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New credit scoring system to impact borrowing

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Changing credit scoring system

In December, we reported on a move that will soon change credit scoring as we know it. With their partnership with FICO, CoreLogic will fill in the credit holes that traditional scores ignore. The supplemental score will highlight data like evictions, applications for payday loans, child support judgments, property tax liens, the status of homeowner’s association dues, whether or not you are underwater on your house or own other properties that credit agencies miss, and are debating whether or not to include utility bills or cellphone bill payment histories.

To dig deeper on the CoreScore, AGBeat asked CoreLogic four questions to expand on the topic, featured below.

What does the CoreScore include?

What data does CoreLogic have that is not currently part of the new credit scoring but could be in the future (ex: cell phone payment records)?

Currently, the CoreScore™ credit report does not include utilities payment transactions or cell phone payment records. Our focus in our next release is to use the information provided in the CoreScore credit report to calculate credit scores that reflect traditional bureau information as well as this newly available information. In the future, CoreLogic intends to remain focused on collecting credit information that is not readily available on traditional credit reports, to provide increased visibility of consumer credit behavior. We believe that this transparency will lead to reduced delinquency rates for lenders because lenders can make sounder lending decisions and that it will lead to expanded credit offerings for consumers due to greater comfort and lower loss rates of lenders.

Impact on borrowers

How will this positively and negatively impact borrowers?

Just like the factors considered for traditional credit reports and scores, CoreScore will reflect a particular individual’s credit capacity and payment behavior. The score itself will not be available until late March, so it is difficult for us to gauge exactly what kind of an impact it will have before we’ve seen it in the marketplace. However, we can say that for some borrowers it could have a very positive impact, for some it could make no difference in their current ability to qualify for a loan and for others, potentially lower their scores.

“The CoreScore credit report is a valuable tool for consumers and lenders alike,” said Tim Grace, senior vice president of CoreLogic. “By seeing the additional data lenders can now use to make credit decisions, consumers themselves can gain a more clear understanding of their own credit behavior and, as a result, this could help them identify steps they can take towards building a more positive credit profile.”

The CoreScore credit report can be particularly helpful to consumers that have minimal credit transactions on the traditional credit reports. For example, a borrower who has a loan in good standing with a company that doesn’t report to the national credit reporting agencies could be identified as a qualified applicant through the CoreScore credit report, revealing an otherwise unseen credit history.

Consumers will be able to see all of the information CoreLogic provides to lenders and have the right to dispute any data on their consumer file. CoreLogic Credco will facilitate the reinvestigation of each item and perform all Fair Credit Reporting Act (FCRA) responsibilities in the resolution of disputes, correcting the data as needed. In addition, CoreLogic allows consumers to submit a statement of explanation regarding anything on their report, such as a legitimate issue with a landlord’s services.

CoreScore timing

How long has the new credit scoring been in process and what was the inspiration behind this product?

CoreScore has been in development since early 2011. The CoreScore credit report was made available November 30, 2011, while the score itself is in development with our partner, FICO®, and scheduled for release in late March.

Eighteen months ago, when CoreLogic was formed we told the market our new company would leverage our data assets and analytical capability to deliver new products to the market. The CoreScore solution is an example of the company’s vision.

Going mainstream?

What is CoreLogic’s anticipation of the new credit score going mainstream?

While we cannot predict whether CoreScore will become “mainstream,” we can say that this is only the beginning. Our current plan is for the CoreScore solution to supplement existing credit reports and scores. We want to ensure that we’re providing a product that can help consumers gain a better understanding of their finances and help lenders’ better assess an individuals’ credit worthiness. We believe that if lenders are able to make safer lending decisions, it will help unlock additional credit opportunities for consumers.”

Business News

What small business owners can learn from Starbucks’ new D&I strategy

(BUSINESS) Diversity and inclusion have been at the forefront of Starbucks’ mission, but now they’re shifting strategy. What can we learn from it?

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Hands of all different skin colors on green background representing Starbucks' D&I.

Starbucks was one of many companies that promised to focus on diversity and inclusion efforts after the death of George Floyd by Minneapolis police in 2020. What sets Starbucks apart from other companies were its specific goals.

How It Started

They began with hiring targets and have now added goals in corporate and manufacturing roles. Starbucks’ plans and goals revolve around transparency for accountability. They released the annual numbers for 2021 as a way to help hold themselves accountable. The data they’ve released so far show that they’ve met nearly a third of their 2025 goals according to Retail Brew. Because of this information, we can see why they are choosing to move in the direction of manufacturing and corporate jobs. In 2021, POC’s fell to 12.5% of director-level employees from 14.3% in 2020 in manufacturing.

How It’s Going

Per Starbucks’ website stories and news, “[I]t will increase its annual spend with diverse suppliers to $1.5 billion by 2030.  As part of this commitment, Starbucks will partner with other organizations to develop and grow supplier diversity excellence globally.” To put that into perspective, they spent nearly $800 million with diverse suppliers in 2021. With these moves, by 2030, it will increase by almost double.

