contract with the credit bureau. They also risk EEOC action since a numerical credit scores are only intended for the purpose of making loans or financial decisions. A credit score has no relevance to employment. A background screening firm provides a special type of credit report with no credit score (or date of birth and it does not count against your credit score as an inquiry). Most employers use credit repots sparingly for positions involving access to cash, assets or fiduciary decisions.
Any rate, here is a whitepaper that explains the area in more detail: http://www.napbs.com/files/public/Consumer_Education/Credit_Reports...
HI Tom --I think we are actually on the same page. A credit score would not have revealed that issue. However, a credit report does have a credit history on it, which indicates if a person is underwater financially, which can be imortant. The key point is that a credit report and a credit score are two different terms of art. A credit score is a numerical formula designed to determine if a person will pay back money. A credit report has a great deal of information about a person’s debts, payment history etc. However an employment credit report do not have a numerical score. The bottom-line is that the EEOC is not going to look favorably on the use of credit scores for employment.
@Les - Maybe not exactly the same page but close. I recommend to my clients that they do a full background check. This includes: verification of employment, military service, education, criminal record and credit report. The firm I use uses the three major credit reporting firms and the credit scores are shown. Candidates are asked to sign a release and hold harmless and are informed that the information may have negative employment consequences. I would agree that a "bald" credit score may be misleading and may be viewed unfavorably by EEOC if it is the determining factor in the hiring decision. However; when a credit rating that includes a credit score is only one element of a much larger and more thorough employment validation process, they truly have little to say.
Beyond this, and returning to Louis' questions, No, I do not think it is or should be required of all prospective employees. I believe these should be limited to senior managerial positions or those responsible for monetary transactions as a part of the daily routine. The juice must be worth the squeeze. As to how it effects the wounded job market, I can only opine that its impact will be limited if used appropriately.
In summary, I think that employers need to be cautious consumers and I believe that we as recruiters need to assist them in becoming so. misrepresentation equals termination and the guarantee of my firm is good for a year. I hate replacing people without benefit of a fee.
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