It's important to ensure all your hiring practices are within the bounds of the law. -- Adam Robinson, Hireology CEO
Chicago, Ill (PRWEB) March 06, 2013
A bill pertaining to the legality of pre-employement credit screening has been introduced to the House of Representatives. In reaction to this measure, Hireology has published a blog analyzing the benefits and ill effects of using a candidate's credit history as a gauge for employment success.
The bill, referred to as the Equal Employment for All Act, aims to amend the Fair Credit Reporting Act, or FCRA, by ensuring credit reports are not a factor in the employment decision for any applicant. Proponents of the bill argue credit reports can deter employers from hiring an applicant based on information that is easily misconstrued. Opponents explain the use of credit checks in pre-employement testing is a safety measure for positions dealing with company finances.
"The arguments on both sides of this bill are valid. On one hand you want to ensure your company's success. But at the same time, you don't want to discriminate based on a misinterpretation of a credit check," said Hireology CEO, Adam Robinson. "It will be interesting to see the ultimate decision, but until then, it's important to ensure all your hiring practices are within the bounds of the law."
The post, which can be viewed on Hireology's "Better Hiring Today" blog, examines the benefits and downfalls of conducting pre-employment credit checks.
Hireology’s award-winning Selection Management System helps companies organize their hiring process and leverage data to make better hiring decisions. Franchise systems, banks and financial institutions, healthcare systems, dealer networks, and other multi-site operators use Hireology’s web-based Selection Manager™ to deliver consistent and repeatable hiring decisions in the field - leading to better hiring decisions, lower turnover, and increased profitability per location. For more information, please visit http://www.Hireology.com.