Dollar General Background Checks: Hiring Guide & FAQs

Founded in 1939 as a family-owned dry goods store in Scottsville, Kentucky, Dollar General has grown into the largest small-box discount retailer in the United States. The company operates more than 20,600 stores across 48 states, with a business model focused on serving rural and underserved communities. Dollar General stores typically stock approximately 10,000 consumable products, including household essentials, food and snacks, health and beauty items, and seasonal merchandise, all priced to serve budget-conscious shoppers.

The company's growth accelerated in the 1990s and 2000s through new store openings and strategic acquisitions. Dollar General maintains a lean operational approach with small-format stores averaging approximately 7,400 square feet, requiring minimal staff per location. This model allows the company to operate profitably in towns and neighborhoods that may not support larger retailers. The company's distribution network includes more than 30 distribution centers strategically positioned to serve its extensive store footprint.

Dollar General employs approximately 194,000 people across its stores, distribution centers, and corporate offices. The company's workforce consists primarily of hourly retail associates working in sales, stocking, and store management positions, along with distribution center employees and corporate support staff. Store-level positions include sales associates, lead sales associates, assistant store managers, and store managers.

The company offers several employee programs and benefits. Full-time and eligible part-time employees can access health insurance options, including medical, dental, and vision coverage. The company provides a 401(k) retirement savings plan with company match for eligible employees. Dollar General also offers an employee stock purchase plan that allows employees to purchase company stock at a discount. Additional benefits include paid time off, employee discounts on merchandise, and access to educational assistance programs.

Dollar General has invested in workforce development initiatives, including partnerships with educational institutions to provide employees with opportunities for skill development and career advancement. The company's internal promotion culture means many store managers and district managers began their careers as hourly associates.

Yes. After extending a contingent job offer, Dollar General can request a background report from a third-party consumer reporting agency (CRA). Employment screening helps the company validate candidate information and support workplace safety across its retail locations.

Yes. Dollar General and similar retailers can conduct background checks on candidates who receive conditional job offers. The scope and depth of screening may vary based on the position, location, and applicable state and local regulations.

Retailers like Dollar General follow federal, state, and local laws governing employment background checks. The background check process typically includes:

Most employment background checks can be completed in three to five business days, but timing varies with the types of screening ordered and the accessibility of records. Database searches can finish in minutes, while searches that require manual courthouse retrieval or follow-up paperwork may take more than a week.

Candidates can typically check their application status through the Dollar General careers portal or by contacting the hiring manager for the role. See Checkr's guide to background check turnaround times for general information on how long checks take.

A background check report for retailers like Dollar General may include:

Lookback periods vary by state law, role and salary, and the CRA's data sources. Many employers focus on the past seven years for most convictions, but certain roles or jurisdictions may require a different review period.

Several states have enacted fair chance hiring laws that limit how far back employers can consider criminal history or restrict consideration of certain types of records. Candidates should review state Ban the Box laws to understand local limits on background check scope. Additionally, the federal Fair Credit Reporting Act (FCRA) limits most non-conviction reporting to seven years.

Dollar General's drug testing policy may vary by position, location, and circumstances. Many retail employers implement drug testing programs that can include pre-employment screening, post-accident testing, reasonable suspicion testing, or random testing for certain positions.

Candidates should review information provided during the application and interview process regarding any drug testing requirements. Safety-sensitive positions, such as those involving equipment operation or warehouse duties, may be more likely to require drug screening.

Retailers like Dollar General evaluate candidates on an individual basis in accordance with the Fair Credit Reporting Act and the guidelines set by the Equal Employment Opportunity Commission (EEOC). The company considers factors including the nature and gravity of the offense, the time that has passed since the conviction or completion of a sentence, and the relationship between the offense and the duties of the position.

Many states and localities have enacted hiring laws, often known as Ban the Box laws, that limit how employers may use criminal history information in employment decisions. These laws often require employers to delay criminal history inquiries until after they conduct an initial interview or make a conditional offer to a candidate.

Candidates with criminal histories should be prepared to provide context about their rehabilitation efforts, changed circumstances, and qualifications for the role. The EEOC recommends that employers provide candidates with an opportunity to explain or dispute information in their background reports before making final hiring decisions.

The FCRA requires employers to obtain written consent from the candidate before ordering a background report. Employers must provide the candidate with a copy of the report and a pre-adverse action notice if they may take negative action. The FCRA also requires employers to give candidates sufficient time to dispute errors, usually around five business days. 

Guidance from the Equal Employment Opportunity Commission also recommends an individualized assessment that considers the nature of the offense, the time elapsed since the offense occurred, and its relevance to the job.

Running a background check on yourself with Checkr lets you preview what Dollar General 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 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 contact information for the support team.

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.