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。
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.