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Bad Credit Should Used to Screen Job Candidates
Employers hire candidates for one reason-to add value to their going concern, which increases the bottom line. In addition to hiring candidates, the employer wants to protect its resources. It is no secret that individuals internal to an organization pose the greatest risk to organizational resources. Based on the aforementioned, candidates must be vetted based on whether he/she has the requisite skills to add value to the organization and the character not to put the organizations resources at risk (e.g., commit theft). The use of credit history is one of several tools used to screen candidates.
Proponents of the use of credit history to screen job candidates will argue that a candidate with bad credit is a security risk, can be bribed for secret or confidential information and might be prone to commit workplace theft. Further, if a candidate cannot manage his/her personal finances, how can he/she manage the finances of others or be trusted with an organization's resources?
The last sentence is flawed reasoning.
First, an employer does not know reason why a candidate has bad credit. The candidate could have been the recipient of circumstances beyond his/her control as opposed to mismanaging his/her finances. For example, a downturn in the economy and resulting layoff can disrupt a person's ability to pay his/her bills, resulting in a damaged credit rating.
Second, criminal history would be a better tool to determine the character of candidates. For example, a candidate with a criminal history has displayed a pattern and will probably continue to commit crimes. Whereas, it is unwarranted to assume that if a candidate has bad credit, he/she will steal resources and divulge confidential information.
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The copyright for this content entitled "Bad Credit Should Used to Screen Job Candidates" has been specified by the contributor as:
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This intel was contributed by scoop
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May, 2012
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