ALDI Background Checks: Hiring Guide & FAQs

Founded in 1946 by brothers Karl and Theo Albrecht in Essen, Germany, ALDI pioneered the discount grocery model that has reshaped food retail worldwide. The name ALDI is short for "Albrecht Diskont." In 1960, the brothers split the company into ALDI Nord and ALDI Süd (North and South), operating independently while maintaining the same core principles. ALDI Süd entered the US market in 1976, opening its first American store in Iowa. The company has since grown to operate more than 2,400 stores across 39 states, serving millions of customers with a streamlined product selection focused on value.

ALDI's business model centers on efficiency at every level. The company limits its product assortment to approximately 1,400 carefully selected items, compared to the 40,000-plus items in traditional supermarkets. This focused approach reduces operational complexity and allows ALDI to negotiate better pricing with suppliers. The company stocks primarily private-label products, with more than 90% of items sold under ALDI-exclusive brands.

Store layouts are designed for simplicity, with products often displayed in their original shipping boxes to reduce stocking time. This operational efficiency enables ALDI to maintain lower prices while operating smaller stores with leaner staff.

ALDI employs tens of thousands of workers across its US operations, with positions ranging from store associates and shift managers to district managers and corporate leaders. The company has committed to a substantial US expansion, announcing plans to become the third-largest grocery retailer in America by store count. ALDI opened more than 100 new stores in 2024 and continues to remodel existing locations to meet changing layout standards.

ALDI offers competitive wages for retail positions, with starting rates for store associates and shift managers often exceeding industry averages for similar roles. The company provides benefits packages that include healthcare coverage, retirement plans, paid time off, and parental leave for eligible employees.

ALDI has received recognition in various industry rankings, including placement on Forbes' lists of America's Best Large Employers and America's Best Employers for Women. The company has also earned spots on Progressive Grocer's Top Grocers list and has been recognized for private-label product quality in consumer surveys.

Yes. After extending a contingent job offer, ALDI can request a background check from a third-party consumer reporting agency (CRA). Screening helps the company validate the information provided by candidates and supports workplace safety across ALDI’s stores and facilities.

Yes, ALDI conducts background checks as part of its hiring process for most positions. The company partners with consumer reporting agencies to run background reports on candidates who have received conditional offers of employment. The specific screenings ordered may vary based on the position, location, and job requirements.

Most employment background checks can be completed in three to five business days, but timing varies depending on the screenings ordered and the accessibility of records. Database searches can finish in minutes, whereas searches that require manual courthouse retrieval or follow-up paperwork may extend beyond a week.

Some candidates may experience faster turnaround times, while others might encounter delays if records need additional verification or if the report has discrepancies that need to be resolved. See Checkr's guide to background check turnaround times for general information about how long background checks typically take.

An ALDI background check report may include:

The specific screenings conducted depend on the position, state regulations, and ALDI's hiring requirements for that particular role.

Lookback periods vary by state law, the role being filled, and the data sources that the CRA is searching. Many employers focus on the past seven years for most convictions, but this can differ based on laws and the nature of the role.

Some states limit how far back employers can review criminal records, while others may allow or require longer lookback periods for certain positions. Additionally, the federal Fair Credit Reporting Act (FCRA) limits lookback periods for non-convictions. Candidates should review state fair chance or local Ban the Box laws to understand the local limits that may apply to their situation.

Yes, ALDI requires pre-employment drug testing for candidates who receive conditional offers of employment. Drug tests are typically conducted at an offsite testing facility and use urine screening methods. Candidates must pass the drug test before their first day of work. ALDI may also conduct drug testing for employees who are injured on the job, as part of workplace safety protocols.

Candidates who do not pass pre-employment drug testing are removed from consideration but may reapply after a waiting period, typically six months. Drug testing procedures must comply with applicable state and local laws, which may regulate workplace drug testing practices.

ALDI does not have a blanket policy against hiring individuals with felony convictions. The company evaluates candidates with criminal histories on a case-by-case basis, considering factors such as the nature and severity of the offense, how much time has passed since the conviction, and the relevance of the criminal record to the specific position.

Guidance from the Equal Employment Opportunity Commission (EEOC) recommends that employers conduct an individualized assessment that considers the nature of the offense, its age, and relevance to the job’s responsibilities. State and local fair chance hiring laws may also influence how criminal history must be evaluated in the hiring process.

ALDI has indicated plans to adopt Ban the Box practices, which would remove questions about criminal history from initial job applications. Candidates with criminal records should be prepared to discuss their background honestly during the application process and can emphasize their qualifications, any rehabilitation efforts, and their readiness to contribute in the role.

ALDI’s background check requirements vary by position and location. Standard requirements typically include:

Candidates receive disclosure documents, separate from the application, explaining their rights under the FCRA and the types of screening that may be conducted.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report plus a pre-adverse action notice if they may take negative action, and allow time to dispute errors. If ALDI decides not to hire a candidate based in whole or in part on information in a background report, the company must:

This process gives candidates the opportunity to provide context for any criminal records and to clarify if the information on their report is incorrect.

Running a personal background check with Checkr lets you preview what ALDI may see and helps you identify potential inaccuracies before they affect your application. In one report you can review criminal records, motor vehicle records, and employment and education history.

Create your report in minutes with Checkr’s personal background checks. To showcase your credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Visit the Candidate Portal to check the status of your background check or visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.