As part of their accountability and progress, they plan to partner up with Arizona State University to give out free toolkits to entrepreneurs on fundamentals for running successful diverse-owned businesses. Another goal they’ve listed is to boost paid media representation by allocating 15 percent of the advertising budget to minority-owned and targeted media companies to reach diverse audiences.

At the heart of all this information on their goals and future plans, data transparency and accountability are what’s forcing them to look at the numbers to make specific goals. They are doing more than just throwing money at the problem, they are analyzing how they can do better and where the money will make a difference. Something that, as entrepreneurs, we should all do.

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Business News

Peloton is back-pedaling: Reports of price increases, layoffs, and cost cuts

(BUSINESS) After a recording of layoffs leaks, ‘supply chain’ issues cause shipping increases, and they consult for cost-cutting, Peloton is doomed.

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Man riding Peloton bike with instructor pointing encouragingly during workout.

Is Peloton in Trouble?

According to many reports, Peloton had success early in the pandemic when gyms shut down. Offering consumers a way to connect with a community for fitness along with varying financing options allowed the company to see growth when many other industries were being shuttered.

After two years, CNBC reports that the company is “being impacted by …supply chain challenges” and rising inflation costs. According to the report, customers will be paying an additional $250 for its bike and $350 for its tread for delivery and setup.

As demand has decreased, Peloton is also considering layoffs in their sales and marketing departments, overheard in a leaked audio call. The recording details executives discussing “Project Fuel” where they plan to cut 41% of the sales and marketing teams, as well as letting go of eCommerce employees and frontline workers at 15 retail stores.

Nasdaq reported that the stock fell 75% last year, after a year where it soared over 400%.

Peloton reviewing its overall structure

According to another report from CNBC, Peloton is working with McKinsey & Company, a management consulting firm, to lower costs as revenue has dropped and the growth of new subscriptions has slowed since the pandemic. Last November, according to NPR, Peloton had “its worst day as a publicly-traded company.” It also anticipates greater losses in 2022 than originally predicted. It makes sense that the company would reexamine their strategy as the economy changes. They aren’t the only one that is raising prices amid supply chain issues.

It will be interesting to watch how Peloton fares

Peloton has a large community that pays a monthly fee for connected fitness. While growth has slowed, the company still has a strong share of consumers. Although it is facing more competition in the home fitness market and more gyms are reopening, as Peloton adjusts to the new normal, it should remain a viable company.

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Business News

CEO is offering folks thousands to *quit* their jobs, with one catch

(BUSINESS) A CEO out of Arizona is challenging employment norms by offering a sort of “sign-off” bonus upfront, but this method has one fatal flaw.

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Man counting cash in his hand representing the CEO offering money to employees who quit.

Chris Ronzio, the CEO of Trainual, a software company in Arizona that aims to systemize and scale your small business, is offering cold hard cash to quit your job in an unconventional ploy to bypass the effects of the Great Resignation.

Before you rush to turn in your notice and make some extra cash, you should know that this offer is dependent on being selected as a hirable candidate and making it through the hiring process for Trainual. This option is also offered to new hires after 2 weeks of employment.

This model of employment gives the employee the ability to fire the company and walk away with a little sum of money. The thought process of the CEO was outlined in an article by the Insider, saying it is a strategic move to retain top talent and maintain a strong company culture. While this is a unique approach…it has a glaring flaw. The offer is only good for the initial two-week period. However, it can take some time to recognize the shortcomings of any company when you begin employment. We can all recognize the long-term financial potential of reoccurring income and while $5,000 is not anything to shake your finger at, it will eventually be gone. I think we can all agree that constructive criticism can be difficult to swallow at times, however, if Trainual was truly invested in this model they would extend the offer at other key times during employment. What if this offer was again available at the 1-year mark? If the offer reappeared at a one-year review, the turnover may increase.

Per the Insider article, Ronzio was quoted as saying, “With today’s market, hiring teams have to move quickly to assess candidates and get them through the process to a competitive offer, so it’s impossible to be right 100% of the time,” Ronzio said. The CEO added, “The offer to quit allows the dust to settle from a speedy process and let the new team member throw a red flag if they’re feeling anything but excited.”

These statements detail another dimension to consider which is the employment hiring process and timeline. If top candidates are in such high demand that the process has to be sped up to secure a workforce, this monetary compensation can help to ensure the hiring decision. Although, when the offer was implemented in May of 2020, the offer was $2500, half of what it is now. Ronzio reasoned that they could stay while they looked for another job so they increased the amount to compensate for those with a higher salary range.

Let me preface this by saying that yes, accountability should exist, but I would be interested to know the turnover rate for the hiring team. The cost to the company from this unique approach adds extra weight for those making the decisions on who to hire. The stress the hiring team faces has to be factored into the candidate decisions. How many times can the hiring team get it wrong before they’re let go? While the pressure to hire the right candidate should always factor in, one has to wonder about the effects of this model.

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