By now, we probably all know landing a job is challenging and highly competitive. The majority of the strategies people use to receive job interviews only work for a low percentage of people and many others do not know what methods to apply while pursuing their ideal career. 

Aside from being branded and using creative strategies to achieve your professional goals, there are other variables employers consider when recruiting for some positions, depending on the state you reside in.

A recent article published on April 15 discusses a Bill that was passed to ban credit checks for most positions in New York. The article exemplified student, Ramon LeBron, who was an ideal candidate for a position in the field of Information Technology.

This candidate had already begun the hiring process and was at the credit check step when suddenly, he did not hear back from the employer. In this case, LeBron did not have a poor credit history, he just did not have a credit history at all.

Arguments against employers conducting credit checks on “any” employee emphasize the discriminatory act of the law and compare it to discriminating against race or gender. It also focuses on its discrimination “against minority and low income workers,” as it believes that credit checks do not provide evidence or insight on a candidate’s job performance.

Normally, this law excludes employers hiring professionals in the financial, criminal justice, and intelligence industry, for instance.

After the economic crisis overtook the country for several years and the crash of some markets, such as the real estate industry, many people’s credit became affected. Major bills, such as hospital and student loan bills have affected some people’s credit history; not necessarily because the person was purposely negligent, but because the bills were just greater than their income.

As with most cases, there are arguments to both sides of a problem or concept and this is not the exception. For instance, if someone has a delinquent credit history, employers probably believe that if the person was negligent with their own finances, which is a matter of high importance, then they probably made poor decisions that led to such state and they will probably be negligent with someone else’s business operations. Contrary, that person probably had a major bill to pay, which was passed on by a deceased person or by their spouse through joint marriage and after a divorce.

• Do you believe employers should or should not be allowed to perform credit checks on “all” job candidates?

• How do credit checks provide employers with evidence about your future performance in fulfilling a capacity?

• How accurate are reports from the credit bureaus?

• How is the act of employers denying employment based on your credit history an act of discrimination? How does it differ to discriminating against race and gender?

• Do you know if this Bill has been passed in your state?

• How would banning employer credit checks improve or hinder the economy? For instance, LeBron was planning on using the income from his new employer to assist his family financially.

• How would this law affect the integration of former inmates to society? Will they struggle more to receive employment, because of their credit history? If so, then would that affect the probability of them circling back to their old ways and affecting society as a whole?

• Are you an employer? If so, what are your thoughts on this matter?

Thank you all for reading this blog. I would love to know your thoughts on some of these questions.

The article, “City Council Passes Bill to Ban Credit Checks for Most Job Seekers” written by Jeff Mays elaborates more on this subject.

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