Ad Disclosure

Why Should You Care About Your Credit Standing? To Get a Job, For One Thing

Why Should You Care About Your Credit Standing To Get A Job For One Thing

While everyone is probably more concerned with whipping their bodies into shape for beach season, it’s important to not forget about our credit scores as well.  That might sound a bit odd, but studies show the difference between an out-of-shape credit score and an excellent one can be hundreds of thousands of dollars over the course of your life.  Not only could we all use that money in this economy, but a bigger wallet might even attract more attention than a flat tummy.

Kidding aside, maximizing your credit standing is essential in this day and age.  In addition to the interest rates you’ll get on loans and lines of credit, your credit impacts the insurance premiums you pay, your ability to lease a car or rent an apartment, and even the jobs you’ll gain serious consideration for.

That last part is perhaps most significant, as good jobs are tough to come by these days and most of us need the cash.  As of last month, 7.5% of people is unemployed, according to the Bureau of Labor Statistics.  Outstanding student debt has surpassed $1 trillion.  And we’ve racked up more than $82 billion in new credit card debt in the past two years alone, as many try to stay afloat without much money coming in and others struggle to adjust to post-recession spending realities.

The number of employees referencing credit report data for hiring decisions has declined in recent years (see table below), but still nearly half do so.  You don’t want to be turned down for a job that you’re otherwise qualified for just because you make some mistakes managing your personal finances in the past and never fixed the damage done.

Employers: Do You Reference Credit Data for Hiring Decisions?

 

Employers: Reasons for Using Credit Data

We therefore sought the opinions of a few professors who’ve studied the credit scoring process in order to bring you some valuable insights into how employers utilize credit data in the current regulatory landscape as well as how reliable credit scores actually are.  You can check out what they had to say below, and then reference the tips that follow in order to make this summer a successful one for both your social life and your career.

Back to All Experts

Eileen White Jahn

Professor of Business and Chair of the Business Administration and Marketing Department at St. Joseph's CollegeWhat do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

Employers have long thought it wise to keep an eye on the financial situations of employees, especially those who have access to company funds. I remember being taught this as a young manager of a coin collection and counting facility: if your employees’ financial situation was too bad they might be tempted to steal, if it was too good, they might already be stealing.

With the advent of easy access/low cost credit reports, employers realized that they could use credit reports as a screening tool. The reasoning was that you didn't want to hire a CFO with personal bankruptcies, or a bank teller who had massive debt.

It was also thought that a credit report could indicate personal traits such as dependability, responsibility, organization, honesty etc. So employers thought it might be prudent to screen all employees, even ones without access to company money, because who doesn't want dependable, honest, organized employees?

What potential legal issues / rights violations are involved with using credit report information for hiring purposes?

The problem is that, under EEOC laws and guidelines, this practice led to adverse impact of several legally protected groups, i.e., the practice was eliminating significantly more people from certain ethnic, racial, and other groups than others. Consider:
  • People who are low income and live in low income areas have less cushion when a car breaks down or some other financial disaster ensues. They are much more likely to fall behind or altogether stop paying some of their bills, leading to bad credit. The sad fact is that, in this country, a disproportionate amount of racial or ethnic minorities are in low socioeconomic groups.
  • A huge amount of bad credit is due to medical expenses. This means you might be rejecting disabled individuals at a higher rate.
  • With student debt being so abysmally high, you might also be eliminating more young people, which at least in NY, is illegal.
  • Another problem is that a credit report might give employers information that they are not allowed to ask for, like marital status and children.
Nine states have limited the use of credit report information for hiring purposes, and other jurisdictions are considering doing so. How will this ultimately play out? Do you believe there will be federal legislation on the issue?

Laws already exist that would rule against requiring a credit check for all employees, but they are cumbersome to prove and enforce. That's why some states are choosing to make explicit legislation, and the federal government may well follow.
Back to All Experts

Michael J. Yelnosky

Dean and Professor of Law at Roger Williams University School of LawWhat do you make of the decline in employers conducting credit background checks on potential new hires?

It seems employers may be reacting to at least three phenomena – the increase in the number of states prohibiting the practice, the widespread nature of credit problems after 2008, and the understanding that these credit checks could have a disparate impact on applicants of color.

