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员工信用检查的组成部分

对求职者的员工信用检查对许多雇主来说可能很有价值,因为他们寻求对潜在员工的进一步了解,因为这与他们在被考虑的职位上的表现有关。

在法律允许的情况下,招聘财务职位的雇主或潜在员工可能负责处理金融资产、指导业务进程或有权访问敏感信息的工作的雇主可能希望要求员工进行信用检查。

雇主可以使用信用历史检查作为保护其公司、员工和客户的一种手段。与所有背景审查一样,员工信用检查应严格遵守公平信用报告法 (FCRA)

此外,还有 10 个州的法律限制使用就业信用检查。这些州包括加利福尼亚、科罗拉多、康涅狄格、夏威夷、伊利诺伊、马里兰、内华达、俄勒冈、佛蒙特和华盛顿。

有关这些州的更多信息,请参阅观火背调 的“各州信用检查指南”

信用检查可以揭示关于一个人及其信用记录的不同类型的信息。

该检查可能包括有关候选人姓名、地址、以前的地址和社会安全号码的详细信息。

为就业目的完成的信用报告被视为“软查询”,不会访问候选人的信用评分。

信用记录检查可能包括以下详细信息:

  • 公共记录:报告中的公共记录数量(破产、税收留置权、民事判决)

  • 收款:未付款且正在收款的账户数量

  • 贸易账户:为个人列出的开立账户数量(贷款、信用卡)

  • 负账户:延迟支付或已冲销的账户数量

  • 满意账户:根据商定条款支付的贸易账户数量

  • 查询:债权人要求对该个人进行信用检查的次数

为什么员工信用检查很重要?
员工信用检查可以让雇主深入了解候选人的财务责任感和稳定性。

例如,信用记录包括破产的候选人可能表明该候选人没有履行过去的财务义务而缺乏责任感。

雇主可以选择进行风险评估,以根据候选人的财务状况确定其潜在的欺诈倾向。

在评估对雇主的风险时,此信息可用作区分具有相似资格的两名候选人。

一些雇主选择进行背景调查,包括员工信用调查,以防止内部欺诈和盗窃。

根据认证欺诈审查员协会 2014 年提交给国家的报告,他们研究中的欺诈损失中位数为 145,000 美元,其中 22% 的案件损失至少 100 万美元。由于欺诈的本质是隐瞒,这个统计数据可能只是冰山一角。

Where legally permissible, employers hiring for a financial position, or a job where the potential employee may be responsible for handling financial assets, directing the course of the business or who have access to sensitive information, may want to request an employee credit check.

Credit history checks can be used by an employer as a means to protect their company, employees, and customers. As is the case with all background screening, employee credit checks should be conducted in strict compliance with the Fair Credit Reporting Act (FCRA).

In addition, there are 10 states with laws that limit the use of employment credit checks. These states include California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont and Washington.

More information regarding these states can be found on HireRight’s State-by-State Guide for Credit Checks.

A credit check can reveal different types of information about a person and their credit history.

This check may include details about a candidate’s name, address, previous addresses, and social security number.

Credit reports that are completed for employment purposes are considered a “soft inquiry” and will not access a candidate’s credit score.

A credit history check may include the following details:

  • Public records: number of public records on the report (bankruptcy, tax liens, civil judgments)

  • Collections: number of accounts that have not been paid and are in collection

  • Trade accounts: number of open accounts listed for the individual (loans, credit cards)

  • Negative accounts: number of accounts that are paid late or have been charged off

  • Satisfactory accounts: number of trade accounts that are paid according to agreed terms

  • Inquiries: number of times creditors have requested a credit checks on that individual

Why are employee credit checks important?
Employee credit checks can provide employers with insight into a candidate’s sense of financial responsibility and stability.

For example, a candidate whose credit history includes a bankruptcy could suggest that the candidate lacks responsibility by not meeting past financial obligations.

An employer may choose to conduct a risk assessment to determine a candidate’s potential proclivity to commit fraud based on their financial status.

This information could be used as a differentiator between two candidates with similar qualifications when assessing risk to the employer.

Some employers choose to conduct background checks which include employee credit checks in order to protect against internal fraud and theft.

According to the Association of Certified Fraud Examiners’ 2014 Report to the Nations, the median fraud loss in their study was $145,000 with 22 percent of the cases losing at least $1 million. Since the nature of fraud is concealment, this statistic could be just the tip of the iceberg.

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