Belk: Hiring, Background Check & Employment Verification FAQs

Belk was founded on May 29, 1888, when 26-year-old William Henry Belk opened a small bargain store in Monroe, North Carolina, calling it the New York Racket because he thought the name sounded big and would attract customers. Belk started the business with $750 in savings, a $500 loan at 10% interest from a local widow, and roughly $3,000 worth of consignment goods from a bankrupt store, and paid off his debts within seven months while netting a $3,300 profit. Belk introduced then-unusual retailing practices, including buying merchandise in large quantities to pass savings to customers and selling at fixed prices rather than through haggling. After making his brother, physician John Belk, a partner, the store was renamed Belk Brothers.

By 1909, the company had moved its headquarters to Charlotte, North Carolina, building a large flagship store downtown that would remain the company's headquarters until it was demolished in 1988 to make way for what is now the Bank of America Corporate Center. Belk grew for decades primarily through a network of local partnerships, resulting in more than 100 separate legal Belk corporations across different markets, a structure that persisted until 1998, when all of these entities were consolidated into a single company, Belk, Inc. The company later grew through significant acquisitions, including 47 Proffitt's and McRae's stores from Saks Incorporated in 2005, and Alabama-based Parisian in 2007.

Belk was acquired by private equity firm Sycamore Partners in 2015, though the company continues to be led with involvement from descendants of the founding Belk family in various capacities. Today, Belk operates roughly 290 to 300 stores across 16 states, primarily concentrated in North and South Carolina and the broader Southeast, employing more than 10,000 people and generating billions of dollars in annual revenue. Belk's workforce includes sales associates, cashiers, cosmetics and fine jewelry specialists, and store managers supporting its full-line department store format.

Company culture and employee programs: Belk's founding mission emphasizes honest and fair treatment of customers, full value for every dollar spent, and integrity in relationships with associates, vendors, and communities served. As one of the few remaining large, historically family-owned department store chains, Belk has maintained a regional identity closely tied to its Carolinas roots even after private equity ownership. 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 department store retail industry, including Belk, 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.

Belk is generally reported to conduct background checks as part of its hiring process, which is standard for department store retailers, particularly for roles involving cash handling and access to fine jewelry or other high-value merchandise.

The hiring process for store-level positions at Belk 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 department store 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.

Running a personal background check with Checkr lets you preview what Belk 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 Belk 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.