What do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

First, the estimates are that approximately 50% of employers do not engage in this practice. Among those who do, many say that credit problems can be a sign of a character flaw, that credit problems may make an employee more likely to try to steal money from the firm, or that the firm could be liable for negligent hiring if they hired an employee without a credit check, that employee had a bad credit record, and that employee misappropriated money from a third party – perhaps a customer.

There has been almost no empirical work done to determine whether bad credit is correlated with these behaviors, and the one study I know of that looked at the issue found there was no meaningful relationship between an employee’s productivity and that employee’s credit history.

What potential legal issues / rights violations are involved with using credit report information for hiring purposes?

Some states and municipalities prohibit credit checks in the hiring process for most, but not all, jobs. State and federal anti-discrimination laws can be implicated if the use of credit checks has a disparate impact on a protected group (blacks, for example) and the employer cannot show that the credit checks serve a useful purpose. Finally, even where credit checks are lawful, the federal Fair Credit Reporting Act requires employers to take certain steps before ordering and acting on the results of a credit report.

Nine states have limited the use of credit report information for hiring purposes, and other jurisdictions are considering doing so. How will this ultimately play out? Do you believe there will be federal legislation on the issue?

Hard to say, but if I had to guess I would say that Congress will not pass legislation that comprehensively regulates the use of credit reports by employers anytime soon. I think it is likely that before that would happen, many other states would have to prohibit or restrict the use of credit reports in hiring, and I think some additional states or municipalities will do so in the not too distant future.

How can you enforce limitations on the use of credit report information for hiring purposes? Couldn’t employers simply provide another excuse for not hiring someone and avoid sending “adverse action” letters?

Well, without the applicant’s permission, an employer can’t get a credit report on an applicant. After that, the question is what motivated the employer to not hire the applicant, and as in many legal regimes based on motive (like did an employer refuse to hire an applicant because of her race or her interviewing skills), it is up to a fact finder to sort that out.
Back to All Experts

Ryan J. Petty

Assistant Professor of Human Resource Management in the Heller College of Business at Roosevelt UniversityWhat do you make of the decline in employers conducting credit background checks on potential new hires?

While I’m not certain as to the reasons for the decline of the usage in credit checks for employee selection, my guess would be that the reason that employers are checking credit less frequently has to do with two things: negative applicant reactions & PR (applicants and the public at large viewing this as an invasion of personal privacy) and faulty past selection decisions (due to inaccuracies in the credit data and/or credit problems not being indicative of job-related behavior). I think it is especially important to employers, because there are so many outlets now (e.g., social media, websites like glassdoor.com, etc.) for applicants/public at large to voice displeasure with a company’s practices that it makes utilizing unpopular practices quite risky for a company, even if there is some benefit to it.

What do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

Typically, what they are looking for are any credit problems (bankruptcies, a history of late payments, excessive debt) that might portend problematic on-the-job behaviors. For example, poor credit scores due to a personal bankruptcy or a history of late payments might be reflective of a lack of personal accountability, poor personal discipline, and/or poor organizational skills — all of which are obviously not desirable characteristics for employees. Similarly, a person who has an excessive amount of debt might be more likely to misappropriate organizational funds (if the position has access to them), so employers might be leery of that. The key word here though is “might”, as a personal bankruptcy might not be indicative of poor personal behaviors but rather might be due to something outside of the individual’s control (e.g., huge medical bills). While there is some research evidence that credit scores do have some correlation with job performance (known scientifically as "predictive validity"), there is always a danger that individual cases don't follow the larger statistical trend, especially for credit scores given the reasons noted above.

What potential legal issues / rights violations are involved with using credit report information for hiring purposes?

I think there is more danger of a rights violation rather than a legal violation. As long as the employer is compliant with the federal Fair Credit Reporting Act (FCRA) requirements and any other state-level legislation, it is my understanding there is little legal risk to an organization in doing these credit checks on job candidates. I think the real concerns here are the following:
  1. What if the credit information provided to the organization is not accurate (which we know occurs fairly regularly, as the primary credit reporting agencies often don’t have records that are 100% accurate)?
  2. Even if the credit records are accurate, what if the reasons for a poor credit history are not indicative of poor personal characteristics of the individual (i.e., the bankruptcy due to huge medical expenses example)?
Either of these issues can result in a poor selection decision where someone who is a potentially great employee gets screened out due to invalid reasons. That means employers might miss out on a great hire and select someone else who is not as good, and that is problematic for both parties.
Back to All Experts

David D. Schein

Director of Graduate Programs & Visiting Assistant Professor in the Cameron School of Business at University of St. ThomasWhat do you make of the decline in employers conducting credit background checks on potential new hires?

