As long as there are more applicants than jobs, HR departments need to turn some people down. If you have two equally qualified candidates, one with a pristine credit history, and one with issues, who would you pick?Well, I guess that would depend on a lot more than credit score. If the job required someone who could "think outside the box" would the 'pristine' credit individual really have an edge? I think I'd lean more toward the one with the more dodgy report.If one person has child support payments that are showing delinquent because they've been unemployed will they really be less likely to show up and do a good job?Of course, if the HR person is really looking for simple ways to winnow down the field of applicants, then eliminating those who are currently unemployed would be a good first cut, then scrapping those with less than stellar credit ought to do quite nicely. But then it would seem that the exercise is about winnowing the field, not about finding the best fit.Poz
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