With nearly half a million employees across the United States, Kroger is among the largest grocery store chains in the country. Hundreds of stores serve local communities and provide access to everything from staple foods to freshly baked bread. Grocery stores employ people across a wide age range, from teenagers to senior citizens—and those employees often interact closely with shoppers. The company knows that, and keeping it in mind, Kroger has a background check process for job applicants.
If you plan to apply to work at Kroger, what should you expect from the background check process? This quick guide covers the essential facts to know about this process. Here’s what to know before starting an application.
If you’re wondering, “Does Kroger do background checks?” the answer is a strong, yes. The company makes conditional job offers after evaluating candidates through a resume review and job interview process. Completing a criminal background check is one of the conditions for accepting the employment offer. This process typically relies on a criminal history check but may sometimes include other information. For example, consider a store hiring for a skilled position, such as a baker or butcher. Kroger may check an applicant’s employment history if they claim relevant experience from a previous employer.
Kroger requires that all potential employees complete the employment background check process, whether for the grocery store or corporate operations of the company. Let’s explore a few examples of job types where a job applicant must undergo screening:
In general, no. Kroger has not banned the box and may use the job application to ask individuals if they have serious criminal convictions. However, Kroger follows all federal, state, and local laws governing background checks in the hiring process. In some cities and states, Kroger may abide by local ban the box or “fair chance” state laws that define when they may ask applicants about convictions.
Candidates with felony convictions may need to consider disclosing their criminal histories early in the hiring process. Explaining the history behind a criminal conviction and rehabilitative efforts may help provide important context to a hiring manager. Hiring managers in many settings appreciate this level of honesty. However, applicants should not attempt to conceal their past in the face of a pending background check.
No, Kroger applies its background check policy equally across its organization. Kroger will rescind the conditional job offer if you decline to complete the background check process. However, Kroger cannot check an applicant’s background without the individual’s written consent. Consent is a requirement under the Fair Credit Reporting Act or FCRA. Kroger must provide you with the appropriate FCRA disclosures and consent forms.
Kroger’s vetting process is similar to the background checks used elsewhere in the grocery and retail industries. To get a job with Kroger, you must pass criminal history checks and a drug test for some job roles. You will go through the screening process after receiving an employment offer. Not all Kroger stores use a drug test. Hourly grocery associates generally do not need to complete a drug test. Salaried employees, like managers, are more likely to have a drug test.
When checking an applicant’s background, Kroger looks for red flags indicating a severe level of risk, for example, felonies and misdemeanors. So, someone with a conviction for a violent felony assault only two years prior may cause concern for a hiring manager. Contrast that with a seven-year-old guilty verdict and an applicant who has made strides to turn their life around. Ultimately, what a hiring manager deems suitable or unsuitable depends on the company. Kroger does not disclose the criteria it uses to evaluate background checks.
Kroger may do additional screening for some employees, such as warehouse forklift operators or those driving trucks. This check includes a Department of Transportation-mandated drug test and driving record screening. These checks take place alongside criminal history checks.
Except in a few states, convictions may appear on a candidate’s criminal records check indefinitely. Kroger has not publicly stated how far back its lookback period stretches. Some reporting agencies apply the FCRA’s seven-year rule for non-conviction information to convictions. In other words, Kroger may only consider the most recent seven years of an individual’s criminal history. The lookback period may vary between stores and states. Applicants should understand what appears in their criminal history to know what hiring managers may potentially see.
Yes, Kroger can and does hire felons. However, the company will closely evaluate an individual’s background check. The results of vetting, placed in context with qualifications and the applicant’s interview, help the company determine if someone with felony convictions is a safe hire. Kroger considers each candidate and conviction on a case-by-case basis. Managers will consider several factors in the process, including the nature of the conviction, how long ago it occurred, and whether the individual might re-offend on the job.
Usually, the Kroger background check process takes a week or two. Candidates who pass these checks move on to the orientation and training process. Some checks may take as little as a few business days. In other states, record processing delays may impact the turnaround time on a background check. Contact the hiring manager at the store if you have not heard back on the results of your background check after at least a week.
If you do not pass the background check to work at a Kroger store, the company must notify you in writing by law. This “pre-adverse action notice” is an FCRA requirement. Applicants receive a warning that their results weren’t suitable and may result in the loss of the job offer.
You will also receive a copy of your background check report. If you can dispute the information in the report or provide additional evidence of rehabilitation, you have a short window to respond. After this time, Kroger may issue a “final adverse action notice” that you cannot appeal. However, you may be able to reapply in the future.
Grocery store chains such as Kroger are almost always hiring. That opportunity makes them a reliable destination for job seekers across many stages of life. As we’ve seen, the company takes steps to protect itself from future claims of negligent hiring by conducting due diligence, including a background check. Those considering applying for work at Kroger will find understanding what appears on their report helpful before a potential employer sees it.
Consider ordering a copy of your report to prepare for a Kroger background check– you can find out if you aren’t sure what your report says. The process is quick and simple with help from backgroundchecks.com and provides valuable insight into what an employer sees. Start the process and order your own background check now.