Pulling a Candidate's Credit Report
Typically, credit checks are not a routine part of the applicant review process for all job types. This is borne out by a 2010 Society for Human Resource Management report that found only 13% of organizations conduct credit checks on all job candidates.
If you’re filling a financial position, like a bookkeeper, or an executive-level job with financial responsibilities or access to confidential employee information, a credit check may be appropriate, but only after you’ve made the decision to hire. It’s generally not a good tool for screening applicants because it doesn’t reveal much about a candidate’s qualifications or experience.
Following the Fair Credit Reporting Act (FCRA)
If you decide to pull an applicant’s credit report, you must follow legal rules set out by the FCRA, which requires you to:
- Get the applicant's written consent; your request for consent must be in a separate document that does not include other information related to the job
- Give the applicant a notice (along with a copy of the report you reviewed and information on how to challenge the report’s data) if you plan to reject the applicant on the basis of the report, and
- Provide the applicant with an official adverse action notice if you do not hire due to the contents of the report.
What to Look for in the Credit File
Unlike a lender, you aren’t looking for FICO or other credit scores. You’re more interested in credit and financial history going back five to seven years, including trends in employment, insurance, and legal activities. A late payment here and there is not as concerning as a foreclosure, or legal actions, or multiple bankruptcies that might indicate a pattern of making poor financial decisions. Unusually large outstanding debts that could be hard to pay off based on the salary you are offering may also be a red flag.