Even though I am an opponent of increased government restrictions on employers, the reduced use of credit checks is actually a good thing. Employers should only use them for the handful of positions that require credit checks and not as a routine matter. That seems to be happening now.

What do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

Note that FICO scores are not provided to employers, so actual review of the contents of the reports are required. I recommend focus on bankruptcy and other serious issues like that and how long ago such incidents occurred. Generally, an employer does not want an employee with bad credit to be in a position to access cash or move money.

What potential legal issues / rights violations are involved with using credit report information for hiring purposes?

It has been claimed that minorities in the United States generally have worse credit than non-minorities. Therefore, credit reports can be a barrier to minority hiring. However, I would argue that if the employer really needs to screen a position for credit-worthiness, that they consistently follow that policy. They should not be deterred from doing so by government interference.

Nine states have limited the use of credit report information for hiring purposes, and other jurisdictions are considering doing so. How will this ultimately play out? Do you believe there will be federal legislation on the issue?

The Feds are actually already in the lead by the EEOC’s pronouncements as referenced in my prior answer. State laws are usually politically motivated and do not accomplish their objectives. Keeping an eye on the ball – not having people with bad credit in highly sensitive financial positions – should continue to be the objective for employers. Employers need to monitor all such laws in each state in which they do business and consult with their respective legal counsel. My answer should not be interpreted as suggesting employers should ignore any laws, of course. I am hopeful that more laws will not be passed and the Feds will slow down in their attempt to control every aspect of employment.

How can you enforce limitations on the use of credit report information for hiring purposes? Couldn’t employers simply provide another excuse for not hiring someone and avoid sending “adverse action” letters?

I always recommend that employers act consistently and approach things truthfully. If indeed a credit report prevented someone from being hired into a credit-sensitive position, employers should provide the compliant information and not hide it. This is a much safer strategy in the long run. Again, consultation with appropriate legal counsel in this area is critical.
Back to All Experts

Ernesto Varela

Associate Professor and Director of the Business Administration Program at Goodwin CollegeWhat do you make of the decline in employers conducting credit background checks on potential new hires?

I think this is a positive development and somewhat to be expected as employers continue to hire from a tightening labor force. So many potential employees were adversely affected by the Great Recession, and there is such a talent gap in a variety of fields, that this is a welcomed and necessary decline.

What do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

I’ve found that savvy employers tend to look at adverse events that may affect job performance in their particular fields, more than anything else. Obviously there are certain professional designations where something dire like a bankruptcy may preclude a new hire obtaining a license or designation. I believe many consumers still only have a vague awareness of what is on their credit reports, despite the rise in websites and apps that can grant ready access to this information. I therefore think what appears on many credit reports can be erroneous, and consequently misleading. One need look no further than the lawsuits against a plethora of financial companies from major banks to Navient, all of whom have adversely affected potentially millions of consumers. A job interview is stressful enough, without having to explain possible errors in a credit report.

What potential legal issues / rights violations are involved with using credit report information for hiring purposes?

Credit alone does not qualify as a bona fide occupational qualification in most industries. There are certain cash-based industries or professional designations/licenses that require a background check that often includes a credit report, but barring those few industries, adverse credit can’t be the sole reason for not hiring an otherwise qualified individual.

Nine states have limited the use of credit report information for hiring purposes, and other jurisdictions are considering doing so. How will this ultimately play out? Do you believe there will be federal legislation on the issue?

I believe this trend will continue as states and other jurisdictions increasingly worry about lagging employment and its effect on their tax revenues.

How can you enforce limitations on the use of credit report information for hiring purposes? Couldn’t employers simply provide another excuse for not hiring someone and avoid sending “adverse action” letters?

