Barnes & Noble Background Checks: Hiring Guide & FAQs

Founded in 1886 as Arthur Hinds & Company in New York City, Barnes & Noble received its current name in 1917 when William Barnes partnered with G. Clifford Noble. The bookstore’s modern era began in 1971 when Leonard Riggio acquired the flagship Manhattan store and pioneered the superstore concept, combining extensive book selections with comfortable reading areas and in-store cafes. After years of declining sales and store closures, hedge fund Elliott Management acquired the company in 2019 and appointed James Daunt as CEO.

Under new leadership, the retailer reversed course by decentralizing merchandising decisions, allowing individual store managers to curate inventory based on local preferences rather than following a corporate-mandated selection. The company stopped accepting promotional payments from publishers and shifted focus to customer preferences and community engagement.

Today, Barnes & Noble operates approximately 600 retail stores across the United States. After more than 15 years of declining store numbers, the company opened 57 new locations in 2024 and announced plans to open 60 additional stores in 2025. Book sales represent about 60 percent of total revenue, with the remainder coming from toys, games, gifts, and cafe operations. In 2024, the retailer reclaimed the Washington, D.C. flagship store it had originally occupied but had vacated in 2011.

Barnes & Noble has restructured its staffing model in recent years. When current leadership took over, the majority of employees worked part-time schedules designed to minimize benefit costs. The company has multiple full-time roles open now, though many positions remain part-time with flexible scheduling. Employee benefits for eligible positions include:

Employees receive a 30% discount on books and a 20% discount on music and other items. The company offers wellness initiatives including employee assistance programs and work-life management resources.

Yes. After a contingent offer, Barnes & Noble can request a background report from a third-party consumer reporting agency (CRA). Screening can help the company validate candidate information and support workplace safety.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and the accessibility of records. Database searches can close in minutes, while searches that require manual courthouse retrieval or follow-up paperwork may extend beyond a week. The overall onboarding process at Barnes & Noble typically takes about two weeks, including background check completion, possible drug screening, and orientation. See Checkr's guide to background check turnaround times for details.

A 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 for background checks vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions, but certain roles may require a deeper review. Candidates should review state fair chance or Ban the Box laws to understand any reporting restrictions in their jurisdictions.

Barnes & Noble’s drug testing policies are inconsistent across stores and may vary by location and position. Some locations don’t conduct pre-employment drug testing, while others may require drug screening as part of the hiring process. The company reserves the right to conduct drug tests following workplace accidents or when impairment is suspected.

The hiring process at Barnes & Noble typically includes the following steps:

The entire process from application to start date often takes two to three weeks, depending on how quickly background checks and other screenings are completed.

Barnes & Noble employees receive a 30-50% discount on books. Discounts for music, DVDs, and other merchandise can vary but are often 20%. This employee discount is frequently cited as one of the most appreciated benefits of working at Barnes & Noble and is available to all employees regardless of full-time or part-time status.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how employers may use background check information to make hiring decisions. It requires employers to obtain written consent from the candidate before ordering a background report. Employers must also provide a copy of the report, as well as a pre-adverse action notice if they may take negative action. In the case of adverse action, allow sufficient time for the candidate to dispute errors, typically five business days. 

Guidance from the Equal Employment Opportunity Commission (EEOC) also recommends conducting an individualized assessment that considers the nature of the offense, how long ago the offense occurred, and its relevance to the role.

Running a background check on yourself with Checkr lets you preview what Barnes & Noble may see and help you identify potential inaccuracies. In one secure report you can review:

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

Check your report status in the Candidate Portal 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.