We’re living in a different world. Employers are looking for ways to retain people who are honest, with professional integrity. You need to be the kind of person who doesn’t only “talk the talk,” but you “walk the walk” in your personal life. You respect and are accountable in what matters most… YOU! Why would a company want anything less? If your choices don’t matter to you in your personal life, why would it matter to how you conduct yourself with other people or the company you work for?
We all make mistakes and that’s to be expected. And I believe that it is not always your fault. You could be in the wrong place at the wrong time; made some bad choices by surrounding yourself in the wrong element; maybe not having the strength, courage, or self-esteem to stand up for the person you want to be and what you believe in.
There’s a price to pay. This goes for the good and the bad. But the rewards are so much greater and satisfying when the struggle, hardship, determination gradually evolves and defines the person only you can see inside of you. You gain self-respect and you get to do the “happy dance.”
As I put my resume out in the market seeking promotional opportunities that challenge and teach me, employers are either requesting or conducting various background and information checks. I was contacted by a prospective employer to submit a current credit score. It appears they have had issues with fraud and theft in the past. They are taking proactive, legal, steps to minimize a problem that we, as consumers pay for, and could possibly be the downfall of their business. I get it, and I applaud it.
I didn’t have this kind of request 10 and 20 years ago. Unless you drove a company vehicle as part of your job, it was understandable to ask for a driving record. Companies are looking for ways to not only protect themselves, but their clients as well. A company is the people they employ.
I could see this becoming more commonplace in an employment screening process as one method of candidate selection. Background checks, credit checks, driving records, criminal checks, along with the prior employment verification, as well as, for some, even medical records. We are living in a much more transparent society. When you think about it, it’s a courtesy and safety precaution to the people they take responsibility for working for them on company time.
Which begs the question about rights to privacy. If it’s public record, should it be accessible and part of the criteria in candidate selection? Of course, as long as it is not used in a way that discriminates or even abuses privacy. And how is that determined?
So I did the “happy dance” when I got my credit score back and was more than pleased to share the results. Not bragging because it took a lot of work on my part. Not spending can be really hard when we are bombarded with advertisement in everything saying we “really want it” or “need it.” Actually, I don’t keep credit cards. I get asked all the time, but make every effort to live on what I make.
Even during these financially stressful times, it’s the challenges that define us. What are you doing with your challenges? Are you facing them head on? Are you taking the easy way out? Are you procrastinating and avoiding it? Are you fed up and pissed off enough yet to do what it takes to turn it around? Are you ready to do what it takes to do the “happy dance?”
Even if you aren’t, others will hold you accountable. Your choices could affect your livelihood.
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This same subject was a topic on Good Morning America this morning. Tori Johnson of Women for Hire, said that in these tough economic times it is apparent that people’s credit score will be impacted. She said that you should bring up the subject only when an offer is made. Tori stated to ask what type of checks the potential employer would be running and if a credit check was one to state something to the effect of “As you can see from my resume, I have been unemployed for ___ months. Obviously it has impacted my credit. I hope it is not going to be used against me. You have established that I am a good fit for this position. I really want this position and would like to be part of your team. Again, I hope that it is not going to hurt this offer.”
Tori stated not to go on and on about how difficult it’s been, etc. If you are interested, you can go to the Good Morning America site and watch the short discussion.
Many employers do run credit checks, along with background and drug testing. There are a number of states which are considering passing a law to the effect that employer cannot run credit checks any longer unless it specifically relates to the position you are applying for. Oregon is the most recent state which passed this law just last week.
@Cindi, Thank you Cindi for expanding on this with even more information. It will be interesting to see how candidate selection will evolve over the next ten years. At this point, it has been about internet and technology. I see the screening process, background evaluation, and application package submission becoming more involved as well.
I understand that employers run background checks and credit checks on job applicants and I’m not here to debate the right and wrong of such a practice. I am commenting on this post because it appears on the virtual assistant LinkedIn group. The virtual assistant industry is NOT made up of employers and employees and therefore, credit checks do not apply here. I just want to be sure that any new or aspiring VAs don’t misunderstand.
VAs are professionals/self-employed/independent contractors/business owners. We use things like references, testimonials, and examples of our work to show prospective clients. No VA should be giving credit scores or allowing a client to run a credit check. In the US this may even cross the line of misclassification of employees (see IRS for more info http://www.irs.gov/businesses/small/article/0,,id=99921,00.html).
Would you ask your attorney and accountant for their credit scores? Or a resume? Or to fill out a job application? Of course not. So, if you’re not applying for an actual job as an employee, you don’t want to do these things either!
Thank you for posting this. It isn’t something that I’ve thought much about and I’m sure as people realize that their credit scores can impact their employment options it will be an impetus for many to focus on improving their credit. However, it does concern me that employees are using this as a means of choosing employees. Who is checking this information and how this information is being put to use is a great concern. I believe that the only way a potential employer should be able to request this information is a) when it is pertinent to the position being offered b) when an offer is being made and c) when this information is followed by a discussion with the potential employee. Otherwise, it is easy for the reportings to be misconstrued.
As stated above, there are a number circumstances that can impact one’s credit; Loss of a job due to layoffs or company closing, divorce, death of a spouse or other financial contributor to the household, resolved medical or legal issues.
Unless, or until, there is a system in place that can separate the negative credit reports from unforeseen and understandable circumstances from those due to repeated displays of poor judgment one would hope employers are taking their findings with a grain of salt.