This is an enduring problem in dealing with any legislation that protects classes of citizens or what is meant to be “private” information. Another excuse may open complaints about discriminatory hiring practices in a host of other ways. I would wager that an isolated incident would not create too much scrutiny, but a pattern of not hiring otherwise qualified individuals who may have less-than-ideal credit would surely draw attention.
Back to All Experts

Jill Ellingson

Associate Professor of Management & Human Resources in Ohio State University’s Fisher College of BusinessWhat do you make of the decline in employers conducting credit background checks on potential new hires?

[It] depends on where you’re getting these numbers. Certain states such as Massachusetts, Hawaii, and Illinois have placed tighter restrictions on employers regarding when and under what conditions these checks may be conducted. These restrictions apply to even criminal checks. This creates a difficult source of tension.

On one hand, an employer has a right to maintain a safe workplace, but on the other hand, an applicant has a right to fair treatment and deserves the chance to demonstrate their skills and abilities, even if they have a criminal history. I don’t believe that the decline is indicative of employers feeling there is less need for conducting proper due diligence on job candidates. The risk of negligent hiring and the harm that can result if one inadvertently hires someone who has purposefully misrepresented his/her credentials and experience is still very salient.

What do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

These can be revealing. Credit checks should only be conducted when job relevant (e.g., cashier position, accountant position, Director of Finance). If individuals have fiduciary responsibilities as part of their job, then credit checks can be informative. Such checks can reveal elements of fiduciary integrity as well as highlighting the credit risk that a particular individual brings. Individuals facing financial challenges may be more prone to take questionable or illegal actions in conjunction with their access to firm funds.

Can it be misleading? There are examples of identity theft victims having problems with credit checks. It is my understanding that such folks can receive government documentation to provide to employers that confirms and clarifies their credit situation, even if public documents indicate otherwise.

What potential legal issues / rights violations are involved with using credit report information for hiring purposes?

If the credit check is job relevant (i.e., directly evident of the knowledge, skills, and abilities required to do the job), then the legal implications are greatly lessened. My sense is that employers tend to get into legal trouble when they start running credit checks in conjunction with other checks (e.g., education, criminal) more as habit than as the result of careful thought. It is does as part of a screening checklist, independent of whether it is job-relevant.

Nine states have limited the use of credit report information for hiring purposes, and other jurisdictions are considering doing so. How will this ultimately play out? Do you believe there will be federal legislation on the issue?

I would be surprised to see this issue taken up at the federal level. Most legal restrictions on specific HR practices (with the few obvious exceptions of discrimination, safety, and wages/work hours) have been legislated at the state level (e.g., access to your personnel file, refusing to hire smokers). I’d expect that this will remain a state issue, too. This of course means that there will continue to be large variance among the states in terms of the nature of the limitations imposed.

How can you enforce limitations on the use of credit report information for hiring purposes? Couldn’t employers simply provide another excuse for not hiring someone and avoid sending “adverse action” letters?

This is the same issue that manifests when one discusses how you would enforce Title VII—wouldn’t an employer just give a “non-discriminatory” reason for hiring someone. Could this happen and wouldn’t it be difficult to enforce? Sure. But as with discrimination cases, where we saw cases built around firm history, I would expect a similar approach here. Applicants communicate; employees communicate.

Information gets out and gets disseminated. This doesn’t happen in a neat and orderly manner, and the proliferation of understanding around what a company may or may not be doing may take time. But, if a firm makes it a practice (and it must be a reasonably consistent practice in order to be viable) to use credit checks in an illegal manner when hiring for jobs, I would expect that limitations can be enforced in such cases.
Back to All Experts

Diana M. Lucas

Professor at Oakland Community CollegeWhat do you make of the decline in employers conducting credit background checks on potential new hires?

The financial stability of so many good, hard-working talented people were adversely affected by the economic downturn of 2008 that I believe employers are putting less emphasis on a sketchy credit rating than was once the case.

What do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

At this point, they are really looking to see whether there is any fraudulent activity involved rather than the presence of a solid credit rating.

How can you enforce limitations on the use of credit report information for hiring purposes? Couldn’t employers simply provide another excuse for not hiring someone and avoid sending “adverse action” letters?

Yes, of course, that is always the case. I would venture a guess that at least 50% of the rejections were due to an interviewer's personal biases/prejudices/value judgments that are technically against the law, but those rejections can always be justified by citing reasons that are viewed as acceptable. It happens all the time because human nature is what it is, and try as we might, we cannot legislate morality.

