2nd & Charles: Hiring, Background Check & Employment Verification FAQs

2nd & Charles was launched in September 2010 by Books-A-Million, opening its first location in Hoover, Alabama, just outside the parent company's Birmingham headquarters. The concept was designed around a buy-sell-trade marketplace model for used books, media, and electronics, distinguishing it from traditional new-book retail. The brand expanded steadily over the following years, growing to more than 40 stores across roughly 18 states, often converting underperforming Books-A-Million retail locations into the new format.

Books-A-Million, the parent company of 2nd & Charles, has its own long history dating back to 1917, when founder Clyde W. Anderson began a newsstand business in Florence, Alabama, that eventually grew into a chain of bookstores incorporated as Bookland and later renamed Books-A-Million. Books-A-Million is a privately held, family-owned company headquartered in Birmingham, Alabama, and operates as the second-largest book retailer in the United States alongside its 2nd & Charles division.

2nd & Charles stores are typically located in mid- to large-sized markets, including college towns, and are designed to attract a broad customer base ranging from families to younger shoppers interested in pop culture merchandise. Store staff include department associates who buy back used items from customers, cashiers, and store managers overseeing departments such as books, media, games, and collectibles.

Company culture and employee programs: 2nd & Charles emphasizes a customer experience centered on buying, selling, and trading, with department managers given autonomy over merchandising and product placement in their sections. As part of the larger Books-A-Million family, 2nd & Charles employees may have access to broader corporate resources and career paths within the parent company. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the specialty retail industry, including 2nd & Charles, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

2nd & Charles is generally reported to conduct background checks as part of its hiring process, consistent with standard practice for retail employers, particularly for roles involving cash handling and customer transactions related to buying and selling used merchandise.

The hiring process for store-level positions at 2nd & Charles typically includes an application, an interview with a department or store manager, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a specialty retail role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what 2nd & Charles may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to 2nd & Charles or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.