Can a Dirty Name Hinder Reemployment in the Job Market?

Taís Targa, Who Has Worked in Recruitment, Reveals How a Person with Bad Credit Is Evaluated by a Company’s Human Resources

The bad credit of a candidate for a specific position has always been a taboo in selection processes. Although we do not know what really goes on, it is illegal, there are reports that this practice does occur in this environment. See what Taís Targa has to say about this issue, as she has a lot of experience in the Recruitment and Selection area and has experienced this situation several times. An interesting article that may clarify, reveal, and demystify some of these reports.

“At the beginning of the selection process, the candidate would sign a term declaring that they were aware we would conduct various checks to verify aspects involving their name and Social Security Number. Thus, we used to consult not only credit protection agencies, such as Serasa and SPC, but we also obtained the candidate’s records regarding criminal backgrounds, for example. When we found something, we did not eliminate them. In fact, that was not the recruiter’s decision. Our role was to create a report and send it to the HR of the company for which we were conducting the selection. It was their decision to keep the candidate in the process or not.

Everything was done with as much clarity as possible. In situations where the candidate was discarded from the process, it was common for us to reach out and inform them of the reason why this occurred. Today, observing the market, I realize that our conduct at the time was quite transparent and respectful, despite the legal risks we faced for being this way. What I notice is that, despite the passage of time, companies continue to check on the people they hire, but do not inform them about it. I won’t delve into this matter, about companies doing this without the candidate’s knowledge, as that is not the focus of this article. The fact is that when finding a negative record in a professional’s name, the company can:

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1

• Hire.

Despite knowing about the negative record, the company recognizes that there is a financial crisis and that many Brazilians, due to this, have not been able to keep their names clean.

• Hire, depending on the area of expertise of the professional.

It is common that if the position is in the financial/accounting area, such as in banks and audits, for instance, candidates with a negative record in credit protection registries are not hired. These areas deal directly with money, budgeting, etc., and this type of organization tends to be more conservative in this regard.

1. Not hire.

Even if the professional is excellent, there are companies that simply do not hire people with a “bad” name. Of course, there are companies that do not even perform checks. But you have no way of knowing whether they conduct this type of inquiry or not. If your name is currently negatively impacted, that is not the end of the world. Do not martyr yourself over what has already happened. Now is the time to try to resolve the situation.

Start by analyzing if you can, at this moment, seek a renegotiation of your debt(s). If you cannot, continue your job search, and your focus will be on companies that do not conduct such inquiries.

If the debt is with banks or other financial institutions and you have between 10 and 20% of the amount owed, know that there are great possibilities to renegotiate, but it is necessary to file a lawsuit. Agreements made between lawyers and these institutions have been very successful. The good thing is that in a few days your name becomes “clean.” See Dr. Victor Benghi Del Claro’s article on this subject.

The crisis scenario has made these companies much more flexible. After all, the indebtedness of Brazilians has unfortunately only increased in recent years.

If you are worried about paying legal fees, it is good to know that most lawyers only charge fees at the end of the case and typically a percentage of the amount that was renegotiated.

My advice is to always hire someone you trust, as the outcome of these processes also depends on the professional’s agility.”

Do you know someone who is in this situation? Share this article! Follow Taís Targa on her LinkedIn profile by clicking here.