What would better serve the interests of business and industry is appropriate training of those who are charged with hiring personnel. I am appalled at the lack of skill of most interviewers who do not know the types of questions that will reveal the skills, knowledge, ability and experience of potential candidates, weed out those who are ill-equipped, and still stay within the limits of the law with regard to the types of questions that can be asked of a candidate.
Back to All Experts

Mark Montgomery

Donald L. Wilson Professor of Enterprise & Leadership and Professor of Economics at Grinnell CollegeWhat do you make of the decline in employers conducting credit background checks on potential new hires?

This may reflect the increasing concern over the loss of privacy from large-scale data collection.

What do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

They probably think a weak credit reports calls into question a person's sense of responsibility.

What potential legal issues / rights violations are involved with using credit report information for hiring purposes?

I imagine this will be handled mostly at the state level, under consumer protection.

How can you enforce limitations on the use of credit report information for hiring purposes? Couldn’t employers simply provide another excuse for not hiring someone and avoid sending “adverse action” letters?

Because privacy reports typically identify the source of an inquiry, it should be relatively easy to at least be aware when employers do this.
Back to All Experts

John Sullivan

Professor of Management in San Francisco State University’s College of BusinessWhat do you make of the decline in employers conducting credit background checks on potential new hires?

First the formal implementation or even the discussion of legal issues especially in states like California has restricted its use. Second, so many more individuals have credit issues that checking may eliminate too large of a percentage of prospective candidates. Third, managers and recruiters have a little more empathy since many of them have themselves had credit problems. Fourth and the most important, there has been no definitive proof that credit reports accurately predict future performance.

What do employers generally look for in applicants’ credit reports? Is this information actually revealing, or is it more misleading than anything?

Most credit reports are not requested until after hiring decision is made so recruiters are trying to guess what would be a knockout factor for the hiring manager in order to avoid there criticism. I have found no uniform approach. So unless it is a money related job, they are essentially looking for instability that may spill over into the job. Just like with legal issues, if it’s not a recent and relevant issue, it would not be enough to give up on a candidate that you have worked so hard to land.

What potential legal issues / rights violations are involved with using credit report information for hiring purposes?

Some states require you to tell the candidate when you reject them based on credit and no one likes to tell applicants why they are being rejected. There was always a concern for discrimination because different races may have different average levels of credit profiles.

Nine states have limited the use of credit report information for hiring purposes, and other jurisdictions are considering doing so. How will this ultimately play out? Do you believe there will be federal legislation on the issue?

With a do-nothing Congress, I don’t see this becoming a federal issue but I do see if spreading across more states because so many now have credit issues due to the economy. No one in your industry has made a convincing correlation between weak credit and unacceptable on-the-job performance.

How can you enforce limitations on the use of credit report information for hiring purposes? Couldn’t employers simply provide another excuse for not hiring someone and avoid sending “adverse action” letters?

Most people in HR don’t have the guts to do that. It’s easier just to avoid the issue altogether. Most in recruiting simply don’t want bad references of any kind because it means they have to reopen the search. That’s why they don’t take it seriously or spend much money on it.
Back to All Experts

Martha Doran

Associate Professor of Accountancy in San Diego State University’s College of Business AdministrationIs a credit card an accurate indicator of one’s fiscal responsibility? What else does it say about a person?

As an indicator, I would say yes. The FICO scores are indicative of how good a job someone does in paying bills. People just have to know or remember how the scores are weighted. Some weight is given for how long you have had a credit history so you are more of a perceived risk when you first start out. And if you are taking on more credit (more inquiries) you can also see your score dip, since this is deemed an indicator of more risk. Not only banks and credit card companies but also landlords believe the score says something about a person’s ability to pay bills on time, a kind of responsibility score perhaps.

How would you characterize the importance of having good (or excellent) credit in this day and age?

Good credit scores just make your financial life easier to manuever. If you need a car or want to move to a new apartment or get a new job (all of which may require a credit report) its just quicker, easier and usually a more positive answer if your credit is good. If not, then you need to pay higher rates, deal with secondary lenders, ask parents to co-sign…none of which are quick or satisfying solutions.

Are credit scores fair?

