Dillons: Hiring, Background Check & Employment Verification FAQs

Dillons traces its roots to 1913, when John S. Dillon opened the J.S. Dillon Cash Store in Hutchinson, Kansas, built around a cash-and-carry model that was novel for the time. The business was incorporated as Dillon Companies in 1921 and expanded across Kansas over the following decades. In 1983, Dillon Companies, Inc. was acquired by The Kroger Co. of Cincinnati, Ohio, and Dillons has operated as a Kroger banner ever since. The Dillons headquarters remained in Hutchinson, Kansas.

Today Dillons operates supermarkets throughout Kansas, including larger Dillons Marketplace stores that pair a full grocery offering with expanded general merchandise. Store services commonly include pharmacy, fuel centers, floral, bakery, deli, and pickup or delivery for online grocery orders. Within Kroger, Dillons anchors the Dillon Stores division, which also includes the Baker's banner in the Omaha, Nebraska area and Gerbes in Missouri, so some corporate and division-level roles support stores beyond the Dillons nameplate.

As part of Kroger, Dillons sits inside one of the largest grocery retailers in the United States, which shapes the roles available and the systems store teams use. Typical positions include cashiers and front-end clerks, grocery and produce stockers, meat and seafood cutters, bakery and deli associates, e-commerce pickup shoppers, pharmacy technicians and pharmacists, department leads, assistant store managers, and store managers. Distribution, transportation, and corporate functions add logistics, merchandising, human resources, and technology roles.

Company culture and employee programs:

Grocery retail work at Dillons is shift-based and customer-facing, with early morning, evening, weekend, and holiday hours common across most departments. Many hourly positions at Kroger-owned stores are covered by collective bargaining agreements, which can affect pay scales, scheduling rules, and benefit eligibility, so candidates should ask about the terms that apply at their location. Training typically covers point-of-sale systems, food safety and handling, age-restricted sales rules for alcohol and tobacco, and department-specific equipment. Pharmacy roles carry additional licensing and continuing education requirements set by the state board.

Yes. Employers in the grocery and retail industry, including Dillons, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, screening performed through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone written disclosure, the candidate's authorization, and a pre-adverse and adverse action process before a decision is finalized based on the report.

Dillons is generally reported to conduct background checks as part of its hiring process, consistent with standard practice at large grocery chains. Store associates handle cash and payment cards, sell age-restricted products, and in some departments work with controlled substances or prescription data, all of which commonly lead grocery employers to screen. The specific scope of a Dillons background check may vary by role, by department, and by state, since pharmacy positions in particular carry licensing and regulatory requirements that other store roles do not.

The Dillons hiring process generally starts with an online application through the Kroger family careers site for a specific store and position. Candidates who match the role are typically invited to an interview with a department lead, hiring manager, or store manager, and hourly roles often move from interview to conditional offer quickly. The conditional offer is usually followed by consent to a background check and, depending on the role and location, a drug screen. Once pre-employment steps clear, new hires complete onboarding paperwork and store training. Pharmacy and leadership roles typically add license verification or additional interview rounds.

Turnaround depends on the searches ordered, how quickly county courts and previous employers respond, and whether the candidate has lived in more than one jurisdiction. Many retail background checks come back within a few business days, while searches that require manual court retrieval or verification of older employment can take longer. License verification for pharmacy staff depends on the responsiveness of the state board, and a drug screen adds its own turnaround. For more detail on what drives timing, review background check turnaround times.

The employer determines which searches are included. For a grocery retail role, a background check may include some or all of the following:

Candidates should read the disclosure and consent documents provided during hiring to see what applies to their role.

The lookback period depends on the search type and applicable state law. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, though criminal convictions may be reportable beyond that in many states and exceptions exist for higher-salary positions. Some states impose stricter limits than federal law. Pharmacy licensing boards apply their own review standards that operate independently of the FCRA, so a licensed role can involve a longer look at certain records.

Dillons does not publish a detailed policy about applicants with felony records, and hiring decisions of this kind are typically made case by case. Employers generally consider the nature and seriousness of the offense, how long ago it occurred, and how it relates to the responsibilities of the position, which in grocery retail can include cash handling, alcohol sales, or access to prescription medications. Many states and cities have adopted "ban-the-box" laws that limit when an employer may ask about criminal history during the application process. Candidates are encouraged to be truthful and prepared to discuss their background.

Candidates are typically asked to sign a disclosure and authorization form before screening begins. Expect to provide a full legal name, date of birth, Social Security number, and address history, plus a driver's license number for roles that involve driving and license details for pharmacy positions. Accurate information helps ensure searches are run in the correct counties and states and reduces the chance of a delay caused by a name or address mismatch.

The Fair Credit Reporting Act is a federal law governing how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report, to provide a copy of the report along with a summary of rights before taking adverse action, and to give the candidate a chance to dispute inaccurate information before the decision becomes final. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission guidance apply to employment screening, see this introduction to the Fair Credit Reporting Act (FCRA).

Pharmacy positions generally carry requirements that go beyond a standard retail background check. Pharmacists and pharmacy technicians must hold an active license or registration with the state board of pharmacy, and the board conducts its own character and criminal history review as part of licensure. Because pharmacy staff work with controlled substances and protected health information, employers commonly verify license status, check federal healthcare exclusion and sanctions lists, and require drug testing. Candidates for these roles should expect license verification to be part of the pre-employment process and should confirm that their registration is current before applying.

Running a personal background check with Checkr lets you preview what Dillons may see and gives you a chance to correct potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with recruiters and hiring managers, build a free Checkr Profile.

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.