Dunham's Sports: Hiring, Background Check & Employment Verification FAQs

Dunham's Sports traces its origins to 1937, when Ron Dunham opened Dunham's Bait & Tackle in West Bloomfield Township, Michigan, along Northwestern Highway. The original shop gained national exposure through advertisements in Newsweek and appearances on radio fishing shows. After the original store burned down in 1946, it was promptly rebuilt, and Robert L. Schmalzried purchased the business in 1953, relocating it to the corner of Northwestern Highway and Orchard Lake Road and rebranding it as Dunham's Sports.

The chain was acquired by American Can Company in 1985, when it consisted of eight stores across Michigan and Indiana. After American Can merged with Primerica, the sporting goods chain was sold off in 1989, and by 1991 Dunham's had grown to 49 stores, headquartered in Waterford Township, Michigan. The company later moved its corporate headquarters to Troy, Michigan, where it remains based today under parent company Dunham's Athleisure Corporation, led by CEO Jeffrey Lynn and President David Lynn.

Today, Dunham's Sports operates more than 260 stores across 26 or more states, employing several thousand people and generating hundreds of millions of dollars in annual revenue. The company specializes in athletic equipment, active and casual sports apparel, footwear, firearms, camping and outdoor gear, fishing and hunting equipment, and exercise equipment, competing with chains such as Academy Sports + Outdoors, Big 5 Sporting Goods, and Scheels. Dunham's workforce includes sales associates, cashiers, department specialists (including for firearms sales, where applicable), and store managers.

Company culture and employee programs: Dunham's has built its brand around the motto "Big Names...Low Prices," emphasizing a wide selection of name-brand sporting goods at competitive prices. The company has continued to expand into new and established markets while maintaining its Michigan roots. 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 sporting goods retail industry, including Dunham's Sports, 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.

Dunham's Sports is generally reported to conduct background checks as part of its hiring process, which is standard for retail employers, particularly given that many stores sell firearms and ammunition, which involves additional federal regulatory considerations for relevant sales staff.

The hiring process for store-level positions at Dunham's typically includes an application, an interview with a store manager, and a background check prior to a final offer. Roles involving firearms sales may require additional training related to federal firearms sale regulations.

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 sporting goods 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 Dunham's Sports 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 Dunham's Sports 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.