Yes and no….Yes, these scores give a relatively accurate view of key factors , especially the ability to make timely payments and to wisely use credit. No, because there are exceptions to the results of what shows on paper (messy divorces with one party unaware of what was going on, one time period filled with many poor decisions, etc.) But I have seen and helped counsel folks in these situations so that with transparency to lenders, and some time to get the credit house in order, people can regain a good credit rating.

So I think they are fairly accurate and relatively fair.Some lenders are now saying that the scores actually help reduce the costs of lending, thus giving people better rates and more access to credit, if they are deemed capable of handling it well!

Tips for Improving Your Credit Standing

Before we get to the specific tips, it’s important to touch on a few nuances related to credit scores and reports.  (You can also read more about this in CardHub’s Education Center).

Credit scores are numerical manifestations of your financial responsibility based on information in your major credit reports and determined using a variety of different metrics.  No one has just one credit score, however, as there are a number of different scores out there and lenders/employers use different ones – often customized with proprietary models.  It’s difficult to determine which score a particular decision maker will use, and you also have to pay to see a given credit score.

That’s why it’s both costly and inefficient to try to check your actual credit score.  A better approach is to leverage your right to a free copy of each of your major credit reports (i.e. Experian, Equifax, and TransUnion) every 12 months.  This will enable you to evaluate the extent and nature of your credit history as well as parse your file for inaccurate information that might drag your credit standing down.  Your credit standing is essentially whether you have excellent, good, average, or limited credit, based on your credit data and irrespective of the numerical range of scores used by a particular credit scoring agency.

With that said, your credit building priority should be to infuse your credit files with a steady stream of positive information that can devalue any negative information from your past or simply build out a thin history.  Here’s how to go about doing that.

  1. Open a Credit Card Account:  A credit card is the most efficient and accessible credit building vehicle for the average consumer, as it will relay usage information to the major credit bureaus on a monthly basis.
  2. Get a Secured Card If Need Be:  Should you find yourself unable to get a “normal” – or “unsecured” – credit card, your best bet is to open a secured card.  Secured credit cards are typically easier to get because users are required to place a refundable security deposit (usually a minimum of $200) that will serve as their credit line and reduce risk for issuers.  They report to the credit bureaus in the exact same manner as unsecured cards.
  3. Pay Your Bill On Time Every Month:  Late payments will be noted on your credit files and will hurt your credit standing.
  4. Keep Your Credit Utilization Low:  Maxing out your credit cards every month reflects negatively upon you, so it’s best to only use about 50% of your available credit.
  5. Lock Your Card In a Drawer If Necessary:  You don’t need to actually use a credit card for it to benefit your credit standing.  As long as your account is in good standing (and you pay for any purchases you make on time), the information being relayed to the credit bureaus every month will be positive.
  6. Maximize Your Available Credit:  Raising your credit line is easy with a secured card; you simply add to your security deposit, and you can do so at any time.  If you have an unsecured card, you can ask the issuer to increase your spending limit or look into opening another account (which will increase your aggregate available credit).
  7. Avoid Inquiries Before Your Credit Goes on Display:  If you plan to apply for a job or take out a loan in the next six months or so, you might not want to apply for a new credit card.  Every time you do so, your credit takes a slight dip for a few months.

So, take these tips to heart and develop a workout regimen for your credit standing.  Pretty soon, you’ll have one less thing to worry about and a lot more money in your pockets.

 
Image:  lculig/Shutterstock

Editorial Disclaimer: Editorial content is not provided or commissioned by financial institutions. Opinions expressed here are the author’s alone and have not been approved or otherwise endorsed by any financial institution, including those that are CardHub advertising partners. Our content is intended for general educational purposes and should not be relied upon as the sole basis for managing your finances. Furthermore, the materials on this website do not constitute legal advice and should not be relied upon as such. Please let us know if you have any questions or suggestions.

Ad Disclosure: Offers originating from paying advertisers are noted as “Sponsored” on the offer's details page. Advertising may impact how and where offers appear on this site (including, for example, the order in which they appear). At CardHub we try to list as many offers as possible but we don't make any representation of listing all available offers.

Previous Hallmark Holidays: Transforming a Cause for Celebration into Big Business   2013 Small Business Credit Card Study Next
DISCUSSION