Assess Financial Responsibility for Sensitive Roles
Employment
Credit Checks
Employment credit checks provide insight into an individual’s credit history were permitted by law.
Run Credit Checks
Assess Financial Responsibility for Sensitive Roles
Employment credit checks provide insight into an individual’s credit history were permitted by law.
Run Credit Checks
WHY IT'S BETTER
Credit history can be relevant for certain regulated or trust sensitive positions. A compliant process helps ensure credit is used lawfully and consistently.
Credit checks are performed only where legally permitted and supported by required disclosures and authorization. Scope is limited to job related use cases.
Results are delivered in a consistent report format suitable for HR and compliance review. Standardized reporting reduces inconsistent interpretation.
Credit history may surface patterns relevant to financial responsibility for specific role types. Review is limited to defined role requirements and documented criteria.
Credit information is reviewed only when directly connected to job duties and risk exposure. Use is documented to support fair and consistent hiring practices.
A Compliant Credit Screening Workflow
Collect consent and receive employment credit insight where permitted.
Collect Candidate Consent
Written consent is collected as required by law.
Run Credit Check
Credit bureaus are queried where legally permitted.
Review Credit Results
Results are reviewed against role requirements.
Receive Credit Report
A standardized report supports HR review.
Responsible Credit Screening with Compliance for Good™
Credit screening is performed responsibly within regulatory limits. Documentation supports lawful use and consistent review.
Trust & Compliance
Consent driven workflows and secure handling support lawful credit screening.
An employment credit check reviews credit history through a consumer reporting source where permitted by law. Credit is used only for roles where it is job related and supported by required disclosures and authorization. Reports present standardized credit indicators for compliant review and documentation.
Yes, written consent and required disclosures are collected before a credit check is ordered. Authorization is linked to job related purpose and retained for compliance documentation. Workflows support lawful ordering, delivery, and review of credit information.
Yes, credit checks follow applicable employment, FCRA, and privacy requirements where the check is permitted. Workflows enforce disclosures, authorization, and role based use controls prior to ordering. Documentation supports audits and adverse action workflows when required.
Results are delivered in standardized reports through the screening workflow. Reports include documentation of authorization, ordering steps, and delivery timing for compliance tracking. Delivery supports HR and compliance review using consistent formats.
Yes, credit reports follow a consistent structure designed for HR and compliance review. Standardized presentation reduces variability in interpretation across reviewers. Documentation supports consistent application of role based criteria.
Yes, records are retained according to retention requirements. This supports audits.
Yes, credit checks can support adverse action workflows when credit information is used for employment decisions. Documentation and standardized reporting help teams follow required notices and timelines where applicable. Records support lawful handling, retention, and dispute response.
Yes, credit checks integrate with ATS and screening platforms. Integration supports centralized oversight.
Start employment credit checks to support informed decisions for sensitive roles. Receive compliant reports with standardized documentation.
Start Credit Check