A client recently told me that her credit score is poor, and she knows that she will be asked in the job search process to give a company the right to check her credit. She asked if she should raise the matter with Human Resources proactively.
Honesty is important, and at the same time it’s not her duty to volunteer damaging information without being asked. Revealing more than has been asked may draw too much attention to the issue, especially considering that the position she wants won’t have her handling money. But I said I would run the question by my online network.
E.E., a self-described HR geek, said, “I think your advice is sound. It’s never a good idea go out of your way to point out your own flaws in an interview.”
K.T., a health care professional, said, “If questions related to your creditworthiness come up and are related to the position and are legal questions, then bite the bullet and answer truthfully.”
Maybe the best answer came from a recruiter at Deloitte Consulting, who said: “No need to address credit issues in an interview; there isn’t a problem until the offer stage. Let them love her first and then she can explain herself. In over 15 years of recruiting primarily for Big 4, I can not think of one instance when we didn’t go to offer solely because of poor credit – it’s only 1 piece of the overall picture.”