Books-A-Million: Hiring, Background Check & Employment Verification FAQs

Books-A-Million traces its origins to 1917, when 14-year-old Clyde W. Anderson began a newsstand business in Florence, Alabama, after his father's death left him needing to support his family. Anderson built a newspaper distribution business, and eventually opened a bookstore that grew into a chain. His son, Charles C. Anderson, expanded the business into a mall-based chain called Bookland starting in the 1950s. After acquiring Gateway Books in 1988 and opening its first superstore format shortly after, the company changed its name to Books-A-Million in 1992 and went public on the NASDAQ exchange. The company is headquartered in Birmingham, Alabama.

Books-A-Million grew to become one of the largest book retailers in the country, operating more than 200 stores across roughly 32 states and the District of Columbia. In December 2015, the company was taken private again in a buyout led by chairman Clyde B. Anderson, the founder's grandson, and his family, who remain the company's owners. Books-A-Million also owns 2nd & Charles, its used book and pop-culture retail division, as well as American Wholesale Book Company, a wholesale and distribution subsidiary, and NetCentral, an internet services company based in Nashville, Tennessee.

Books-A-Million's workforce includes retail sales associates, cashiers, cafe staff at its Joe Muggs coffee shop locations, and store managers. The company's stores range in size and format, from traditional mall-based Bookland locations to large discount superstores.

Company culture and employee programs: Books-A-Million has remained a family-owned business for more than a century, with leadership passing through multiple generations of the Anderson family. The company has supported community and military-focused charitable initiatives, including coffee donation programs benefiting deployed service members and veterans. 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 and bookselling industry, including Books-A-Million, 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.

Books-A-Million is generally reported to conduct background checks as part of its hiring process, which is standard for retail employers handling cash transactions and store inventory.

The hiring process for store-level positions at Books-A-Million typically includes an application, an interview with a 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 Books-A-Million 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 Books-A-Million 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.